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95 Cards in this Set

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What are the two objectives when hiring?


1) Predict performance (can they do the job well)


2) Assess fit (do they fit in our organization)

Job analysis for performance appraisal can have what uses?

Identify training needs, making promotion decisions

Job analysis for hiring is to help with what?

Identify what we need to look for in potential job candidates

We use job analysis to:

Create our hiring procedure & a job posting/advertisment

List the steps in Job Analysis:


1) Gather info on activities & tasks for that position (brainstorm)


2) Rate importance & frequency of each task


3) Group tasks into Task Dimension


4)Determine KSAO's necessary

Knowledge

Body of information that can be applied directly to performance of tasks

Skills

An observable competence for working with or applying knowledge to perform a particular task or closely related set of tasks (not enduring, needs experience & practice)

Abilities


An underlying, enduring trait of the person useful for performing a range of different tasks (less likely to change over time)

Other Characteristics

Other requirements

Customer & Personal Service (KSAO's)

Knowledge - knowledge of principles & processes for providing CPS. Includes customer needs assessment, meeting quality standards for services & evaluation of customer satisfaction

Social Perceptiveness (KSAO's)


Skills - being aware of other's reactions & understanding why they react as they do

Active Listening (KSAOs)

Skills - giving full attention to what others are saying, taking time to understand points being made, asking questions when appropriate, & not interrupting at inappropriate times

Service Orientation (KSAOs)

Skills - actively looking for ways to help people

Speaking (KSAOs)

Skills - talking to others to convey info effectively

Critical Thinking (KSAOs)

Skills - using logic & reasoning to identify the strengths & weaknesses of alternative solutions, conclusions, or approaches to problems

Monitoring (KSAOs)

Skills - monitoring/assessing performance of yourself, others, or organizations to make improvements or take corrective action

Speech Clarity (KSAOs)

Abilities - ability to speak clearly so others can understand you

Oral Expression (KSAOs)

Abilities - ability to communicate information & ideas in speaking so others understand

Oral Comprehension (KSAOs)

Abilities - ability to listen to & understand information & ideas presented through spoken words & sentences

Problem Sensitivity (KSAOs)


Abilities - ability to tell when something is wrong or likely to go wrong. It doesn't involve solving a problem, only recognizing there is one

Speech Recognition (KSAOs)

Abilities - ability to identify & understand the speech of another person

Deductive Reasoning (KSAOs)

Abilities - ability to apply general rules to specific problems to produce answers that make sense

Inductive Reasoning (KSAOs)

Abilities - ability to combine piece of information to form general rules or conclusions (Includes finding relationships among unrelated events)

Near Vision (KSAOs)

Abilities - ability to see details at close range (within few feet of the observer)

Written Comprehension (KSAOs)

Abilities - ability to read & understand information & ideas presented in writing

HS Diploma, College Degree, security clearance/criminal record, citizenship, availability are all examples of which KSAO?

Other Characteristics

This mostly describes the physical setting such as environment, attire, body positioning (standing/sitting), hazards, etc. of a job

Job Context

All jobs analyses will be the same based on preferences, job design, & organizational values - T/F

False

What should be accounted for when deciding what's important for hiring?

The company's mission & values

With this, individuals are attracted to organizations matching their personality

Attraction-Selection-Attrition (ASA)

Attraction

An organization's "brand" that's influenced by their leadership, history, culture, values & any other contributing factor will attract those who like these factors & deter those who don't

Selection

Organization's with certain values are more likely to select those with similar values

Attrition

Employees in the organization whose values conflict with the organization or leadership are more likely to be dissatisfied or leave

Optimal decision making requires what 3 things?


1) Diversity of thoughts


2) Diversity of experiences


3) Diversity of perspectives

To have a balance, we should attract people with similar core values while not being too similar - T/F

True

What are the two absolutes in resume writing?


1) Don't lie


2) Don't make spelling errors

The person hiring will always be an HR Representative or the person actually supervising the position - T/F

False

Why is the look & feel of your resume important?

So that it is easy & pleasant to read and because it is a reflection of your work

Fonts for resumes (not as important to know)


Arial, Calibri, Century Old Style, Helvetica, Garamond, Georgia, Trebuchet, Times New Roman

Popular advice is on the Sans Serif fonts and is universally accepted - T/F

False

This type of software is for jobs with large amounts of applicants and uses key words from submitted resumes

Digital Talent Acquisition Software

What is the purpose of your resume (& cover letter)?

To advance you to the next phase of the hiring process

When hiring managers look for specific KSAOs, they generally sort candidates into these 3 things:


1) Highly qualified


2) Adequately qualified


3) Minimally (or not) qualified

These are usually unnecessary to put in a resume but can help if they're looking for a certain type of candidate (i.e. wants to work in baseball)

Objectives

This list shows you have specific KSAOs they're looking for

Position Descriptions

List the 12 different sections of a resume

Name, contact information, objective, education, extracurriculars, relevant experience, volunteer work, work experience, skills, languages, leadership, references

To avoid wasting time & money with additional tests, some selection procedures can be applied in the initial selection phase - T/F

True

No KSAOs can be trained later & they're necessary to look for when hiring - T/F

False

This test is common & reliable to predicting how a candidate will behave & perform on the job

Written test - situational judgment test typically posed as hypothetical scenarios

When using written tests, it is not important to have a set score to evaluate the answers - T/F

False

This is a way to see if applicants posses requisite knowledge to perform the job:

Job Knowledge test - job-specific & focused on knowledge that's necessary based on what you found in job analysis; candidates can be filtered out if they don't meet a minimum criteria

This interview type if used to predict an applicant's future behavior

Situational

This interview type is used to examine past behaviors & is a good predictor of future behavior

Experience-based

How do you decide which interview to use? (Selection Methods)


- Level of experience (hiring for entry level job that attracts recent grads or career switchers)


- Similarity of work (if your job is so unique that KSAOs from other jobs don't transfer/apply)

Questions based on job analysis, consistency between applicants, responses being numerically rated and detailed scoring procedures & notes are all examples of what?

Structured Interviews

Interviews should be structured & focus on certain KSAOs - T/F

True

What were the 5 steps of the Hiring Plan Project?


1) Job Analysis


2) Recruiting Method (what channels exist for hiring a certain role)


3) Job Posting (based on KSAOs, org's culture & values)


4) Selection Method


5) Predicting Fit

What are the 6 types of Part-Time workers?


1) Primaries


2) Married supplementers


3) Single supplementers


4) HS/College students


5) Part-Time Moonlighters


6) Full-Time Moonlighters

Benefits/Consequences of PT workers?


- Types of commitment they experience


- Turnover decision making


- Type of motivation that might work


- Career development


- Process through which an identity with the organization is formed

Full-Time are more emotionally committed to organization than volunteers/Part-Timers

Affective Commitment

Interns are more emotionally committed to organization than Part-Timers

Affective Commitment

Volunteers & interns feel more obligated to organization than Part-Time

Normative Commitment

Interns & Full-Timers identify more with this than volunteers or Part-Time

Sport Identity

Sport organizations do not rely on many types of Part-Time workers - T/F

False

This is a negotiation between organized workers (labor) & their employer(s) (management) to determine wages, hours, rules & working conditions

Collective Bargaining (dictionary definition)

This uses various methods in bargaining process, but the desired outcome is always mutual acceptance by labor & management of a CBA/Contract

Collective Bargaining (sport business definition)

What does NLRA stand for?

National Labor Relations Act

What are the mandatory subjects that must be bargained collectively?


-Hours


-Wages


-Terms & Conditions of employment

Bargaining must be done in '____ _____' over mandatory subjects in order to achieve a contract (aka CBA)

'Good faith'

CBA in sports: training camps, practices, season, schedule, # of games, etc. all represent:

Hours

CBA in sports: salaries, bonuses, severance/termination pay, health coverage/insurance, anything else of monetary value all represent:

Wages

CBA in sports: seniority, medical issues, grievance arbitration provisions, drug testing, safety concerns, etc. all represent:

Terms & Conditions

Issues that management is not obligated to negotiate over & the union cannot strike over are:

Permissive Subjects

CBA - Concerted Activity: the right to engage in concerted activity gives employees the right to strike or take similar actions (picket, work slowdown, etc.). But what's not protected is:

Interfering with the employer's ability to conduct business with customers (i.e. threatening customers/blocking entrances)

Unions & collective bargaining are unique to pro sports and all pro sports have CBAs - T/F

False

Unlike Major League players, Minor Leaguers are not unionized, do not negotiate a CBA & do not share revenue with the owners - T/F

True

What are the barriers to change for minor leaguers and who are they similar to?


Similar to college athletes & interns


- Transient & temporary


- Lack of power


- Retaliation & reputation


- Culture of sacrifice

Although some say increasing minor league game prices would rob fans of an affordable joy, ticket prices are base on demand. Who said this?

Dan Kascher, Sport Economist of the University of San Francisco

What is said to be the most important element of sports business education programs?

Internship Opportunities

What does NACE stand for?

National Association of Colleges & Employers

What are the defining characteristics of an internship? (No consensus exists)

Course credit, unpaid, learning experience, time commitment

Fair Labor Standards Act: All 6 criteria must be applied when making the determinations for a non or for-profit business?

Applies to for-profit

What are the 3 most important criteria under FLSA?


2) Internship is for the benefit of the intern;


3) Intern does not displace regular employees, but works under close supervision of existing staff;


4) The employer that provides the training derives no immediate advantage from the activities of the intern; & on occasion its operations may actually be impeded

What are the 1st, 5th, and 6th criteria for FLSA?


1) The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;


5) The intern is not necessarily entitle to a job at conclusion of the internship; &


6) Employer & intern understand the intern is not entitled to wages for time spent

All athletes receive full scholarships - T/F

False

What two arguments tend to get mixed when discussing the NCAA history of rules?

- Fair market value


- Basic [employment] rights & a voice in the process

Who is associated with the NCPA?

Ramogi Huma; non-profit advocacy group formed by UCLA football alumni

Who is associated with the CAPA?

Kain Colter; Northwestern football players who petitioned the National Labor Relations Board for the right to unionize

This was enacted by congress in 1935 to protect the rights of employees & employers, to encourage collective bargaining & to curtail certain private sector labor & management practices

National Labor Relations Act (NLRA)

Northwestern Situation: contends that FB players receiving grant-in-aid from the Employer are "employees" within meaning of the Act & therefore are entitled to choose whether or not be represented for purposes of collective bargaining

The Petitioner

Northwestern Situation: asserts that its FB players receiving grant-in-aid are not "employees" under the Act. It further asserts these players are more akin to grad students in Brown University ('04) whom the Board found not to be "employees" under the Act.

The Employer

Who argued they are already employees; receiving compensation through scholarships?

CAPA (the players union)

Frequent cited arguments against paying student-athletes:


- Title IX


- Receiving free education


- Play for love of game; paying would ruin everything


- Weren't forced into these terms; can leave


- System can't afford it. It'd fall apart. Most programs lose money

This type of argument focuses on why we can't do it rather than whether or not we should do it or if we're legally obligated to do it

Logistics Argument; arguing is too disruptive to the system, everything would fall apart

Real reasons NCAA doesn't want to pay?


- Maintain power structure in place


- Major shift in operating resources, budgets & expenses. Must adjust HR departments & collective bargain with athletes