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Introduction to HR Management

Terms in this set (229)

Direct Compensation
rewards that are directly linked to performance on the job are often referred to as
Indirect Compensation
compensation that is given simply for being a member of the organization is often referred to as
attract, retain, and motivate employees
HR functions and activities are important largely because they serve to
Moral Philosophy
refers to the principles, rules, and values that individuals use in deciding what is right or wrong.
Business Ethics
the values and principles that are used to evaluate whether the collective behavior of members of an organization are appropriate.
Consequentialist Theories
focus on the consequences of managers' actions.
Deontological Theories
focus on the rules or duties of managers
internal environment
factors that the organization controls. For example, the organization's culture, product development, mission, and strategy
External Environment
includes those factors that are outside of the organization's control. While management does not govern these influences, the company must prepare for and respond to them all the same.
A "flat" structure
is one that has fewer managers or a smaller management hierarchy.
precedent
is a controlling rule, example, or guide which provides a framework for other judges to follow in deciding later cases.
Diversity scorecard
includes financial and non-financial recognition of diversity ROI initiatives as well as relevant feedback.
Key deliverables that emphasize the role of diversity in the organization's overall strategy;

Utilization of diversity in the development of a high-performance work environment;

Ways in which the corporate culture is aligned with the organization's strategy; and

The efficiency of the diversity deliverables.
What are the 4 measures for the diversity scorecard?
Rehabilitation Act of 1973
Sections 501 and 505, which prohibit discrimination against a qualified individual with a disability in the federal government.
Civil Rights Act of 1991
which allows for compensatory and punitive damages for violations of Title VII.
ancestory
racial or ethnic background
physical characteristics
such as a person's color, hair, facial features, height, and weight
race-associated-illness
for example, diabetes, obesity, and sickle-cell anemia affect some races more than others
Culture
dress, grooming practices, accent or manner of speech
Perception
a belief that a person is a member of a particular racial group
association
a person's association with someone of a particular race (e.g., spouse, relatives, friends/associates of a certain race).
judgmental forecasting
is done by experts who assist in preparing the forecasts.
simple linear regression
a projection of future demand is based on a past relationship between the organization's employment level and a variable related to employment, such as sales.
Managerial estimates
are typically made by top management, which means they are a top-down approach. They can also begin at lower levels, and be passed up for refinement (a bottom-up approach).
Delphi Technique
a large number of experts take turns presenting a forecast statement and assumptions. An intermediary passes each expert's forecast and assumptions to the others, who then make revisions to their own forecasts. This process continues until a viable composite forecast emerges.
Nominal Grouping Technique
several people sit around a conference table and independently list their ideas on a sheet of paper. After ten to twenty minutes, they take turns expressing their ideas to the group. As these ideas are presented, they are recorded on larger sheets of paper so that everyone can see all the ideas and refer to them in later parts of the session.
Multiple Linear Regression
analysis is an extension of simple linear regression analysis. However, in ------, instead of relating employment to just one variable, multiple variables are used.
productivity ratios
historical data are used to examine the past level of a productivity index.
Human resource ratios
past HR data are examined to determine historical relationships among employees in various jobs or job categories. Regression analysis can then be used to project key group requirements for various job categories.
time series analysis
past staffing levels are used to project future HR needs. Past staffing levels are examined in order to isolate seasonal and cyclical variations, long-term trends, and random movements.
Stochastic ratios
the likelihood of landing a series of contracts is combined with the HR requirements for each contract, in order to estimate expected staffing requirements.
replacement planning
uses charts that show the names of the current occupants of positions in the organization and the names of likely replacements.
Succession Planning
is similar to replacement planning, except that succession planning tends to be longer term, more developmental, and more flexible.
judgemental and statistical
There are basically two techniques to help forecast internal labor supply
redundancy planning
is essentially HR planning associated with the process of laying off employees who are no longer needed.
Data Collection
is important not only as a means of control, but also as a method for evaluating plans and programs and making adjustments.
strategic business planning
determines the organization's goals, future products and services, growth rate, location, legal environment, and structure.
Job/role planning
which follows strategic business planning, specifies what needs to be done at all levels of the organization in order to meet the firm's strategic initiatives.
HR planning
determines what types of jobs the organization needs to fill, and thus, the knowledge, skills, and abilities (KSAs) needed in job applicants.
Strategic business planning, job/role planning, and HR planning
What are the 3 planning components that recruiting programs are developed around?
walk ins
individuals become applicants by walking into an organization's employment office. This method, like employee referrals, is relatively informal and inexpensive and is almost as effective as employee referrals for retaining applicants once hired.
Devoting attention to the job interview

Having a job-matching program

Carefully timing recruiting procedures

Developing policies regarding job offer acceptances
How can organizations ensure long time retention?
Contributes to the organization's bottom-line goals

Ensures that an organization's financial investment in employees pays off

Helps fulfill hiring goals specified in affirmative action programs

Minimizes litigation with people who claim to have been rejected for discriminatory reasons

Helps hire and place job applicants according to the best interests of the organization and of the individual
Effective selection does the following:
HR planning
can facilitate the organization's selection decisions by projecting when and how many such decisions will need to be made
ultimate criterion
is a theoretical construct or abstract idea that can never actually be measured. It represents a complete set of ideal factors that constitute a successful person.
Actual criterion
on the other hand, includes the measurable factors that constitute a successful person. For example, some organizations use the periodic results of performance appraisals or the number of days the individual was absent as actual criteria.
performance appraisals
serve as a criterion for evaluating the predictive and economic utility of selection procedures.
correlation coefficient
reflects the stability of the test over time. The higher the coefficient of stability, the more reliable the measure.
Empirical Validity
refers to how much a predictor relates to a criterion (some measure of job success). It's important because it describes the linkages between two measures.
Perfect Validity
future job performance is perfectly predictable from a job applicant's score on a selection test.
content validity
estimates the relevance of a predictor as an indicator of performance, without collecting actual performance information.
content validity
no statistical correlation is involved in assessing.....
construct validity
requires demonstrating that a relationship exists between a selection procedure and a psychological trait or measure
application banks
seeks information about the applicant's background and current situation. These forms are often referred to as resumes, curriculum vitae (CVs,) or biographical information.
apprenticeship
training refers to the process of having a new worker, the apprentice, work alongside and under the guidance of an experienced technician.
Salary increases or decreases

Demotions

Layoffs

Promotions/transfers

Terminations
Administrative Uses of Performance Appraisals
Identifying training needs

Motivating employees to improve

Providing feedback

Counseling employees

Spotting performance deficiencies

Identifying and acknowledging strengths
Developmental Uses of Performance Appraisals
HR planning will help the organization better understand how many and what type of employees the organization will need in the future. HR planning also addresses how the firm obtains and trains future human capital.
What role does the planning function of human resource management play within organizations?
because if organizations don't attract a wide range of candidates, they will be less likely to successfully fill organizational needs.
What role does the staffing function of human resource management play within organizations?
Direct (performance related)
Indirect compensation
What are the types of employee compensation?
they are important for both measuring and monitoring an employee's contribution. Performance appraisals are frequently the basis for promotions, trainings, and raises, as well as for terminating employees.
What is the role of performance appraisals?
the ability to grow and develop personally than they are with their direct compensation. In today's global and chaotic environment, many firms use training and development activities to remain competitive.
How does HRM enhance human potential?
physical and psychological
HRM's work on improving the workplace environment focuses on what two environments?
the rights of employees
What must management be aware of in order to maintain effective work relationships?
Essential that organizations develop and implement HRM policies with international applicability, also making them relevant to employees from diverse cultures and backgrounds.
What impact has globalization had on HR practices?
Improve productivity
Improve quality of work life
Ensure legal compliance
Foster ethical behavior
What are the four implicit HR objectives?
work organization and design
How can HR managers make a significant contribution toward productivity improvements?
most employees today desire more autonomy and a chance to make a greater contribution to the organization.Many employers are convinced that by providing opportunities for employees to realize these aspirations, employees will be more content, and as a result,the quality of work life (QWL) within the organization will improve.
How do organizations improve the quality of work life? How have employees' attitudes regarding involvement with their work shifted?
these laws impact nearly all functions and activities with which HRM is involved, HR managers and personnel must be familiar with regulations affecting hiring and pay decisions, promotion activities, health and safety considerations, and labor relations.
Why is it important that HR managers and personnel be familiar with the laws and regulations?
refers to the principles, rules, and values that individuals use in deciding what is right or wrong.
Define the term "moral philosophy."
Creating a positive work environment
Hiring ethical individuals
Providing ethical training
Labeling and modeling ethical behavior
Creating a well-defined code of ethics
Establishing an open-door policy
Providing an employee assistance program (EAP)
How can HR professionals create a culture where ethical behavior is encouraged?
the values and principles that are used to evaluate whether the collective behavior of members of an organization are appropriate.
Define the term "business ethics."
Increased competition
The costs and benefits associated with HR utilization
Productivity changes (resulting from changes in technology, capital investment, the 2008-2014 recession, capital utilization, outsourcing, and government policies)
The increasing pace and complexity of social, cultural, legal, demographic, and educational changes
The symptoms of dysfunction in the workplace
Societal trends of the 21st century
What are the six major trends have been identified as influencing the work environment?
identifies people's values and assumptions about their willingness to work, their ethics, and the way they should be treated. Culture is often reflected in the company's HR policies and practices.
Internal Environment: Define "culture" and identify who shapes an organization's culture.
generally refers to the equipment and knowledge used to produce goods and services, and the definition of technology may vary greatly by industry.
Internal Environment: Define technology.
with technology and computers, close supervision of employees is unnecessary. Furthermore, technology allows work to be performed during non-traditional hours, away from physical manufacturing plants and offices.
Internal Environment: How does technology influence an organization's structure?
HR Activities
Internal Environment: Organizational size is an important factor in determining ________________.
A strong economy tends to decrease unemployment, increase wages, make recruitment more competitive, and increase the desirability of training. On the other hand, a weak economy tends to increase unemployment, diminish wage demands, make recruitment less competitive, and reduce the need for training and development of current employees. HRM has a major role in both strong and weak economies, although its priorities and functions change depending on the state of the economy.
Internal Environment: How does the economy influence HR activities?
but also by the international external environment, including changes in economic developments throughout the world. For example, when the North American Free Trade Agreement (NAFTA) was created in 1994, the nature of work relationships among the United States, Canada, and Mexico changed dramatically. Because corporations were forced to become more competitive, HR policies and practices within many firms changed significantly.
Internal Environment: How does international competition influence HR activities?
is an acronym that stands for strengths, weaknesses, opportunities, and threats.
Define the term "SWOT".
commonly used to establish a level of understanding needed for a successful plan and can help confirm where a company stands against its competitors.
What is the purpose of a SWOT analysis?
Provide transformational leadership
Collaborate and resolve strategic challenges within the firm
Encourage real employee involvement
Empower and facilitate learning as well as change and decision-making
Design process and performance systems
Maintain a global business perspective
What are the six HR competencies?
they must acquire an understanding of the firm's business objectives and the means that must be employed to attain them. They must also have solid training in strategic planning; in-depth understanding of financial statements; familiarity with sales, marketing, and production techniques; and knowledge of how to use modern tools such as data processing and management information systems.
HR Characteristics: What knowledge of the Business and Industry must an HR professional possess?
The importance of understanding the economy becomes even more greater as HR professionals are increasingly asked to advise their firms on productivity and other issues.
HR Characteristics: Why is it important for an HR professional to have an understanding of the economy?
so they can diagnosis and solve problems. This means that they must be able to look at a problem and understand it, articulate the problem so that others can understand it (especially upper management), and then they must be able to find a solution.
HR Characteristics: Why is it important for an HR professional to have analytical abilities?
It is the the determining factor in human resource management success.
HR Characteristics: Why is the ability to influence others a critical characteristic of an HR professional?
To be a part of the decision making team HR managers must be proactive in approaching people to discover the problems that already exist.
HR Characteristics: Why is a propensity for action needed by an HR professional?
intimately involved in the structural changes of the organization. HR professionals must help develop plans and strategies, aiming to equip the company with the necessary workforce, both in quantity and quality; they must assist in the motivation and retention of employees whose organization is shrinking or rapidly expanding; and they must help manage succession by creating contingency plans for key employees within the firm.
HR Characteristics: Why is meant by "engagement?"
integrating all resources and rallying employees and colleagues in support of the organization's strategy. Changing organizational cultures requires great political skill.
HR Characteristics: Why is it important for HR professionals to have political awareness?
it should be emphasized that the HR manager must be able to balance acquiring services from the external environment as well as from management and employees. As organizations engage in corporate social responsibility and attempt to become good corporate citizens, HR professionals must be attentive to the needs of customers and the community
HR Characteristics: Why is it important for HR professionals to be customer focused?
usually provide guidance, support management, and serve as a source of help and information on human resource matters
Define the term: HR generalist.
responsible for specific human resource management functions within the organization.
Define the term: HR specialist.
For HR to be effective, HR managers should be at the top of the organizational hierarchy.
Why is it important that the HR managers be at the top of the organizational hierarchy?
are expected to become agents for change and have the necessary skills to facilitate organizational change and maintain organizational adaptability.
What is the expectation of the HR department regarding change?
empower line managers to make things happen. The HR department is basically providing a service to line managers.
How does the HR department help line managers?
organizations can generally hire, fire, or promote a person for any reason whatsoever.
Define "employment at-will."
potentially harsh consequences to employees, which may leave employees vulnerable and financially insecure.
What are the consequences to employees of "employment at-will?"
Public-policy exception
Implied-contract exception
Implied covenant-of-good-faith exception
What are the three exceptions to "employment at-will?"
is recognized by most states and is invoked when an employee is terminated for reasons that violate a public-policy interest. A public-policy interest could include an employee who refuses to break the law, exercises a legal right, fulfills a statutory duty, or engages in whistle-blowing activities.
List one example of the Public-Policy exception.
which is created not through formal contract negotiation and documentation, but by the actions of the employer and the employee. an implied contract may be created between an employer and employee if the employer gives oral assurances that the employee will have continued work for satisfactory job performance.
What is an implied contract?
an implied contract may be created between an employer and employee if the employer gives oral assurances that the employee will have continued work for satisfactory job performance.
List one example of the implied contract exception.
holds that each party to the employment relationship makes an implied promise to treat the other in good faith and fairness. When that covenant is broken, the employee has a cause of action for wrongful termination. The exception for an implied covenant of good faith and fair dealing is only valid in a handful of states.
Define the Covenant-of-Good-Faith exception.
diverse workforce can bring a variety of viewpoints and perspectives to the organization. It also fosters innovation and creativity.
What are the benefits of a diverse workforce?
is a strategy to help promote recognition and respect for individual differences found within the organization.
What is diversity management?
An effective diversity management program will help each individual within the organization feel included.
What is the result of diversity management within organizations?
similarities and differences between individuals, accounting for numerous aspects of personality and individual identity.
Define the term diversity.
the extent to which each person in the organization feels welcomed, respected, supported, and valued as a team member.
Define the term inclusion.
This law was intended to prevent the practice of treating people differently based on their race.
What is the Civil Rights Act?
makes it unlawful for an employer to refuse to hire any individual because of the individual's race, color, religion, sex, or national origin.
What is Title VII the Civil Rights Act?
race, color, religion, sex, or national origin.
What groups are protected under Title VII?
The federal agency created by the Civil Rights Act of 1964
How was the EEOC created?
enforces federal anti-discrimination statutes and provides oversight for all federal equal opportunity employment regulations.
What is the purpose of the EEOC?
is the unfavorable treatment of someone based on sex or gender.
"Women work much better inside than outside."
Define the term and provide an example of "gender discrimination."
involves treating someone, such as a job applicant or employee, unfavorably because of that person's sex. Such discrimination may include treating someone less favorably in any aspect of employment such as hiring, firing, pay, job assignments, promotions, and so on
Define the term and provide an example of "sex discrimination."
is discrimination on the basis of someone's being transgender, lesbian, gay, or bisexual.
Define the term and provide an example of "gender identity discrimination."
harassment directed at an employee because of his or her gender. Therefore, for an act to be classified as sexual harassment, it does not have to involve sexual motives, sexual behaviors, or requests for sexual favors.
What is sexual harassment?
was to protect workers from 40 to 65. Eventually, however, the upper age limit was eliminated altogether. The Age Discrimination in Employment Act applies to public and private employers, and to unions with more than 20 employees.
What is the purpose of the Age Discrimination in employment Act (ADEA)?
involves treating a person unfavorably because of his or her religious beliefs.
Define the term "religious discrimination."
Hassan recently applied for a computer programming position with a large software company in San Jose, California. While Hassan had more experience and programming skills than many of the other applicants, he was not selected for the job. A close friend who worked for the company later informed Hassan that he was not selected because of his Muslim beliefs.
List one example of the religious discrimination.
is a local geographic or global human population—a distinct group—that is evident by genetically transmitted characteristics. For example, American Indian and Pacific Islander are racial categories.
How does the EEOC define "race"?
is also commonly understood to mean pigmentation, complexion, or skin shade or tone. Color and race are related, but are not the same.
How does the EEOC define "color"?
occurs when an employer makes an adverse employment decision against an individual because the individual or his or her ancestor: 1) is from a certain country or place, 2) belongs to, or identifies with, a national, cultural, or ethnic group, or 3) associates with a person from that group.
Describe national origin employment discrimination.
is any action taken by an employer to overcome discriminatory effects of past or current practices or policies that create barriers to equal employment opportunity.
What was the purpose of affirmative action?
Such groups include women, African Americans, Asians, Pacific Islanders, disabled persons, American Indian/Alaska Native, and veterans.
What protected categories are covered under affirmative action?
Contractos
Who must have an affirmative action plan?
Reasonable self-analysis;
Reasonable rationale for taking affirmative action; and,
Reasonable affirmative action.
What are the three basic elements of an affirmative action plan?
Human capital means
Define the term "demand" in terms of HRM.
Who is available to fill capital needs
Define the term "supply" in terms of HRM.
HRP helps ensure that organizations fulfill their business plans for the future in terms of financial objectives, output goals, product mix, technologies, and resource requirements.
List the ways that human resource planning (HRP) helps organizations.
As new technologies, such as state-of-the-art information systems, robots, and office automation tools, are introduced into the workplace, HR planning professionals will be called upon to answer questions like the following: How can organizations assimilate technology into the workplace? What impact do these new technologies have on job design? Which skills are needed by the firm?
How has technology influenced HRP?
Gathering, analyzing, and forecasting data to develop an HR supply and demand forecast
Establishing HR objectives and policies and gaining approval and support for them from top management
Designing and implementing plans and action programs in such areas as recruitment, training, and promotion, that will enable the organization to achieve its HR objectives
Controlling and evaluating HRM plans and programs to facilitate progress toward HR objectives
What are the 4 steps (phases) in the HR planning process? What happens during each step/phase?
Judgmental and statistical
What are the two common forecasting techniques used to project the organization's demand for human resources?
Linear regression, multiple linear regression, productivity ratios, time series analysis, stochastic analysis.
What are the six statistical forecasting methods?
Managerial estimates, Delphi Technique, and Nominal grouping technique
What are the three judgmental forecasting methods?
A variable related to employment in sales
List an example of a variable.
multiple linear regression analysis may produce more accurate demand forecasts than simple linear regression analysis.
When should multiple linear regression be used to forecast demand?
past staffing levels are used to project future HR needs. Past staffing levels are examined in order to isolate seasonal and cyclical variations, long-term trends, and random movements.
When should time series analysis be used to forecast demand?
Replacement and Succession planning
What are the two judgmental techniques used by organizations to make supply forecasts?
uses charts that show the names of the current occupants of positions in the organization and the names of likely replacements. Replacement charts make potential vacancies readily apparent, based on the present performance levels of employees currently in jobs.
What information is included in replacement planning?
is similar to replacement planning, except that succession planning tends to be longer term, more developmental, and more flexible.
What is the difference between succession planning and replacement planning?
because it fosters HR strategies that support the firm's business plans.
Why is establishing HR objectives and policies (phase 2) vital?
may be designed to decrease the number of current employees (if a forecast suggests that supply exceeds demand).
What are the two types of action programs?
attraction
What action program is designed to increase the supply of the right employees in the organization?
Involved in this planning should be outplacement counseling, buy-outs, job skill retraining, and job transfers.
What should be included in redundancy planning?
HR plans and programs are essential to the effective management of human resources.
Why is the evaluation of HR plans and programs an important process?
Civil Rights Act These acts prohibit employers from discriminating against minorities.
Fair Labor Standards Act of 1938 (FLSA)- Among other things, this Act restricts child labor and provides for a minimum wage and overtime pay for employees.
Equal Pay Act of 1963 (EPA) - This Act requires that employers provide equal pay for men and women who do similar work.
Age Discrimination in Employment Act of 1967 (ADEA)- This Act protects those 40 and older from age discrimination throughout the recruitment process.
Pregnancy Discrimination Act of 1978- This Act recognizes pregnancy as a temporary disability and prohibits applicants from being discriminated against in the recruitment process because of pregnancy, childbirth, or related medical conditions.



Immigration Reform and Control Act of 1986 (IRCA):This Act makes it illegal to hire or recruit illegal immigrants knowingly. Under IRCA, employers may hire only persons who may legally work in the U.S., i.e., citizens and nationals of the U.S. and aliens authorized to work in the U.S.
Americans with Disabilities Act This Act prohibits discrimination against qualified individuals with disabilities throughout the recruitment process.
Genetic Information Nondiscrimination ActThis Act prohibits the use of genetic information in employment decisions and restricts employers from requesting, requiring, or purchasing genetic information.
Explain the impact of the following laws for recruiting practices:
Determine the present and future recruitment needs of the organization in conjunction with HR planning and job analysis activities.
Increase the pool of qualified job applicants at a minimum cost to the organization.
Increase the success rate of the selection process by reducing the number of underqualified or overqualified job applicants.
Reduce the probability that job applicants, once recruited and selected, will leave the organization after only a short time.
Meet the organization's responsibility for employment equity and other legal and social obligations regarding the composition of its workforce.
Increase organizational and individual effectiveness in both the short and long terms.
Evaluate the effectiveness of various techniques and locations of recruiting for all types of job applicants.
What are the purposes of recruitment?
A person's knowledge skills and abilities
What does acronym "KSA" mean?
Theoretical or practical understanding of a subject
How does the book define knowledge?
Proficiencies that are developed through experience
How does the book define skills?
Qualities that a certain person has to perform a specific task (more enduring than skills)
How does the book define abilities?
Familiar with people, policies and procedures
What are the factors that influence a "promotion-from-within" policy?
performance and merit
What criterion do organizations think should be used for transfers?
seniority
What criterion do unions think should be used for transfers?
used effectively to expose management trainees to various aspects of organizational life. It has also been used to relieve job burnout for employees in high-stress occupations.
What is job rotation?
Opportunity for employee growth and development
Equal opportunity for advancement of all employees
A greater openness in the organizational climate by making opportunities known to all employees
Staff awareness regarding salary grades, job descriptions, and general promotion and transfer procedures
Fulfills company goals and objectives while allowing each individual the opportunity to self-select the best possible "fit" in the organization
What is the purpose of a job posting?
are essentially word-of-mouth advertisements that generally involve rewarding employees for referring skilled job applicants to an organization.
Define the term "employee referral."
copmpany websites
What is the most common source of external recruiting in most industries?
Professional and managerial workers
Skilled workers
In what type of situations are employment agencies used?
Most communities and universities have picked up on this idea and now bring together large numbers of employers and job seekers for "job fairs." While job fairs provide limited interview time and thus
serve only as an initial step in the recruitment process, they are an efficient recruiting source for both employers and individuals.
What industries are most likely to use trade associations as a recruitment source?
is a systematic effort to identify people's KSAs (knowledge, skills, and abilities) and match them to job openings. There are two major components to job matching - Job profiles and candidate profiles.
What is " job matching?"
Job profiles - detailed job descriptions as well as job specifications.Candidate profiles contain information regarding the candidate's experience or skills related to specific jobs.
What are the two major components of job-matching systems
The candidate profile also lists the candidate's job preferences and interests. With these profiles, the organization can identify many more potentially qualified job applicants for specific jobs.
What information is included in a "candidate profile?"
is the process of gathering information about job applicants in order to determine who should be hired for an available position. For most employers, the application form or resume is the first step in the selection process, followed by interviews and reference checks.
Define the term "employee selection."
Successful orientation also helps the new employees gain a feeling of belonging and familiarity with the organization's culture and climate, with much less chance of their ever feeling isolated or uncomfortable.
Explain the benefits to organizations of new employee orientation and socialization.
*Competency: 3037.1.6 Employee Training and Development
Selection devices developed on the basis of a job analysis are more likely to be job-related, and therefore, more effective and more likely to satisfy legal considerations.
What are the benefits of developing selection devices (tests) on the basis of a job analysis?
is a behavior associated with a successful job-holder.
Define the term "criterion."
Ultimate - is a theoretical construct or abstract idea that can never actually be measured. It represents a complete set of ideal factors that constitute a successful person.
Actual - on the other hand, includes the measurable factors that constitute a successful person. For example, some organizations use the periodic results of performance appraisals or the number of days the individual was absent as actual criteria.
What is the difference between the "ultimate criterion" and the "actual criterion?"
the consistency or stability of a selection instrument (i.e., a predictor or criterion). This means that the instrument used, be it the results of a written test or impressions obtained during an interview, should yield the same estimate on repeated uses under identical conditions.
Define the term "reliability."
When an organization makes selection and placement decisions based on reliable predictors and criteria, employees are more likely to succeed in their jobs. In turn, if employees are successful in their jobs, the organization experiences less employee turnover, increased loyalty, and a positive work environment.
What are the benefits of a reliable selection process?
how accurately and precisely a measure assesses an attribute. It assumes the appropriateness of using a given measuring device for drawing inferences about the criteria.
Define "validity."
is identifying applicants who are the best qualified.
What are the key benefits of ensuring the validity of selection tests?
Legal action of the test is shown to be discriminatory
What can result from the poor validity of selection tests?
refers to how much a predictor relates to a criterion (some measure of job success). Empirical validity is important because it describes the linkages (or covariation) between two measures. For example, a job applicant who passes a welding test should be able to perform successfully as a welder if the test is valid.
Describe empirical validity and provide an example.
*Competency: 3037.1.7 Performance Management
estimates the relevance of a predictor as an indicator of performance, without collecting actual performance information. The administration of a typing test--which is actually a job sample test if used for typists--as a selection device for hiring typists is a classic example of a predictor judged to have content validity.
Describe content validity and provide an example.
*Competency: 3037.1.7 Performance Management
requires demonstrating that a relationship exists between a selection procedure and a psychological trait or measure, which is called the "construct."For example, does a university entrance exam, such as the ACT or SAT, really measure a student's future academic success? To demonstrate construct validity for tests like these, one would need data showing that high scorers on the test are actually more successful in school. If some test were being used in management training, it would be necessary to show that the test is related to job responsibilities of the employee.
Describe construct validity and provide an example.
*Competency: 3037.1.7 Performance Management
Application blanks: seeks information about the applicant's background and current situation. These forms are often referred to as resumes, curriculum vitae (CVs,) or biographical information.
Describe the role each of these selection instruments play in the selection process:
The information people communicate without words. Things like body movement, gestures, firmness of handshake, eye contact, and physical appearance provide nonverbal cues.
Interviewing
effective orientation and socialization reduce turnover and help create a positive work environment.
What does research teach us about the effectiveness of orientation and socialization?
*Competency: 3037.1.6 Employee Training and Development
usually refers to improving skills needed to perform better in the current job
Define employee training.
refers to improving knowledge for the future.
Define employee development.
Analyze
Design
Develop
Implement
Evaluate
What are the 5 steps of the ADDIE model?
suggests a continuous cycle wherein the results of evaluation from one training program become part of the assessment of needs for the next program. While thinking of the model as a cycle makes sense, it is also true that in many organizations, the "cycle" is more of a linear series of steps starting with assessment and ending with implementation, and only sometimes, evaluation.
Is the ADDIE model a continuous cycle or a linear series of steps? Provide your rationale.
to determine whether a training need exists, where in the organization this need exists, and the precise nature of the required training.
What are the goals of a needs assessment?
can appropriately provide input on the vision of the organization and how this relates to future needs for talent. They can also assess current organizational effectiveness in broad terms.
What information does upper-level mangement provide during a needs analysis?
can advise on the resources available for training, the nature of specific performance problems they see in their assigned areas of responsibility, and the categories of employees they see as targets for potential training programs.
What information does middle-level management provide during a needs analysis?
need to assess whether potential training programs are aligned with business strategy, but they will be particularly focused on how the needs assessment and analysis will assist them in the design, development, and conduct of the actual program.
what role do training managers/ instructional designers play during a needs analysis
These would be employees at any level in the organization who are experts on the nature of the tasks that need to be performed more effectively (or performed in the future), the knowledge, skills, and abilities (KSAs) necessary to perform these tasks, the equipment necessary (e.g., milling machines, computers) to conduct the task, and/or the working conditions under which a given task is performed.
What information can an SME provide during a needs analysis?
Organizational, task level, and personal level
What are the three levels of needs assessment associated with the ADDIE model?
is to look at a company's long-term vision and future direction, in order to determine the workforce needs of the future. This level of analysis also provides a broad look across the organization to identify where training might be needed based on high turnover and absenteeism or low performance and quality.
What is the primary purpose of an organizational level needs assessment?
Here the skills and knowledge necessary to do particular tasks are examined, looking for current or potential gaps when compared to workforce capabilities. At this level, analysts are concerned with what needs to be taught in a training program and how certain skills and knowledge translate into task performance.
What is the primary purpose of a task level needs assessment?
focus is on individual employees and how well they perform their jobs. (who needs the training?)
What is the primary purpose of a person level needs assessment?
consists of the goals, objectives, and evaluation tasks that must be developed and sequenced.
What information is included in the design blueprint?
facilitators and training managers can evaluate the sequencing of content, assess the effectiveness of chosen learning activities, assess the time allotted, determine if the physical space and layout are appropriate, and test the various assumptions about program design, development, and implementation.
What information is learned during "pilot program?"
formative and summative
What two types of data are typically gathered during the evaluation phase?
This means the extent to which trainees are able and willing to take what they learned in the classroom or training setting and use it back at their desk, their spot on the line, and with their teams.
Why is transfer of training important?
it is important to establish a mechanism to monitor whether the new behaviors are being used. All too often, participants return to work and slip into old patterns and behaviors, significantly decreasing the effectiveness of the training program. One serious mistake in designing training and development programs is the failure to provide systems, policies, and/or follow-up programs to ensure the learners' effective on-the-job use of their newly acquired KSAs. As a result, what an employee learns in a training program may never be used in the actual job situation. Or, if the newly learned behavior is tried, it may quickly be terminated due to lack of support by the manager or peers. Further, the transfer of training requires that appropriate resources, such as technology and time, be available. Next, the learner's confidence and desire to use the training impact his use. As such, it is important that provisions be made in training programs for the positive transfer to the job of the KSAs learned in training. There are three ways to do this. One is to have conditions in the training program identical to those in the job situation. The second is to teach principles for applying the behaviors learned in the training program to the job situation, and the third is the contract plan.
What 3 factors are critical for transfer of training to occur?
is often developed and implemented by the organization, but some training is informal. On-the-job training is used by organizations because it provides a "hands-on" learning experience that facilitates learning transfer and because it can fit into the organization's flow of activities.
Why would an organization choose to use on-the-job training?
disadvantage of numerous distractions and ongoing job pressures. Another disadvantage is that employees can usually only be trained one person at a time.
What are the advantages and disadvantages of on-site training?
is that it forces trainees to leave their work stations and focus on the training content. Training that involves complex learning and reasoning is best presented away from the work site.
What are the advantages of off-site training?
administrative and developmental uses
What are the two ways organizations use performance appraisal data?
If a formal job analysis has not been conducted to establish the validity of the PA form, and thus the job-relatedness of an evaluation criterion, the company may be accused of discrimination.
What role does a job analysis play in performance appraisals?
valuable when superiors lack access to some aspects of the subordinate's performance. Additionally, peer appraisal can be very useful for self-managed teams, when teamwork and participation are part of the organizational culture.
In what circumstances are peer appraisals useful?
subordinates' appraisals can make superiors more aware of their impact on subordinates. Sometimes, however, subordinates may evaluate their superiors solely on the basis of personality or with respect to their own needs rather than those of the organization. Finally, subordinates may inflate the evaluations of their superiors, particularly if they feel threatened by them and have no anonymity.
What information is learned from appraisal by subordinates?
Although this method is fast, and is also the most objective of those mentioned,
What are two advantages of using computer monitoring as a data source for performance appraisal?
a superior lists the subordinates in order from best to worst, usually on the basis of overall performance. Incumbents can also be ranked with regard to their performance on specific duties, such as attendance, record of meeting deadlines, quality of reports, etc.
What does the straight ranking method involve?
The first step is to put the best subordinate at the head of the list and the worst subordinate at the bottom, usually on the basis of overall performance. The superior then selects the best and worst from the remaining subordinates. The middle position on the list is the last to be filled. Alternative ranking approaches can be used quite efficiently not only by a single supervisor, but by the subordinates themselves.
What does the alternative ranking method involve?
involves comparing each employee to another incumbent, two at a time on a single standard, to determine which is better.
What does the paired comparison method involve?
must assign only a certain proportion of subordinates to each of several categories with respect to each other.
What is required from the supervisor under a forced distribution performance appraisal method?
the rater can describe the employee's strengths and weaknesses and suggest methods for improving performance.
What type of information is included in a narrative essay performance review?
because they are relatively easy to develop and permit quantitative results that allow comparisons across employees and departments.
Why are conventional rating forms extensively used by organizations?
such as rater errors, incomplete or inaccurate information, and poor communication.
What are three factors that affect the validity and reliability of an organization's performance appraisal process?
empirical validity
Which of the three types of validity (empirical, content, and construct) is legally defensible if challenged in court?
n a sense, a particular type of organization culture, where culture reflects the values, attitudes, and basic operating assumptions that are widely shared among organizational participants
What is a learning organization?
This type of culture is related to fewer levels in an organization's design and increased transfer of knowledge, regardless of level.
Why is being a learning organization beneficial?
Direct compensation consists of the basic wage or salary, and performance-based pay.
Indirect compensation(also known as "non-monetary rewards"), on the other hand, includes employee services, benefits, trainings and/or any other indirect form of compensation or benefit.
List and describe the two types of compensation.
as the process of comparing jobs by the use of formal and systematic procedures to determine their relative worth within the organization.
Define the term "job evaluation."
links employee pay to employee and organizational performance.
Variable compensation links an employee's pay to what?
For example, variable compensation may come in the form of profit sharing, bonuses, and/or stock options. Variable pay is typically a one-time payment that must be re-established and re-earned during each performance period. Organizations will often use variable pay to provide incentives and align the interest of management with shareholders.
What are three examples of variable pay?
is compensation that does not vary according to performance.
Define fixed pay.
Two of the most common types of fixed pay include an hourly wage and/or a yearly salary. In both of these situations, employees are paid regardless of performance.
What are the two most common forms of fixed pay?
are a specific type of performance-based pay system which is used to encourage specific actions and motivate employees. Incentive pay plans are typically structured in a way that reflects the organization's strategy, culture, objectives, and financial capabilities
What are incentive pay plans?
employees are guaranteed a standard pay rate for each unit of output, also called a piece rate. The rate per hour is frequently determined by the time-and-motion studies of standard output and the current base pay of the job.
Describe the term "piecework."
apply to salespeople and managers, who generally receive their pay in the form of commissions. A commission is usually a percentage of the sales revenue generated by the employee.
Describe the term "sales incentive (commission)."
is an opportunity for a manager to buy an organization's stock at a later date, but at a price established when the option is granted.
Describe the term "stock options."
provide for payment of profit shares at regular intervals, typically monthly or yearly.
Describe the term "cash plans."
Gainsharing leads to enhanced productivity and subsequently creates additional profits in which all parties share.
Describe the term "gainsharing (or bonus based on achievement)."
a special type of cash plan, set the percentage of profits paid to employees according to the amount of dividends paid to stockholders.
Describe the term "wage-dividend plan."
rewards provided by the organization to employees for their membership and/or participation (attendance) in the organization.
Describe indirect compensation
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