Podcast
Questions and Answers
What is central tendency error in employee performance appraisal?
What is central tendency error in employee performance appraisal?
What is the primary responsibility of a compensation manager?
What is the primary responsibility of a compensation manager?
Which of the following best describes the critical incident method?
Which of the following best describes the critical incident method?
What does a competency model define?
What does a competency model define?
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Which method involves training an employee as an understudy?
Which method involves training an employee as an understudy?
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What is the role of corporate HR teams?
What is the role of corporate HR teams?
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What type of recruitment does direct recruitment refer to?
What type of recruitment does direct recruitment refer to?
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What are employee benefits programs primarily focused on?
What are employee benefits programs primarily focused on?
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What is the primary purpose of intranet job postings?
What is the primary purpose of intranet job postings?
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What does job analysis primarily focus on?
What does job analysis primarily focus on?
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Which term best describes the benefits that employees receive in exchange for their work?
Which term best describes the benefits that employees receive in exchange for their work?
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Which of the following is NOT included in a job description?
Which of the following is NOT included in a job description?
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What is the goal of job enrichment?
What is the goal of job enrichment?
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What does job context refer to?
What does job context refer to?
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Job enlargement aims to enhance job satisfaction by doing what?
Job enlargement aims to enhance job satisfaction by doing what?
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Which of the following best describes the role of a job analyst?
Which of the following best describes the role of a job analyst?
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What is the primary purpose of conducting a background check during the hiring process?
What is the primary purpose of conducting a background check during the hiring process?
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Which method combines traditional rating scales with critical incident methods for performance appraisal?
Which method combines traditional rating scales with critical incident methods for performance appraisal?
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What is the function of benchmarking jobs within an organization?
What is the function of benchmarking jobs within an organization?
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What are bonuses typically based on?
What are bonuses typically based on?
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What is the primary role of the buddy system in employee onboarding?
What is the primary role of the buddy system in employee onboarding?
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Which of the following best defines a candidate?
Which of the following best defines a candidate?
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Campus recruitment primarily involves which of the following?
Campus recruitment primarily involves which of the following?
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What is a key goal of career development within organizations?
What is a key goal of career development within organizations?
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What is the primary goal of succession planning in an organization?
What is the primary goal of succession planning in an organization?
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Which process involves employees assessing their own performance?
Which process involves employees assessing their own performance?
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What does performance management primarily focus on?
What does performance management primarily focus on?
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What is a characteristic of a Situational Judgment Test (SJT)?
What is a characteristic of a Situational Judgment Test (SJT)?
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Which term describes the process of hiring eligible candidates for specific roles?
Which term describes the process of hiring eligible candidates for specific roles?
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What does training primarily focus on?
What does training primarily focus on?
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What does the term 'salary' refer to?
What does the term 'salary' refer to?
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How does training and development (T&D) benefit an organization?
How does training and development (T&D) benefit an organization?
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What is the primary focus of a Training Specialist within Human Resources?
What is the primary focus of a Training Specialist within Human Resources?
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What does the term 'transfer' refer to in an HR context?
What does the term 'transfer' refer to in an HR context?
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What is the purpose of upward feedback in a workplace?
What is the purpose of upward feedback in a workplace?
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Which of the following training methods involves creating a simulated work environment?
Which of the following training methods involves creating a simulated work environment?
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What is the main advantage of work sampling in an industrial and organizational context?
What is the main advantage of work sampling in an industrial and organizational context?
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Which of the following best describes an understudy?
Which of the following best describes an understudy?
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What is the primary characteristic of an unstructured interview?
What is the primary characteristic of an unstructured interview?
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What does the work standards method of performance appraisal rely on?
What does the work standards method of performance appraisal rely on?
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Study Notes
Background Check
- A crucial part of the hiring process assessing potential employee's history.
- Investigates education, criminal records, work experiences, and more.
- Validates the truthfulness of candidate-provided information.
Behaviorally Anchored Rating Scale (BARS)
- A performance appraisal method merging traditional ratings with critical incidents.
- Displays various performance levels along a scale linked to specific job behaviors.
Benchmarking Jobs
- Involves comparing job roles within or across organizations.
- Determines the relative value and pay structure in the job market.
- Aids in developing competitive compensation and benefits packages.
Bonuses
- Additional monetary rewards beyond the base salary.
- Typically based on performance metrics at individual, team, or organizational levels.
Buddy System
- Part of employee onboarding where a new hire is paired with a "buddy."
- Helps in acclimating the new employee to the workplace and team dynamics.
Candidates
- Individuals seeking employment through submissions of applications and resumes.
- Demonstrate interest in specific job roles or positions.
Campus Recruitment
- An external recruitment method where colleges and universities share job opportunities with students.
Career Development
- A structured approach within organizations to match qualified individuals with available job roles.
Case Studies
- In-depth analysis of organizations provided to trainees for experiential learning.
- Typically ranges from 5 to 30 pages detailing managerial experiences.
Central Tendency Error
- An evaluation error where employee ratings cluster near the average.
- Leads to inaccurate appraisal outcomes.
Coaching (Understudy Method)
- Training provided by a superior to a subordinate in a supportive capacity.
- Aims to prepare the subordinate to take on future responsibilities.
Cognitive Ability Test
- Evaluates candidates' problem-solving and critical thinking skills.
Compensation Manager
- A specialized HR role focused on designing and managing compensation and benefits programs.
Competency Model
- A framework defining the skills and knowledge required for successful job performance.
- Includes a collection of competencies tailored to specific roles.
Contingent Personnel
- Workers performing tasks without formal employment as permanent staff members.
Corporate HR Teams
- Centralized units that manage HR strategy and policies organization-wide.
Critical Incident Method
- A performance appraisal technique involving documentation of significant employee actions and outcomes.
Depth Interview
- A semi-structured interview format where candidates provide detailed personal and professional information.
Direct Recruitment
- Involves notifying potential candidates about job vacancies through internal notices.
Embedded HR Teams
- Integrated HR units within specific departments providing localized HR support.
Employee Benefits Program
- Non-wage compensations provided alongside regular salaries, aimed at enhancing employee satisfaction.
Intranet Job Postings
- Job openings shared on the internal network to promote internal mobility and career growth.
Job Analysis
- A systematic procedure for determining job responsibilities and the characteristics of potential hires.
Job Analyst
- HR professionals who research job descriptions and occupations to aid in worker classification.
Job Compensation and Salary
- Total monetary and non-monetary compensation given to employees, including salaries, bonuses, and benefits.
Job Context
- The environment in which a job is performed, encompassing physical, cultural, and relational factors.
Job Description
- A detailed document outlining duties, responsibilities, and requirements for a role.
Job Enlargement
- Expanding a job's scope by adding additional tasks of similar complexity to enhance job satisfaction.
Job Enrichment
- Redesigning roles to include greater responsibility, autonomy, and complexity, aiming for intrinsic motivation.
Performance Management
- A continuous process that sets objectives, evaluates progress, and provides feedback to align with organizational goals.
Promotion
- Advancing employees to higher positions based on performance evaluations.
Salary
- A fixed payment made to employees based on job function over a specific period, typically monthly or annually.
Self-Appraisal
- A process allowing employees to assess their performance and identify strengths and weaknesses.
Staffing
- The process of hiring qualified candidates for specific positions within an organization.
Situational Judgment Test (SJT)
- Psychological assessments presenting hypothetical job-relevant scenarios to evaluate judgment and decision-making.
Succession Planning
- Identifying and developing future leaders within an organization to ensure leadership transitions minimize disruption.
Training
- Teaching specific skills and knowledge to enhance employee performance, using structured programs or on-the-job training.
Training and Development (T&D)
- Equipping employees with necessary skills and knowledge through structured learning experiences to enhance performance.
Training Specialist
- HR professionals responsible for planning, implementing, and evaluating training programs for employees.
Transfer
- Shifting employees from one job or department to another without changes in designation or responsibilities.
Understudy
- An individual trained to assume the responsibilities of a current job holder in their absence.
Unstructured Interview
- An unpredictable interview format lacking a prepared questionnaire, often leading to spontaneous questioning.
Upward Feedback
- A feedback mechanism where subordinates provide anonymous evaluations of their supervisors' performance.
Vestibule Training
- Simulated training environments that allow employees to practice job skills in a controlled setting.
Work Sampling Event
- A method capturing random samples of employee tasks to analyze work patterns, efficiency, and productivity.
Work Standards Method
- A performance appraisal strategy comparing employee performance against predetermined output standards.
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Description
This quiz focuses on the background check process within hiring and the Behaviorally Anchored Rating Scale (BARS) method for performance appraisal. Participants will learn about the importance of verifying candidates' information through various criteria and how BARS aids in evaluating employee performance effectively.