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HRMN 5540 exam 1
Terms in this set (62)
process of collecting info about an individual and evaluating to decide if offering conditional offer of employment
the goal of selection is _________ (of fit, performance, likelihood of turning over, commitment to organization, likelihood of absenteeism)
application, resume, interview, reference check, and tests are all examples of ________
refers to quality of measure/predictor. if given a test to predict commitment, is there a relationship there between score on test and commitment. (to avoid legal trouble)
what two things must predictors have in order to be confident in them?
validity and reliability
why is HR selection important?
it is the basis for performance. Performance= KSAs + applicants effort
(we are trying to predict their performance if they were to be hired)
in this view of selection, evidence says it can help you establish or maintain competitive advantage. in this view, you must ask 4 questions: is that resource valuable? is it rare? is it imitable? can you find a substitute? (all 4 must be checked to establish competitive advantage)
resources based view (employees are resources)
which usually comes first recruitment or selection activities?
recruitment usually precede selection. bc you generate a pool of applicants first then go through the selection process
in what scenario would selection precede recruitment activities?
in executive recruitment; you select first then attempt to recruit to your organization (like in football)
what are the steps in developing a selection program?
1. identify elements of job performance
2. identify work-related characteristics
3. identify predictors
visible or measurable indicators as to whether an applicant has WRCs
consideration in selection that has congruence between applicants KSAs and a job's TDRs (tasks duties and responsibilities)
consideration in selection which is evaluation of congruence with personal values and beliefs/cultural fit with values and beliefs of company
not in job description; citizenship actions like staying late
an adaptive performance characteristic: individuals ability to effectively deal with conflicting information and make an informed decision.
adaptive performance measure: your ability to use different ways to solve problems. look outside your comfort zone
your ability to persist through difficult times and to recover from possible set backs
ability to apply lessons from previous experiences
refers to ability to solve every detail of the problem
undesirable actions that harm organization or individuals within the organization. assessed and evaluated much in the same way as OCB (judgmental data or written records- history of these behaviors)
counterproductive work behaviors
what are the four appropriate characteristics of job performance measures? (desired that they have all four)
4. variance (if all employees receive same appraisal, doesn't allow very informed decision)
refers to the need to collect data that clearly represents the amount of work or quality of work that went into that particular job
refers to measuring performance on the most critical aspects of the job. identified through job analysis
refers to the desire that data we collect assesses/reflects performance that the individual controls
each job takes dif forms and so there are dif measures; keeps all dimensions separate
multiple criteria for validation
when we have some method to combine dimensions of job performance measures (individualization, measurability, relevance, variance); combining these dimensions into one global measure of performance; it is the most effective and most efficient performance measure.
single criteria for validation
a common way to go about forming single criteria in which economic worth is weighted more; you're looking at economic worth
a common way to go about forming single criterion in which is very complex statistical technique (combine dif dimensions using complex statistical technique)
common way to go about forming single criterion which might have subject matter experts that say adaptive performance is crucial so we may weigh that one more than other dimensions for example
forecast labor requirements and forecast labor availabilities then identify if there will be a gap or surplus
most powerful forecasting technique that allows us to predict future numbers based on historical data over a number of years
activities that contribute to the technical core of the job. basically the nuts and bolts
a purposeful systematic process for collecting information or the important work-related aspects of jobs. some aspects include:
1. work/trade activities
3. work environment
4. personnel requirement
title VII of the civil rights act of 1964 protects who>
race, religion, gender, national origin, color, sex
title VII requires that organizations establish ______ ______
EEOC, established by title VII does what?
enforces all EEO laws
how many days do you have to report if you feel like you've been discriminated against under title VII? once EEOC begins investigation, they have _____ days to conduct investigation and determine if there is enough evidence to go forward with that case
_____________ amends title VII and allows victims of discrimination to receive punitive and compensatory damages
civil rights act of 1991
this act under civil rights act of 1991, required all federal contractors with at least 50 thousand dollars and at least 50 employees have written affirmative action program in place. evaluated typically on an annual basis
executive order 11246
who is protected in age discrimination and employment act? and when does this not apply
if 40 years or older u can't be denied employment bc of age; does not apply when jobs or industries have mandatory retirement ages (pilots, train conductors, transportation companies)
Prohibits organizations from discriminating against qualified disabled workers.
expected to make reasonable accommodations so that disabled employee can perform essential job functions.
job analysis identifies essential job functions.
as long as it doesn't cause undue hardship, expected to make reasonable accommodations
undue hardship: significant expense or if it completely disrupts normal business operations
Americans w disabilities act
Requires organizations to ensure all employees are legal
Responsible for verifying work authorization or if they fail to do so they can face civil and criminal sanctions.
immigration reform and control act
this type of discrimination looks at the outcome of the policy; can look at employment policy and it doesn't look discriminatory, but when you evaluate the outcome it suggests that it is discriminatory
what are three ways the plaintiff can demonstrate a adverse/disparate impact?
4/5ths rule, std deviations rule, Cohen's d
asses internal disparate impact. comparing proportions of protected class categories at different points in time. EX: making hiring decision and checking for disparate impact based on gender. establish cut off score. take highest selection rate and multiply by 4/5ths. compare numbers 100 females applied, 25 selected. 100 males, 45 selected. so .45(.8)=36%. yes adverse impact on women bc 25% is well below if cut off is 36%
comparing representation of protected class groups in organization as compared to relevant labor market. EX: .17(.8)=13.6 cut off score. must have at least 80% of relevant labor market in organization so this is cut off score for each labor group. African Americans make up 10%, 4/5ths is 13.6, so evidence of adverse impact. want to be aware to make steps to hire more african americans.
evaluation of external disparate impac
the plaintiff may use 4/5ths rule to demonstrate adverse impact to determine ________ adverse impact using stock statistics; or ______ adverse impact using flow statistics
this type of discrimination is intentional discrimination; excluding protected class group; looks at intent of policy and they are clearly discriminating
what must plaintiff show to prove disparate treatment?
they belong to protected class, were qualified for job, were rejected from job, and job remained open
what must the organization prove once being accused of disparate treatment?
BFOQ-- must show they don't ave characteristic he's looking for and it will effect the organization
most common defense against disparate treatment case is ________—> very risky defense; must show if they don't have characteristic he's looking for it will effect his ability to succeed as an organization. (hooters not allowing males to work front of restaurant; being female is a BFOQ is their argument. won some and lost some); most common example catholic high school requiring principle to be catholic is required. effects essence of business.
why would a company choose to have affirmative action programs?
1. if federal contractor organization is at least 50 people and >50k (11246)
2. can be court ordered if organization has history of discrimination
3. many organizations have voluntary AAP to encourage diversity of work force
what is the goal of recruiting?
1. want to generate pool of qualified job seekers
2. want to maintain their interest
3. want to influence their job choice (convince them to accept if offer is made)
t or F: recruitment takes place before selection and throughout/durong selection
what are 3 stages pf recruitment?
generation, maintenance, influencing
it is in organizations best interest to send realistic job preview. Can't just present positive aspects bc expectations wont be met when they start. might leave or be demotivated.
the recruitment method
with media richness theory, what is the richest form of recruitment/?
face to face
true or false: recruiters can have stronger negative effects than positive effects if they come of rude or dishonest
when do onsite visits usually happen?
during second stage (maintain stage)
what are advantages and disadvantages of technology role in hiring?
reaches a wider base and gets people quicker, but this puts increased burden on HR.
Organizations spend lots of money on recruiting so it is important to have _______ in place to decide if money is being well spent.
how do you define recurring success in recruitment methods? what is the challenge with this
you look at turnover; but you have to look at several years to see effectiveness and performance. it is easier to evaluate recruiting based on cost per hire-- its quicker but not as useful
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