Work & Workforce
___________ is a systematic way of gathering and analyzing information about the content, context, and human requirements of jobs.
Job analysis
_________________ consists of ____________ (creating a qualified pool of applicants for a job) and _____________ (choosing a person to fill the job from the applicant pool.)
Talent Acquisition
Recruitment
Selection
A ________________ might be given as part of the interview process and involves the employer providing potential employees with an accurate picture of what the job actually entails so the employee can make a decision about whether the job is truly for them or not.
Realistic job preview.
______________ is education designed for immediate impact and involves teaching employees the skills and knowledge they need to perform their current job well; whereas _____________ focuses on the long-term education of the employee and takes into consideration career advancement.
Training
Development
______________________ is the process of determining how well employees do their jobs relative
to a standard and communicating that information to them.
Performance appraisal
Job analysis is important because it helps to identify the essential functions of a job which is important to ensure compliance with the law, specifically the ________________________ Act.
Americans with Disabilities Act
An ____________________ is a distinct image of the organization that captures the essence of the company to engage employees and outsiders. It is what sets the employer apart from other employers as they compete for talent.
employment brand
___________ ____________ is when an employer assesses a selection test's validity by testing job applicants' and then comparing those test results with the employee's subsequent performance on the job.
Predictive validity (type of criterion-related validity)
What's the name of the theory where a boss's high expectations of an employee result in strong performance from that employee?
Pygmalion Theory
What are the three types of performance information used for performance appraisals?
Trait-based information
Behavior-based information
Results-based information.
The data collected from a job analysis is used to create _________________ (identifies a job's tasks, duties, and responsibilities) and ______________ (lists the knowledge, skills, and abilities an individual needs to perform a job satisfactorily.)
job description
job specification
Besides helping with the recruitment of new talent, the employment brand also impacts ____________ ___________ and _____________ of current employees. In fact, current employees can help recruitment efforts by being ________ ____________.
Retention
Brand Ambassadors
A __________________ test is a test that requires an applicant to perform a simulated task that is part of the job they are applying for (i.e. asking a applicant for a sales job to make a sales presentation pitch as part of their job interview.)
work sample
What are the four parts of Kirkpatick's Evaluation Method?
Reaction: How individuals respond to the training process
Learning: Gained knowledge, new skills learned, and changed attitudes
Behaviors: Trainee’s changed on-the-job behaviors
Results: Individual behavioral changes impact on organizational results
What are the three ways performance appraisals are typically used in organizations?
Strategic use
Administrative use (rearview)
Developmental use (windshield)
_____ _____________ involves broadening the scope of a job by expanding the number of different tasks that are performed; whereas _____ ____________ involves increasing the depth of a job by adding responsibility for planning, organizing, controlling, and/or evaluating the job.
Job enlargement
Job enrichment
Name four advantages of internal recruiting.
Improves morale of promotee
Provides more accurate performance history
Lower recruiting costs
Offers hope and motivation to other employees
Facilitates succession planning, future promotions, and career development.
Improves organization fit because current employees understand the company's culture, current hierarchy and policies.
________________ occurs when an employer fails to check an employee's (or job applicants) background and the employee injures someone on the job.
Negligent hiring
What are the five steps of the ADDIE model of systematic instructional design?
Assess training needs
Design
Develop
Implement
Evaluate
Which performance appraisal method discussed in class involves employees and managers working together to help employees set their performance goals?
Management by Objectives (MBO)
What are the five characteristics that need to be considered in job design?
Skill Variety
Task Identity
Task Significance
Autonomy
Feedback
The five parts of the human-centric employee value proposition are:
Radical flexibility (I feel autonomous....)
Personal growth (I feel valued.....)
Holistic well-being ( I feel cared for....)
Shared purpose (I feel invested....)
Deeper connections (I feel understood.....)
There are two models that can be used to choose a job applicant for a position. In the ___________________ model each applicant must pass a particular selection test in order to advance to the next selection test or stage. In the __________________ model, an applicant can make up for poor performance on one test by performing well on other tests.
Multiple Hurdle Selection Model
Compensatory Selection Model
What are the seven principles of learning symbolized by the acronym ANSWER?
Novelty
Spacing
Why
Emotions
Repetition
There are many possible sources of error in the performance appraisal process. The ___________ occurs when an evaluator scores an employee high on all job criteria because they performed well in one area of the assigned work responsibilities.
halo effect