Recruitment & Selection for SMEs
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Questions and Answers

What is the primary focus of direct performance measurement?

  • Actually observing the employee’s performance (correct)
  • Secondhand observations of an employee
  • Collecting quantitative data on employee achievements
  • Rater's opinion on employee performance

What method requires employees to be sorted into predefined categories based on performance?

  • Forced Distribution (correct)
  • Rating Scales
  • BARS
  • Ranking Method

What is a potential bias associated with the Ranking Method in performance evaluations?

  • Ambiguous judgment
  • Recency effect (correct)
  • Quantitative bias
  • Comparison bias

Which of the following best describes BARS in performance evaluation?

<p>A job-related scale with specific behavioral descriptions (C)</p> Signup and view all the answers

Which type of performance measurement does not compare employees directly against each other?

<p>Non-comparative Evaluations (A)</p> Signup and view all the answers

Which evaluation method is known to create unfair evaluations due to forced differentiation?

<p>Forced Distribution (B)</p> Signup and view all the answers

What type of performance measure relies heavily on quantifiable objectives?

<p>Comparative Evaluations (C)</p> Signup and view all the answers

What is the main characteristic of subjective performance measures?

<p>They are based on the rater’s personal opinion. (B)</p> Signup and view all the answers

What was the outcome at Plant A that experienced a pay cut with inadequate explanation?

<p>Spike in theft (C)</p> Signup and view all the answers

Which compensation philosophy involves paying less than the market average?

<p>Lag (A)</p> Signup and view all the answers

What is the main focus during the Job Analysis phase of compensation management?

<p>Creating job descriptions and specifications (D)</p> Signup and view all the answers

Which method of job pricing focuses on what competitors offer for similar positions?

<p>Market-Pricing (C)</p> Signup and view all the answers

What was the impact of a good explanation for a pay cut at Plant B?

<p>Increase in positive behaviors (A)</p> Signup and view all the answers

Which phase of compensation management involves aligning pay levels with company policies?

<p>Matching Employees to Pay (D)</p> Signup and view all the answers

What is a key factor that influences employee behavior according to Greenberg's study?

<p>Quality of communication regarding compensation changes (C)</p> Signup and view all the answers

What involves understanding the job's importance and responsibilities in compensation management?

<p>Job Evaluation (D)</p> Signup and view all the answers

Which of the following factors can contribute to under or over promotion in career development?

<p>Role conflict (B), Job responsibility level (D)</p> Signup and view all the answers

What is a potential consequence of burnout as defined in the content?

<p>Anxiety disorders (B)</p> Signup and view all the answers

Which proactive HR measure can help in managing workplace stress?

<p>Flexible work schedules (A)</p> Signup and view all the answers

What role does organizational climate play in employee satisfaction?

<p>It influences management style and decision-making participation. (C)</p> Signup and view all the answers

Which of the following is a characteristic of generative AI-nxiety?

<p>Fear of human talent being replaced (B)</p> Signup and view all the answers

What is one of the goals of conducting stress audits in the workplace?

<p>To identify causes of stress (B)</p> Signup and view all the answers

Which action is essential for reducing role ambiguity in an organization?

<p>Establish clear policies for role definitions (D)</p> Signup and view all the answers

Which of the following practices can foster social interaction among employees?

<p>Building supportive networks (B)</p> Signup and view all the answers

What is the primary goal of merit pay?

<p>To provide compensation based on performance (C)</p> Signup and view all the answers

Which of the following is a disadvantage of pay secrecy?

<p>Obscured inequities in compensation (B)</p> Signup and view all the answers

Which of the following is a legally required employee benefit?

<p>Workers’ compensation (A)</p> Signup and view all the answers

What is an example of voluntary employee benefits?

<p>Paid time-off (A)</p> Signup and view all the answers

What is the main reason employers offer benefits?

<p>Attract and retain employees (C)</p> Signup and view all the answers

What might be a result of having increasingly complex benefits packages?

<p>Challenges in communication and tracking (B)</p> Signup and view all the answers

Which of the following describes an Employee Assistance Program (EAP)?

<p>A confidential counseling service (C)</p> Signup and view all the answers

Which objective is NOT typically associated with providing employee benefits?

<p>Restrict employee retirement options (D)</p> Signup and view all the answers

Which type of pay is tied directly to performance and productivity?

<p>Merit pay (C)</p> Signup and view all the answers

What is one of the societal objectives of employee benefits?

<p>Provide financial security against retirement (B)</p> Signup and view all the answers

What does distributive justice mainly concern itself with?

<p>The perceived fairness of compensation distribution (D)</p> Signup and view all the answers

Which type of justice is primarily concerned with the fairness of the process used to make distribution decisions?

<p>Procedural Justice (C)</p> Signup and view all the answers

What is the worst combination of justice perceived in the workplace according to the content?

<p>Low distributive justice and procedural justice (D)</p> Signup and view all the answers

What aspect of justice pertains to how decisions are communicated to employees?

<p>Interactional Justice (C)</p> Signup and view all the answers

Why is it crucial to understand employees' individual needs regarding compensation?

<p>To align compensation with employees' values and needs (C)</p> Signup and view all the answers

Which of the following is NOT a factor involved in equity theory?

<p>Relational Justice (D)</p> Signup and view all the answers

What can lead to low morale among employees?

<p>Low distributive justice and low procedural justice (D)</p> Signup and view all the answers

How does interactional justice affect employee perceptions?

<p>It relates to employees feeling treated fairly and with respect. (C)</p> Signup and view all the answers

What is the primary role of pay in employee motivation according to the content?

<p>It is a hygiene factor that may prevent dissatisfaction. (C)</p> Signup and view all the answers

Which statement best describes a potential drawback of focusing heavily on financial rewards?

<p>It can disrupt relationships among team members. (A)</p> Signup and view all the answers

Which of the following is NOT considered a component of total compensation?

<p>Job satisfaction (D)</p> Signup and view all the answers

According to Vroom's Expectancy Theory, what does the 'Valence' component refer to?

<p>The value of the reward to the employee (B)</p> Signup and view all the answers

What happens to overall employee motivation if the Valence (V) of a reward is low?

<p>Overall motivation decreases. (A)</p> Signup and view all the answers

Which benefit is associated with a total reward approach to employee management?

<p>Improved employee performance. (B)</p> Signup and view all the answers

To maximize motivation, employers should ensure that rewards are:

<p>Tailored to individual employee preferences. (A)</p> Signup and view all the answers

Which of the following statements is true regarding the components of total compensation?

<p>It includes components like perks and non-monetary rewards. (B)</p> Signup and view all the answers

Flashcards

Performance Management Ambiguity

Unclear or vague standards for evaluating employee performance.

Direct Performance Measurement

Observing employee performance firsthand, in real-time.

Indirect Performance Measurement

Using alternative information to gauge performance, rather than direct observation.

Forced Distribution

Performance evaluation method forcing employees into predefined categories (e.g., top 20%).

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Halo effect

Bias in judgments where a positive trait influences overall evaluation.

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Recency Effect

Bias in evaluation where recent performance is weighted more than prior performance.

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BARS (Behaviorally Anchored Rating Scales)

Performance evaluation system describing effective and ineffective performance with clear descriptions.

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Non-comparative Evaluation

Performance evaluation method focusing on each employee's performance individually, not comparing them.

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Hygiene Factor (Pay)

Compensation that prevents dissatisfaction but isn't a primary motivator.

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Reward Rupture

Focusing too much on financial rewards can damage teamwork.

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Reward Undermining

Over-reliance on rewards can decrease employees' natural desire to work hard.

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Total Compensation

All forms of employee payment, including base pay, variable pay, perks, status, and benefits.

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Vroom's Expectancy Theory

Employee motivation depends on the expectancy of success, reward, and reward value.

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Expectancy (E)

The belief that effort leads to better performance.

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Instrumentality (I)

The belief that good performance will lead to rewards.

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Valence (V)

The value employees place on a reward.

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Procedural Justice

Fairness and transparency in the process of making decisions, especially about compensation.

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Greenberg's Theft Study

A study demonstrating that a fair explanation for a pay cut reduces employee theft.

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Compensation Philosophy

A company's approach to determine how much it will pay its employees relative to the market.

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Lead Compensation Philosophy

Paying employees more than the average market rate.

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Match Compensation Philosophy

Paying employees the average market rate for their position.

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Lag Compensation Philosophy

Paying employees less than the average market rate.

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Job Analysis

The process of understanding the specific requirements of a job.

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Job Evaluation

Assessing the relative worth of different jobs within an organization.

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Equity Theory

A theory explaining how employees judge fairness in workplace compensation and rewards, focusing on perceptions of justice.

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Distributive Justice

Perceptions of fairness in the way rewards are distributed (e.g., pay raises, promotions).

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Interactional Justice

Perceptions of fairness in the way reward decisions are communicated to employees.

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Low Distributive Justice

When employees feel they are receiving less than others doing similar work, leading to dissatisfaction and lowered morale.

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Low Procedural Justice

When employees feel the reward process is unfair or unclear, leading to dissatisfaction and lowered morale.

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Worst Combination

Combining low distributive justice (DJ) with low procedural justice (PJ) leads to the lowest morale.

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Employee Motivation and Fairness

Employees are more motivated when they perceive fairness in the workplace, leading to higher morale and productivity.

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Role Conflict

When an employee faces incompatible expectations or demands from different roles within the organization.

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Role Ambiguity

When an employee lacks clear understanding of their responsibilities, expectations, or authority.

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Burnout

Mental, emotional, and physical exhaustion caused by prolonged stress.

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Generative AI-nxiety

Fear of AI replacing human talent and taking over jobs.

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Stress Management

Strategies to reduce and manage stress in the workplace.

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Stress Audit

Identifying the causes of stress within the workplace.

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HR Actions for Reducing Stress

Steps taken by HR to minimize stress in the workplace.

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Preventive Stress Management

Proactive measures to prevent stress before it arises.

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Merit Pay

A compensation system that rewards employees based on their performance, not seniority, position, or hours worked.

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Severance Pay

A lump sum payment given to employees upon termination of employment, typically based on years of service.

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Incentive Pay

Compensation directly tied to an employee's performance, productivity, or both, motivating them to perform better.

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Pay Secrecy

An organizational policy that prohibits employees from discussing their salaries with each other.

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Advantages of Pay Secrecy

Pay secrecy allows managers more flexibility in managing pay and performance, and it can shift employee focus from salary to company goals.

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Disadvantages of Pay Secrecy

Pay secrecy can foster distrust in the pay system and obscure inequities, leading to potential issues with fairness and transparency.

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Societal Objectives of Benefits

Benefits are designed to address social problems by providing security for employees and their families, offering financial protection against illness, disability, and retirement.

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Organizational Objectives of Benefits

Benefits help companies recruit and retain talent, improve productivity, and minimize costs related to employee turnover, absenteeism, and injuries.

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Employee Objectives of Benefits

Benefits offer employees lower costs, more availability, lower income taxes, and protection from inflation.

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Legally Required Benefits

These benefits are mandated by law for all employees in Canada, including CPP, EI, workers' compensation, health insurance, holidays, vacations, and parental leave.

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Study Notes

Recruitment & Selection

  • Recruitment is the process of finding and attracting suitable individuals for a job.
  • Effective recruitment is crucial due to high costs and the need for skilled staff, especially for SMEs.
  • Recruiting involves purposeful and unintentional actions, requiring consistent plans.
  • SMEs face challenges with financial limitations and a lack of employer legitimacy.
  • Lack of clarity in job roles can make recruitment processes appear unprofessional.

Recruitment Process for SMEs

  • Analyze organizational needs to identify job openings.
  • Define job responsibilities and necessary qualifications.
  • Determine ideal candidate characteristics.
  • Select appropriate recruitment methods and sources.
  • Generate interest and gather applications.
  • Maintain applicant interest throughout the selection process.
  • Negotiate job offers and address candidate concerns.

Choosing Recruitment/Sources Methods

  • Internal Recruiting:

  • Advantages: Familiarity with the organization, predicted future success and higher morale.

  • Disadvantages: Internal competition, lack of new ideas, risk of employee turnover.

  • External Recruiting:

  • Advantages: Diverse skill sets, fresh perspectives, new ideas and problem-solving.

  • Disadvantages: Cultural conflicts, Longer learning curve, higher costs and can impact employee morale.

  • Methods:

  • Direct inquiries

  • Employee referrals

  • Advertising (online and offline job boards)

  • Social media and digital platforms are effective and cost effective for recruitment like LinkedIn and Indeed.
  • Headhunting and poaching target passive job seekers from competitors.
  • Regulations like non-poaching agreements or competition acts can prohibit illegal practices.

Additional Recruitment Methods

  • Private or temporary help agencies.
  • Educational institutions using internships.
  • Professional and labor organizations.
  • Job fairs to reach a large audience.
  • Recruitment abroad targeting specific skills.

Evaluating Recruitment Success

  • Metrics for evaluating recruitment effectiveness include:
  • Cost per hire
  • Quality of applications
  • Offers-to-applicants ratio
  • Time lapsed per hire

Selection Process

  • A structured process to identify suitable candidates.
  • It starts with applications and ends with the final hiring decision.
  • A structured process for hiring, similar to a funnel.

Employment Interviews

  • Purpose: versatile selection tool for employers to assess candidates.
  • Allows both parties to understand the role and the expectations better.
  • Advantages: Flexible and effective as a public relations tool.
  • Disadvantages: Reliability and accuracy can vary significantly depending on the interviewer and structure.

Realistic Job Previews (RJPs)

  • Provide candidates with a realistic understanding of the job, including positive and negative aspects.
  • Aligning expectations with reality to avoid early turnover.

Verification of References

  • Crucial aspect for evaluating candidates' background and trustworthiness.

Contingent Assessments

  • Assessments used to verify candidate information or skills, such as ability and personality tests.

Hiring Decision

  • The formal step of accepting a candidate for employment after evaluating them through all steps.

Important Considerations

  • Fairness and inclusivity in the selection process.
  • Ensuring the selection process is valid and reliable.
  • Considering legal and ethical implications.

Onboarding, Training, and Development

  • Importance of onboarding new employees.
  • Effective processes help integrate new hires, develop skillsets and improve performance.
  • Reduce turnover and higher time to productivity are key outcomes.
  • Onboarding focuses on preparing new hires to perform their job.
  • Development prepares employees for future roles and improves skills.

Compensation and Benefits

  • Effective compensation systems serve several important functions within organizations (e.g., legal compliance, cost control).
  • Compensation is key for retaining and attracting talent.
  • Companies must adhere to internal and external equity considerations in compensation structure.

Total compensation

  • Includes base wages (regular pay), variable pay (performance-based incentives).
  • Perks, recognition, benefits (health insurance, retirement plans, etc.)

Vroom's Expectancy Theory

  • Explains employee motivation based on three factors: expectancy, instrumentality, and valence.

Equity Theory (Organizational Justice).

  • Employee motivation arises when there is fairness and equity in the workplace.
  • Concerns procedural justice (how decisions are made) and distributive justice (who receives what).

Performance Management

  • Using a process of appraisal for employee performance.
  • Purpose: administrative decisions (pay raises, promotions), feedback and development, employee assessment and training program objectives, job redesign.

Workplace Harassment

  • Offensive, unwelcome behaviour with significant impact, which can range from offensive remarks to violence.

Health and Safety at the Workplace

  • Prevention of incidents.
  • Addressing workplace hazards.
  • Workplace accidents and occupation-related issues.

Remote Work Safety

  • Importance of safety policies for remote work environments.

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CRI700 Final Exam Notes PDF

Description

This quiz covers the essential processes of recruitment and selection, especially tailored for small and medium enterprises (SMEs). It examines the challenges faced by SMEs in attracting skilled staff and outlines effective recruitment strategies. Test your knowledge on the recruitment process, methods, and best practices to enhance your understanding of workforce acquisition.

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