Podcast
Questions and Answers
Americans spend an average of ______ hours per day watching TV according to a 2013 study.
Americans spend an average of ______ hours per day watching TV according to a 2013 study.
3.7
The point-of-purchase method of recruitment uses advertising principles to market products, similar to recruitment methods in ______.
The point-of-purchase method of recruitment uses advertising principles to market products, similar to recruitment methods in ______.
employees
Campus recruitment is a process where companies visit ______ institutions to recruit students.
Campus recruitment is a process where companies visit ______ institutions to recruit students.
educational
Virtual job fairs allow recruiters to communicate directly with prospective ______.
Virtual job fairs allow recruiters to communicate directly with prospective ______.
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Headhunting focuses on finding the best possible candidates who are not ______ seeking a new role.
Headhunting focuses on finding the best possible candidates who are not ______ seeking a new role.
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Public Employment Agencies (PESO) aim to provide full employment and equality of employment opportunities for all through community-based ______.
Public Employment Agencies (PESO) aim to provide full employment and equality of employment opportunities for all through community-based ______.
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The disadvantage of the point-of-purchase method is that only a limited number of people are ______ to the sign.
The disadvantage of the point-of-purchase method is that only a limited number of people are ______ to the sign.
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Employment agencies can either operate on a ______, state, or local level, or may be privately owned.
Employment agencies can either operate on a ______, state, or local level, or may be privately owned.
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A ______ is any dissatisfaction or complaint from an employee regarding their job or relationship with their employer.
A ______ is any dissatisfaction or complaint from an employee regarding their job or relationship with their employer.
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Complaints can either be expressed or suppressed, valid or not, concerning a matter or situation relating to ______.
Complaints can either be expressed or suppressed, valid or not, concerning a matter or situation relating to ______.
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If the complainant does not accept the decision of the governmental agency, they are issued a 'right to ______' letter.
If the complainant does not accept the decision of the governmental agency, they are issued a 'right to ______' letter.
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The ______ is tasked with promoting and maintaining industrial peace and resolving labor disputes.
The ______ is tasked with promoting and maintaining industrial peace and resolving labor disputes.
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The ______ serves as the final arbiter of legal disputes, including labor cases in the Philippines.
The ______ serves as the final arbiter of legal disputes, including labor cases in the Philippines.
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An Employee ______ provides an overview of organizational policies and procedures.
An Employee ______ provides an overview of organizational policies and procedures.
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Workers have the right to participate in policy- and decision-making processes affecting their rights and ______.
Workers have the right to participate in policy- and decision-making processes affecting their rights and ______.
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In accordance with the 1987 Philippine Constitution, workers are entitled to humane conditions of work and a living ______.
In accordance with the 1987 Philippine Constitution, workers are entitled to humane conditions of work and a living ______.
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Collective bargaining is a process where both the employer and employees agree to fix and administer terms and conditions of ______ and set a mechanism for resolving their grievances.
Collective bargaining is a process where both the employer and employees agree to fix and administer terms and conditions of ______ and set a mechanism for resolving their grievances.
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Internal promotions can be a great source of motivation, but if an organization always promotes employees from within, it runs the risk of having a stale ______ that is devoid of new ideas.
Internal promotions can be a great source of motivation, but if an organization always promotes employees from within, it runs the risk of having a stale ______ that is devoid of new ideas.
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Recruitment is the process of attracting ______ to an organization.
Recruitment is the process of attracting ______ to an organization.
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Heavy reliance on internal sources for recruitment is thought to perpetuate the racial, gender, and age ______ of the workforce.
Heavy reliance on internal sources for recruitment is thought to perpetuate the racial, gender, and age ______ of the workforce.
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In newspaper ads, applicants are often asked to respond in one of four ways: by calling, applying in person, sending a ______, or responding to a blind box.
In newspaper ads, applicants are often asked to respond in one of four ways: by calling, applying in person, sending a ______, or responding to a blind box.
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Organizations use blind box ads for several reasons, including not wanting their ______ in public.
Organizations use blind box ads for several reasons, including not wanting their ______ in public.
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Recruitment through electronic media includes methods such as radio, television, and ______ ads.
Recruitment through electronic media includes methods such as radio, television, and ______ ads.
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Discrimination and harassment are important legal ______ affecting employment practices.
Discrimination and harassment are important legal ______ affecting employment practices.
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Employers give a job knowledge test to measure how much a person knows about a ______.
Employers give a job knowledge test to measure how much a person knows about a ______.
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Knowledge is different from education and training, focusing on an applicant's knowledge about the specific ______ they are applying for.
Knowledge is different from education and training, focusing on an applicant's knowledge about the specific ______ they are applying for.
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To measure an applicant's skill, they may be required to submit work ______ or be assessed in assessment centers.
To measure an applicant's skill, they may be required to submit work ______ or be assessed in assessment centers.
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In assessing an applicant's prior experience, it is important to consider the amount of experience and the level of ______ during that experience.
In assessing an applicant's prior experience, it is important to consider the amount of experience and the level of ______ during that experience.
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Personality inventories may test normal personality traits or assess ______ problems.
Personality inventories may test normal personality traits or assess ______ problems.
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Interest inventories are designed to tap vocational ______, indicating a good fit for applicants in specific fields.
Interest inventories are designed to tap vocational ______, indicating a good fit for applicants in specific fields.
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Integrity tests are commonly used in ______ areas, particularly for roles involving handling money.
Integrity tests are commonly used in ______ areas, particularly for roles involving handling money.
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When selecting applicants, recruiters often use the Rule of ______ or Rule of 5 for shortlisting candidates.
When selecting applicants, recruiters often use the Rule of ______ or Rule of 5 for shortlisting candidates.
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The process of predicting performance limitations is due to medical and ______ problems.
The process of predicting performance limitations is due to medical and ______ problems.
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Comprehensive physical and lab tests are part of the ______ exams.
Comprehensive physical and lab tests are part of the ______ exams.
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Before undergoing a drug test, an applicant must provide ______.
Before undergoing a drug test, an applicant must provide ______.
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Psychological exams usually include an interview by a clinical ______.
Psychological exams usually include an interview by a clinical ______.
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Performance evaluation is a process used to assess how well employees are performing in their ______.
Performance evaluation is a process used to assess how well employees are performing in their ______.
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Employees providing feedback about their supervisor is known as ______ feedback.
Employees providing feedback about their supervisor is known as ______ feedback.
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Customer feedback is often collected through a ______ box.
Customer feedback is often collected through a ______ box.
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Self-appraisal allows an employee to evaluate her own behavior and ______.
Self-appraisal allows an employee to evaluate her own behavior and ______.
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Employees who follow safety rules are those who have no ______ accidents.
Employees who follow safety rules are those who have no ______ accidents.
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Frame-of-reference training helps raters understand how to ______ their employees.
Frame-of-reference training helps raters understand how to ______ their employees.
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Critical incidents method involves recording employee behaviors that are ______ on the job.
Critical incidents method involves recording employee behaviors that are ______ on the job.
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Raters may exhibit leniency error by rating every employee at the ______ end of the scale.
Raters may exhibit leniency error by rating every employee at the ______ end of the scale.
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The recency effect gives more weight to ______ behaviors in performance evaluations.
The recency effect gives more weight to ______ behaviors in performance evaluations.
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Bias can cause raters who like the employees to be more ______ in their ratings.
Bias can cause raters who like the employees to be more ______ in their ratings.
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Strictness error occurs when every employee is rated at the ______ of the scale.
Strictness error occurs when every employee is rated at the ______ of the scale.
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Evaluators should obtain and review ______ data to make informed performance assessments.
Evaluators should obtain and review ______ data to make informed performance assessments.
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Study Notes
Legal Issues in Employment - The Legal Process
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Grievances: Any dissatisfaction, complaint, irritation, or misunderstanding arising from an employee's job or relationship with their employer. Includes violations of the Collective Bargaining Agreement (CBA) or labor code violations.
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Complaints: Spoken or written dissatisfaction impacting worker relations enough to involve supervisors/management. May be valid or invalid, related to work situations.
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Grievance system: A process where employees file complaints with the organization, and a person or committee within the organization renders a decision.
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Mediation: A method for resolving conflicts where a neutral third party helps two parties reach an agreement. It's a negotiation process.
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Arbitration: A method for resolving conflicts where a neutral third party decides which side is correct, basing their conclusion on the presented information.
- Binding arbitration: Neither party can appeal the decision.
- Nonbinding arbitration: Either party may appeal the decision; if the decision is not accepted, a “right to sue” letter entitles employee to hire an attorney and proceed legally.
Legal Issues Affecting Employment
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Labor Management Practices: (Not further defined by the text provided)
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Satisfaction of Human Needs: (Not further defined by the text provided)
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Discrimination: (Not further defined by the text provided)
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Harassment: (Not further defined by the text provided)
Methods of Recruiting
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Newspaper Ads: Applicants can respond by calling, applying in person, sending a resume, or by posting a resume directly to the organization.
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Electronic Media (Radio, Television, Web Ads): Recruiting through commercials, radio ads, and various social media platforms. Ads can target specific audiences.
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Situation-Wanted Ads: Ads placed by applicants looking for jobs.
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Point-of-Purchase Methods: Placing recruitment notices in public areas where potential candidates are likely to see them, such as store windows, bulletin boards, etc.
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Campus Recruitment: Companies visiting educational institutions to recruit students.
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Virtual Job Fairs: Online job fairs that use web-based resources.
Employee Referrals / Direct Mail
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Employee Referrals: A method where existing employees recruit others within their network for job openings.
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Direct Mail: Recruitment campaigns including postcards, targeting specific job candidates.
Employment Agencies / Executive Search Firms
- Employment Agencies: Recruiters acting as intermediaries between companies and employees.
- Executive Search Firms ("Head Hunters"): Companies that recruit highly sought-after candidates who are not actively looking for new roles.
Public Employment Agencies (PESO & DOLE)
- PESO & DOLE: Non-fee employment service that works towards employment equality and opportunities, including government and non-government support.
Other Recruitment Methods
- Employee Referrals
- Direct Mail
- Employer's Website (Job Boards)
- Internet Recruiters
- Community-based organizations
Writing Recruitment Ads
- Effective ads contain realistic job descriptions and information about the organization.
Reference Checking
- Reference Checks: Verifying the accuracy of information provided by an applicant.
- Letters of Recommendation/References: Providing insight into an applicant’s qualifications and character.
Applicant Evaluation
- Criteria to consider when evaluating applicants include relevant job knowledge, cognitive skills/abilities, physical skills, experience, training/education, and applicant's personality.
Performance Evaluation
- Performance evaluation involves the rationale for evaluation, determining salary increases, promotion decisions, and termination decisions.
- Evaluators should avoid focusing solely on recent behavior (recency bias) or extreme behaviors but should consider overall performance.
Performance Evaluation Methods
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Rank order: Employees are ranked from highest to lowest in terms of performance.
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Paired comparison: Employees are compared to each other, with a determination of superior performance.
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Forced distribution: A predetermined percentage of employees are placed in specific performance categories.
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Performance based on training and observation: Employees are watched and evaluated for observed behaviors and activities.
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Critical incidents: Keeping a log of positive or negative employee behaviors that serve as bases for evaluating an employee's activities.
Avoiding Bias in Evaluations
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Proximity error: Rating an employee high/low in one area, then carrying that rating over into a subsequent area.
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Contrast error: Comparing one employee's work to the work of a previous employee to create a comparative judgment.
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Recency effect: Focusing on recent behaviors when observing a candidate.
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Leniency / Strictness error: Overly high or low rating, regardless of actual performance.
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Halo / Horns effect: Overall impression affecting rating on other areas.
Communicating Appraisal Results
- Preparing for conversations with employees regarding their performance.
- Communicating why, how, and goals of the evaluation, plus setting future expectations and goals.
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Description
This quiz explores the legal aspects of grievances, complaints, and dispute resolution methods in the workplace. Participants will learn about grievance systems, mediation, and arbitration processes, enhancing their understanding of employment law. Test your knowledge on these critical legal frameworks that govern employee relations.
