Quizlet - Human resources PDF

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HR Management Exam 2 Изучать в сети: quizlet.com/_5hrgzf the order in which you see applicants affects how you rate them

1.

candidate-order (contrast ) error

2.

Define a structured situational interview and design and conduct an effective selection interview by analyzing the job, rate the explain how to design and conduct effective job's main duties, create interview questions, create benchmark answers, and selection interviews appointing the interview panel & conducting interviews

3.

Describe the performance appraisal process

requires setting performance standards, and assumes the employee receives the training, feedback, and incentives required to eliminate performance deficiencies

4.

Discuss how to use employee selection methods to improve employees engagement

using total hiring programs to hire employees - clarify the firm's values, commit time and effort, match applicant's values with the firm's , have realistic previews, & encourage self-selection

5.

Discuss the pros and cons of at least eight performance appraisal methods

graphic rating scales pros: simplest, most popular appraisal cons: performance method alternation ranking pros: choose employees who rank highest in a particular trait cons: rank employees' performance dimension alternating from highest to lowest until all have been ranked paired comparison pros: makes ranking more precise cons: comparing employees with the same traits and choosing the better one forced distribution pros: prevents superiors from ranking most employees as "high" cons: increased risk of discriminatory adverse impact critical incidents pros: provides examples that can be used to explain a person's rating cons: doesn't produce relative ratings for pay raise purposes behaviorally anchored rating scales pros: critical incidents along the scale illustrate what to look for in long term performance cons: MBO pros: measurable and specific goals set for each employee cons: time consuming and rarely used computerized performance appraisals -

6.

Explain how to use five training techniques

on-the-job training - have a person learn how to do a job by actually doing it lectures - quick & simple way to present information to a large group (ex: use when salesmen need to learn a new product's features) audiovisual-based training - using DVDs, films, PowerPoints, etc. (ex: presenting a simulated problem and reaction to customer complains) computer-based training (CBT) - training methods using interactive computer-based systems to increase knowledge or skills videoconferencing - deliver programs over broadband lines, internet, or satellite (ex: offering a product to a company over Skype)

7.

Explain how you would take a performance management approach to appraisal

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8.

Explain key points in how to use the appraisal interview to boost employee engagement

show employee how his/her efforts contribute to team and company's success use interview to emphasize meaningfulness to company of what employee is doing emphasize support rather than threats

9.

Explain why a controlled study may be superior for evaluating the training program's effects

a controlled study makes it easier to determine what changes in the training group's performance resulted from the training itself, and not something else (like an organization-wide pay raise)

10.

Give an example of how to design onboarding to improve employee engagement

instill what you expect the new employee to be engaged in, like company values & traditions

11.

Give examples of potential appraisal problems and how to deal with them

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12.

List and briefly discuss four management development methods

-in-house programs professional programs online programs university programs

13.

List and briefly discuss the importance of the steps in leading organizational change

establish a sense of urgency - create it mobilize commitment - can produce a shared understanding of what can and must be improved create a guiding coalition - will act as missionaries & implementers develop and communicate a shared vision - future positive outlook from change, "lead by example" help employees make the change - get rid of barriers preventing change aim first for attainable short-term accomplishments - use credibility to make more changes reinforce the new ways of doing things - with changes to company's system & procedures monitor and assess progress - comparing where the company is with where it should be

14.

List and briefly explain each of the steps in the training process

outline training process using ADDIE Analyze Develop Design Implement Evaluate analyze employees' training needs - new employees use task analysis, current employees require performance analysis. Distinguish can't-do and won't-do problems & then design training program

15.

List and explain the main errors that can undermine an interview's usefulness

First impression (snap judgements) - interviewers jump to conclusions about candidates within the first few minutes of the interview Not clarifying what the job requires - interviewers hire an unfit candidate based off inaccurate impressions of what the job requires Candidate-Order (contrast) error and pressure to hire - if hiring rate is slower than it should be, managers may rate an applicant better than he/she actually is

Nonverbal behavior and impression management - people who are extroverted and "look alive" are significantly more likely to get a second interview; those who had low energy & minimal eye contact did not get a call back The effects of the interviewees' personal characteristics - physical attractiveness and race can play into success outlook; those who have health issues or are disabled are less likely to get hired The interviewer's inadvertent behaviors - interviewer may play different roles to the applicant, like interrogator, amateur psychologist, or telegraph expected answers 16.

List and give examples of the main types of selection interviews

unstructured (nondirective) interviews - "tell me about yourself" structured (directive) interviews - "how was the person's current job obtained"

17.

List steps to take in the appraisal interview

give subordinate notice review his/her job description & past performance choose the right place for the interview leave enough time for interview

18.

List the main points to know *understand the difference between a job offer letter and a contract about developing and extending the actual job offer job offer letter lists the offer's basic information, including details on salary and pay, benefits information, paid leave information, and terms of employment. There should be a strong statement specifying the employment relationship is "at will" employment contracts commonly include a duration (job offers don't)

19.

self-promotion

promoting one's own skills and abilities to create the impression of competence

20.

structured situational interview

a series of job-relevant questions with predetermined answers that interviewers ask of all applicants for the job; produces superior results

21.

Summarize the purpose and process of employee orientation

purpose is to get new employee the information they need to function and to help them become emotionally attached to the firm 4 step training process includes: 1. needs analysis 2. instructional design 3. implementation 4. evaluation...