Study your flashcards anywhere!

Download the official Cram app for free >

  • Shuffle
    Toggle On
    Toggle Off
  • Alphabetize
    Toggle On
    Toggle Off
  • Front First
    Toggle On
    Toggle Off
  • Both Sides
    Toggle On
    Toggle Off
  • Read
    Toggle On
    Toggle Off

How to study your flashcards.

Right/Left arrow keys: Navigate between flashcards.right arrow keyleft arrow key

Up/Down arrow keys: Flip the card between the front and back.down keyup key

H key: Show hint (3rd side).h key

A key: Read text to speech.a key


Play button


Play button




Click to flip

43 Cards in this Set

  • Front
  • Back
Central tendency
all workers are rated as being "average"
HR Specialists
assist line managers in carrying out HR-related responsibilities
How to test reliability
Retest, stability, consistent measurement of a human attribute
7 Human Resource Management Functions
HR Planning
Recruitment and Selection
Orientation Training & Development
Performance Assessment
Compensation and benefits
Employee Services
Employee/Labor Relations
Sources for recruitment
internal, advertising, referrals, agencies, college campuses, temp/leasing firms, internet, headhunters
Job descriptions
written statements of what a jobholder does, how the job is done, and why it is done. Used in all functions of HR management.
Solutions for managers with no pay overtime
Job Enlargement/Enrichment
Reclassify some "manager" jobs to be nonexempt
Job analyses
the systematic assessment of jobs in an orgainization. It identifies the context for performance in any given job-the purpose of the job, the circumstances under which work is performed, the work environment. Used to develop job descriptions and specifications
Internal recruiting
A pool of applicants who already work for the company
Improves employee morale
Reduces employer time and cost
Job specifications
statements of the minimum acceptable qualifications (KSAO) needed to perform a given job
How to test validity
Valid Tests
Ability tests
Job skills tests and simulations
Background/Reference Checks
Drug, Physical Exam
Integrity, Honesty Tests
HR identifies
surpluses - job sharing
Types of training
Off the job
Continuing education
Internet - fastest growing - 80% dropout rate
Over 1600 Corporate Universities
3 Goals of HR Management
Capability and adaptability
not always provided by former employers for fear of lawsuit
KSAO and describe each
Knowledge: paper and pencil test measurement
Skill: experience, typing
Abilities: intelligence, strength
Other: personality characteristics
Subjective performance measures
trait rating scales
behavioral observation scales - best!
Who has HRM responsibilities?
Most managers (if not all)
Jobs Online
70% HR recruiters
50% HR exec's
Company's website
Cons: loyalty, trap, unethical
HR dependent on
organizational direction and plans
HR needs derived from those plans
HR availabilities
Training Returns
Motorola - 30 times return on each $
2 categories of human resource planning
Quantitative and qualitative needs
Large increase causes lower productivity
Aviod on application
children, age, disabilities, physical char., maiden name, photo, citizenship, lawsuits, arrest records, smoking, medical conditions
Objective performance measures
quantifiable outcomes
External Recruiting
Advertising, walk-ins, outside organizations, employment services, special events, internet job sites
Leniency error
all wokers are rated as performing at a high level
Training spending in US
$40 Billion
Myths of Lying
eye contact
hand/feet/leg motions
crossing arms
emotional: religious, phrases

Performance Evaluation
Worker's current job - nonmanagerial
Ways to improve selection
Improve validity of measures
Inprove reliability of measurese
Improving the quality of recruitment
Icreasing selectivity of recruitment
Training Costs
US firm - 1% of sales
Motorola Univ. - 120 M
Anderson - 6.8%
360-degree Performance Review
uses all characteristics - most increasing use today
Performance Assesment
More objective for lower levels
More subjective for higher levels
Important as a data source
Halo error
all workers are rated as performing at the same level in all parts of their jobs
Executives' future needs
Types of Selection Tests
Past Experience - theory of prediction - best predictor of future performance
Interviews - low validity 33% exaggerate
Written Tests - knowledge, personality and cognitive ability
Best Interview
Structured Interviews
Interviewer uses standard set of prepared questions
Semi-structured Interviews
some structure combined with interviewer judgement
Initial education - reduces loafing and turnover
Unstructured Interviews
Free-flow of questions