Mgt 352 Exam 2 Chapters 5 And 6

Front 1

Human resource planning

Back 1

identifying the numbers and types of employees the org will require to meet its objectives. Comparing the present to the future and identifying changes necessary to meet future goals.

Front 2

Forecasting

Back 2

determining the supply and demand for human resources. Predicting shortages and surplusses

Front 3

2 types of forecasting

Back 3

trend analysis (whats going on in the past) and Transitional matrix (where people in the org came from)

Front 4

Goals- strategies

Back 4

goals come from forecasting. strategies differ in terms of expense (money and suffering), speed of results, and ability to change later.

Front 5

Ways to handle a surplus

Back 5

Downsizing, early retirement, pay reducing, work sharing, hiring freeze, retraining

Front 6

Workforce utilization review

Back 6

a comparison of the proportion of employees in protected groups within the proportion of these groups in the labor marker.

Front 7

Recruitment sources

Back 7

Internal and external

Front 8

Evaluating the quality of a recruitment source

Back 8

Yield Ratio ( % of applicants who move from one stage to next) and Cost per hire (cost of source/number of people hired)

Front 9

Recruiter characteristics

Back 9

warmth, courtest, information, realism, credibility, and feedback

Front 10

HR Planning process

Back 10

1)Forecasts of labor surplus/shortage, 2)goal setting and strategic planning, and 3) program implementation and evaluation.

Front 11

Rockwell Automation

Back 11

Aging workforces is a good thing. They like to higher works in their 60's because they are better to travel oversees.

Front 12

Ways to handle a shortage

Back 12

outsourcing, temp/contract workers, overtime, New hires, technological innovation

Front 13

Minimizing the pain of layoffs

Back 13

communicate fully, empower managers to make a choice, ask people to leave immediately, include severence pay, make them mentally ready, treat laid off people well.

Front 14

Most effective recruits in order

Back 14

electronic job boards, newspapers, job fairs, and then walkins/referrals

Front 15

Selection

Back 15

process through which organizations make decisions about who will or will not be allowed to join the org... who is a good fit

Front 16

Steps in the selection process

Back 16

screen applicants and resumes, testing and reviewing work samples, interviewing candidates, checking references and background, and making a selection.

Front 17

Criteria for evaluating relection methods

Back 17

Legality, High utility, generalizable, Reliability, and validity

Front 18

Reliability

Back 18

the extent to which a type of measurement is free from random error. The consistency or stability of a measure. Use correlation coefficients

Front 19

Validity

Back 19

extent to which performance on a measure is related to what the measure is designed to assess. Whether we are able to make a confident and accurate decision.

Front 20

Criterion related validity

Back 20

What does the test predict?

Front 21

approaches to criterion related validity

Back 21

predictive validation (all applicants test scores, and then performance after hire), and Concurrent validation (existing employees test scores and performance now)

Front 22

Validity coefficient

Back 22

correlation between predictor (test score/interview) and criterion (job performance)

Front 23

Content related validity

Back 23

what does the test contain? Extent that it covers the entire domain of interest

Front 24

Construct validity

Back 24

what does the test actually measure- extent to which the test measures the construct that it is designed to measure.

Front 25

Employment tests

Back 25

aptitude, achievement, physical ability, cognitive ability, personality, and integrity tests

Front 26

aptitude tests

Back 26

their potential, what they can acquire in the future

Front 27

cognitive ablitites tests

Back 27

measure mental abilities... verbal skills, quantitative skills, reasoning ability. Watch out for disparate impact, banding is ok, norming is not.

Front 28

Personality tests- big 5

Back 28

Openness (inquisitiveness) to experience, Conscientiousness (dependable, responsible), Extraversion (social, interacting), Agreeableness (helpful), and Neuroticism (emotional stability or adjustment)

Front 29

Integrity tests- types

Back 29

overt are too easy, personality based are harder to fake

Front 30

Work Samples

Back 30

simulation of a job or part of a jobs- can be real or simulations

Front 31

assessment centers

Back 31

inbaskets, leaderless groups, and role plays

Front 32

Types of Interviews

Back 32

Nondirective (unstructured) interview and Structured interview

Front 33

types of structured interviews

Back 33

situational interviews and behavior description interviews

Front 34

Approaches to selection decisions

Back 34

multiple hurdles and compensatory approach (all predictors are added together)

Front 35

business week- how google searches for talent

Back 35

Google has a contest in india- "the google india code jam" - shortcut through hiring process