Show:
Recruiting
Training
Compensation and Separation
Performance Appraisals
Employment Legislation
100
Internal recruiting is the process of looking outside the company for qualified job applicants. True or False?
False. Internal recruiting is looking within the company for qualified applicants.
100
How can we evaluate our training methods?
Based on reaction, learning, behavior, and results.
100
Identify the 3 basic kinds of compensation decisions from the book.
Pay level: determine pay based on current market wages Pay variability: based on individual/organizational performance Pay structure: internal pay distributions, hierarchical vs. compressed pay structure
100
What is 360-degree feedback?
This assesses performance based on feedback from 4 sources. Feedback comes from the boss, subordinates, coworkers, and the employees themselves.
100
Compare and contrast quid-pro-quo sexual harassment and hostile work environments.
Quid-pro-quo: employment outcomes are dependent on an individual submitting to sexual harassment. Hostile work environment: unwelcomed and demeaning sexually related behavior creates a hostile work environment
200
What are the 4 main types of selection tests?
Aptitude tests, cognitive tests, biographical data, and work samples. Aptitude: specific abilities needed to do the job Cognitive: perceptual speed, verbal comprehension, etc. Biographical: background and life experiences Work sample: applicant performs a specific task used in job
200
Give 2 examples of ways companies can train employees.
Lectures, case-studies, videos, role-playing, etc.
200
Provide a situation in which an employee receives non-monetary compensation.
Gain experience, develop new skills, receive praise, enhance resume, Google's 20% rule, etc.
200
Explain the benefits of using objective performance criteria.
Objective performance criteria is measurable, which removes some of the bias surrounding performance appraisals.
200
List 2 employment legislation acts and describe what they do.
Equal Pay Act (1963): This prohibited unequal pay for males and females doing substantially similar work. Civil Rights Act (1991): Strengthened the provisions of the Civil Rights Act of 1964 by providing jury trials and punitive damages See page 219 for more examples.
300
Compare and contrast structured and unstructured interviews.
Structured: standard interview questions that are prepared ahead of time, all applicants are asked the same questions. Unstructured: interviewers are free to ask applicants any questions they feel are appropriate.
300
What do JIT and OTJ stand for? Compare OTJ and JIT.
JIT: just in time training, learning through doing OTJ: on the job training, planned training
300
Explain the difference between functional and dysfunctional employee turnover.
Functional turnover is the loss of poor-performing employees who choose to leave the company. Dysfunctional turnover is the loss of high performers who choose to leave the company. Functional turnover is good for the company. Dysfunctional turnover is bad for the company.
300
Describe what MBO is.
Management-by-objective. This is setting goals and objectives for employees to complete. This is more of a top-down performance appraisal.
300
Identify a way you can prevent adverse impact in the workplace.
Employee surveys to collect data about employee satisfaction regarding how the manager is performing and how teams are working.