HRM & OB Week 1
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What is the primary aim of the recruitment process?

  • To minimize costs associated with hiring.
  • To increase the number of applicants regardless of their qualifications.
  • To attract suitably qualified candidates for a position. (correct)
  • To hire internal candidates exclusively.

    • Which of the following is NOT mentioned as a technique to attract candidates?

  • Referrals
  • Internal recruitment
  • Third-party audits (correct)
  • Social media

    • What type of human capital is characterized as having the least portability?

  • Strategic Human Capital
  • General Human Capital
  • Industry Human Capital
  • Relationship Human Capital (correct)

    • In the context of human capital theory, what does 'portability' refer to?

    <p>The ease of transferring skills between organizations.</p> Signup and view all the answers

    Which recruitment method allows for a pre-screening of applicants by an external party?

    <p>Consultants and labor agencies</p> Signup and view all the answers

    What is a goal of conducting recruitment activities in a fair manner?

    <p>To demonstrate equity in the hiring process.</p> Signup and view all the answers

    Which type of human capital is identified as useful across many industries?

    <p>General Human Capital</p> Signup and view all the answers

    Which recruitment strategy focuses on existing employees to fill new positions?

    <p>Internal recruitment</p> Signup and view all the answers

    What is the primary purpose of human resources management (HRM)?

    <p>To influence employee behaviour, attitudes, and performance</p> Signup and view all the answers

    Which factor is NOT influencing modern work dynamics?

    <p>Financial Constraints</p> Signup and view all the answers

    How is organisational behaviour best defined?

    <p>A study of individual, group, and structural impacts on behaviour in organizations</p> Signup and view all the answers

    What role does advanced technology play in modern work?

    <p>It shapes job roles and makes processes more efficient</p> Signup and view all the answers

    What is a consequence of the rise of flexible work arrangements?

    <p>Altered traditional workspaces and interactions</p> Signup and view all the answers

    Which best describes flexibility in organisational structures?

    <p>More agile and less hierarchical structures</p> Signup and view all the answers

    How do demographic trends affect talent management?

    <p>They influence the management of diverse and generationally varied talent</p> Signup and view all the answers

    What is a characteristic of dynamic employment relationships?

    <p>A shift towards part-time and contract work</p> Signup and view all the answers

    What is company-specific human capital?

    <p>Knowledge about a specific company’s processes and culture</p> Signup and view all the answers

    What is one significant disadvantage of hiring star performers from outside the company?

    <p>They may experience a decline in performance after moving firms</p> Signup and view all the answers

    How long can high-level employees, such as star analysts, experience a performance drop after switching firms?

    <p>Up to 5 years</p> Signup and view all the answers

    What common outcome occurs when star employees transition to new teams?

    <p>A sharp decline in team functioning</p> Signup and view all the answers

    What impact can the movement of star employees have on a company's market value?

    <p>Market value may drop</p> Signup and view all the answers

    What does research indicate about the performance of stars moving between comparable firms?

    <p>They experience a performance decline for about 2 years</p> Signup and view all the answers

    Why might companies choose to develop talent internally instead of hiring star employees from outside?

    <p>It's often more cost-effective and aligned with company culture</p> Signup and view all the answers

    What is a potential risk when a star employee leaves a company?

    <p>Loss of organizational knowledge and expertise</p> Signup and view all the answers

    What is a key advantage of using AI for screening CVs in the recruitment process?

    <p>AI is faster than human reviewers</p> Signup and view all the answers

    What is one potential concern regarding the use of AI in hiring?

    <p>AI may reflect existing biases in its training data</p> Signup and view all the answers

    What role do chatbots like TARA play in the recruitment process?

    <p>Automate the initial interaction with candidates</p> Signup and view all the answers

    Why do many recruitment processes fail?

    <p>Many candidates have inflated expectations</p> Signup and view all the answers

    What selection tools are considered most effective in hiring high-performing employees?

    <p>Situational interviews, behavioral interviews, and job simulations</p> Signup and view all the answers

    What misconception might applicants have regarding job openings?

    <p>They might have an inaccurate understanding of the job involved</p> Signup and view all the answers

    How do right tools contribute to hiring in organizations?

    <p>They help in executing strategy effectively</p> Signup and view all the answers

    Which selection tools are considered less effective in employee recruitment?

    <p>Cognitive ability tests and personality tests</p> Signup and view all the answers

    What advantage do employees recruited through informal sources have over those recruited through formal sources?

    <p>Better alignment of job expectations</p> Signup and view all the answers

    Which hypothesis suggests that informal recruitment provides candidates with realistic information about job demands?

    <p>Realistic Information Hypothesis</p> Signup and view all the answers

    What is one reason informal recruiting leads to lower turnover rates?

    <p>Employees provide insider knowledge to referred candidates</p> Signup and view all the answers

    What role does mentorship play in the context of external hires?

    <p>It helps newcomers align with company goals</p> Signup and view all the answers

    What are direct applicants likely to have done that gives them an advantage?

    <p>Researched the company thoroughly</p> Signup and view all the answers

    What is a common outcome for employees hired through informal sources according to research?

    <p>Increased job satisfaction</p> Signup and view all the answers

    Which recruitment method typically results in better long-term employee success?

    <p>Informal recruitment methods</p> Signup and view all the answers

    What could be a significant reason for the success of informal recruitment?

    <p>It fosters stronger relationships within the company</p> Signup and view all the answers

    What is the purpose of developing interview questions based on a job analysis?

    <p>To reflect critical job-related situations</p> Signup and view all the answers

    How is the scoring guide structured for evaluating responses?

    <p>On a 5-point scale with illustrative answers</p> Signup and view all the answers

    Which method is used to predict an applicant's future job behavior?

    <p>Examining past behavior in similar situations</p> Signup and view all the answers

    What allows interviewers to gather more detailed information during a behavioral interview?

    <p>Asking follow-up or clarifying questions</p> Signup and view all the answers

    Why is there no check for social desirability during behavioral interviews?

    <p>To focus on genuine past behavior instead</p> Signup and view all the answers

    What is a sample stem question used in a behavioral interview?

    <p>Can you recall a time when you demonstrated teamwork skills?</p> Signup and view all the answers

    What is the role of 'star' employees in developing the scoring scale?

    <p>To contribute data from successful behaviors</p> Signup and view all the answers

    What should the interview questions assess according to different dimensions of the role?

    <p>All key aspects relevant to job performance</p> Signup and view all the answers

    Study Notes

    HRM & OB Week 1

    • Human resource management (HRM) is a formal system for managing people within an organization, influencing employee behavior, attitudes, and performance.
    • Strategic HRM outlines a pattern of planned HR deployment and activities to help an organization achieve its goals.
    • Organizational behavior (OB) investigates how individuals, groups, and organizational structure influence organizational effectiveness.
    • Work can be seen as a curse or a freedom, and alternately as a commodity or a route to citizenship.
    • The future workforce will see different categories based on the individualistic and collectivist world view of the workforce.

    Dominant Changes in Work & Working Relationships

    • Advanced technology (AI, automation, digital tools) is transforming job roles and making processes more efficient.
    • Demographic trends (aging workforce, diversity, generational shifts) influence how organizations manage talent and work.
    • Time-spatial flexibility (remote work, freelancing) is altering traditional workspaces.
    • Flexibility in employment relationships (part-time, contract work, freelancing) is becoming more common.
    • Flexibility in organizational structures (agile, less hierarchical, cross-functional teams) helps companies adapt.
    • Worker skills and education (continuous learning, upskilling) are necessary for staying relevant with rapid technological advancements.

    Psychological Contracts

    • A psychological contract is an unwritten, informal agreement between employees and their employers about mutual expectations, obligations, and perceived benefits of the employment relationship.
    • Reciprocal expectations include individual contributions (e.g., effort, skills) and organizational inducements (e.g., pay, benefits, job security).
    • Consistent patterns of inducements over time are necessary to maintain the psychological contract.
    • A trust-based relationship where both parties meet each other's expectations is key to a healthy psychological contract.
    • The psychological contract is based on the mutual obligations of both parties (employer and employee).

    Recruitment

    • Recruitment is a process to attract qualified candidates for a specific position.
    • Aims include obtaining a pool of suitable candidates, ensuring a fair process, contributing to organizational goals, and conducting efficient recruitment activities.

    External vs Internal Mobility

    • The text discusses recruitment techniques and differences between internal and external hiring.
    • Internal recruitment uses existing employees and focuses on promoting or transferring them to different positions.
    • External recruitment involves looking outside the organization for hires.

    Human Capital Theory

    • Human capital encompasses skills, knowledge, and experience that a person brings to an organization.
    • The five types of human capital vary based on how easily the skills, knowledge, and experience can be transferred from one company or situation to another.
    • Some examples are General Human Capital (skills applicable across industries), Strategic Human Capital (special, high-level decision-making expertise), Industry Human Capital(skills related to specific industries), Relationship Human Capital (important connections within a particular company) and Company-Specific Human Capital.

    Growing Stars or Buying Them?

    • The dilemma of whether to develop internal talent or hire external talent.
    • Research has shown that internal promotion, may be better for long-term sustainability since internal candidates are better aligned with the organizational culture and dynamics leading to better results over time.

    Selection Practices by Country

    • The text provides data on the types of selection practices used in different countries ( Japan, Hong Kong, UK, Germany, France, US, & Australia) regarding recruitment processes.
    • It includes information on the use of application forms, references, interviews, tests, and questionnaires in employment selection processes.
    • It also mentions differences in selection practices, for example unstructured interview, which allows job candidates and applicants being evaluated in different ways as a means of collecting the requisite data from the applicants.

    Situational Interview

    • Interviewers use situational interviews to assess how candidates will behave in situations likely to arise in the job.
    • Candidates' responses reflect how they will behave in future similar situations in the workplace.
    • Job analysis using critical incidents, are used in creating situational interview questions.
    • The text suggests using a scoring key and examples to ensure fair and objective evaluation of candidates.

    Behavioral Interview

    • Behavioral interviews focus on past behavior to predict future job performance.
    • The goal is to understand how candidates have handled past situations to see how they might handle similar situations in the future.
    • Understanding what motivated past behavior.
    • The interview process and steps involved.

    Neurodiversity in Modern Recruitment

    • The importance of neurodiversity in modern recruitment is discussed.
    • Companies can benefit from hiring neurodiverse candidates and implementing inclusive processes to fully utilize their unique skills.
    • The factors influencing initial impressions and steps to create a supportive work environment for neurodiverse employees.
    • The Big Five personality traits and their low correlation with job performance making them a questionable selection tool.

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    Description

    Explore the foundational concepts of Human Resource Management and Organizational Behavior in this Week 1 quiz. Understand how strategic HRM, employee behavior, and organizational effectiveness are intertwined. Delve into the impact of technology and demographic changes on work and relationships.

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