HRM QUIZ (CHAPTER 3 - Identification)
問題一覧
1
It means search of the prospective employee to suit the job requirements as presented by job specification - a techniqur of job analysis.
recruitment
2
It is the first stage in selection, which makes the vacancies known to a large people and the opportunites that the organization offers.
recruitment
3
process of attracting people to apply
recruitment
4
development and maintenance of adequate manpower resources.
recruitment
5
refers to the recruitment within the company. (promotion, transfer, past employees, and internal advertisement)
internal sources
6
refers to the practice of getting suitable persons from the outside.
external sources
7
External sources:
It is an important source of recruitment by placing a notice on the notice board of the enterprise specifying the details of the jobs available.
direct recruitment
8
direct recruitment is also known as...
recruitment at factory gate
9
External sources:
This serves as a valuable source of manpower. It avoids the costs of recruiting workforce from other sources.
casual callers or unsolicited applications
10
External sources:
When advertisement in newspaper or trade and professional journals is generally used when qualified and experienced personnel are not available from other sources.
media advertisement
11
External sources:
These are employment exchanges run by the government are regarded as a good source of recruitment for unskilled, semi-skilled, and skilled operative jobs.
employment agencies
12
External sources:
Helps the organizations to recruit technical, professional, and managerial personnel.
management consultants
13
External sources:
Is a well-established practice of thousand of business and other organizations, to the point where school and college degrees are widely required.
educational institutions or campus recruitment
14
External sources:
Applicants introduced by friends and relatives may prove to be a good source of recruitment.
recommendation
15
External sources:
Are an important source of recruitment in some industries. The disadvantage of this system is that if the contractor leaves the organization, all the workers that are emplord through him will also leave.
labor contractors
16
External sources:
Practice of telecasting of vacant posts over T.V. The detailed requirements are publicized along with the profile of the organization where vacancy exists.
telecasting
17
External sources:
Is a technical term used when employees working elsewhere are attracted to join organizations.
raiding
18
Evaluation of alternative sources:
The ratios tell us about the number of leads/contacts needed to generate a given number of hires in a given time.
yield ratios
19
Evaluation of alternative sources:
To discover the reactions of present employees to both external and internal sources of recruitment.
employee attitude studies
20
Evaluation of alternative sources:
tells us about the extent of correlation which exists between different sources of recruitment and factors of succes on the job.
correlation studies
21
Evaluation of alternative sources:
process of choosing people by obtaining and assessing infos about the applicants.
selection
22
Evaluation of alternative sources:
to pick up the most suitable persons who would match the requirements of the job and the organization.
purpose of selection
23
Evaluation of alternative sources:
decisions are usually based on how an applicant is rated in terms of the likelihood of success on the job.
criteria of selection
24
the selection process begins with...
job specification
25
Selection process:
it is done to limit the costs of selection by letting only suitable candidates go through the further stages in selection.
initial screening
26
Selection process:
usually designed to obtain infos on various aspects, of the applicant's social, demographic, academic, and work-related background and references.
application form
27
Selection process:
Is a sample of an aspect of an individual's behavior, performance or attitude. It provides systematic basis for comparing the behavior, performance, or attitude of two or more persons.
tests
28
Selection process:
to measure one's intellect or qualities of understanding. TESTS OF MENTAL ABILITY. (reasoning, verbal and non-verbal fluency, comprehension, numerical, etc.)
intelligence tests
29
Selection process:
refers to one's natural propensity, talent, or ability to acquire a particular skill.
aptitude tests
30
Selection process:
to measure one's skill or acquired knowledge.
achievement tests
31
Selection process:
to measure one's personality, interest, and preferences.
PIP tests
32
Selection process:
expect the candidates to interpret problems or situations.
projective tests
33
Selection process:
these include polygraph (means many pens), graphology (handwriting analysis), and non-verbal communication tests.
other tests
34
is an oral examination of candidates for employment.
interview
35
interviews that are objected to stress and strains in the interview by asking some annoying or embarassing questions.
stress interview
36
process of choosing a qualified person for specific role who can successfully deliver valuable contributions to the organization.
screening strategies for HR screening
37
Screening strategies for HR screening:
this combines a number of assessment tools as part of the process.
multistage selection strategy
38
Screening strategies for HR screening:
this method administers all assessment tools to applicants at the same time.
compensatory selection strategy
39
Types of screening methods:
designed to screen applicants for final interview; to clarify infos on the resume.
short screening interview
40
Types of screening methods:
designed to measure the applicant's skills that are necessary upon entry into the job.
work sample
41
Types of screening methods:
consists of a written and/or proficiency assessment of the applicant's knowledge, skills, and abilities.
tests
42
It is used to determine a candidate's qualifications for a particular position.
assessment center
43
Assessment center exercises:
they must defend their positions and recommendations on specific issue.
oral presentation exercise
44
Assessment center exercises:
this consists of variety of memos, letters, and documents of varying importance that the candidates respond to and prioritize.
in-basket exercise
45
Assessment center exercises:
candidates are given a specific problem in which they are instructed to try and reach a group consensus within a specified amount of time. (measures decision-making, cooperation, and interpersonal skills)
leaderless group discussion
46
Assessment center exercises:
candidates deal with employee, irate citizen, or member of the community. (measures communication, problem-solving, and interpersonal skills)
role-play exercise
47
Assessment center exercises:
candidates are presented with a job-related topic and are instructed to write a report, position statement, or outline of a new policy.
written report or analysis exercise
48
Legal implications:
refers to the categorization of people into populations on the basis of various sets of heritable characteristics.
race or color discrimination
49
Legal Implications:
is a type of discrimination that includes discrimination because a person comes from a particular country or former country.
ethnicity or national origin discrimination
50
Legal Implications:
it can arise during the recruitment process the employers select a man with lower skills instead of a woman with higher skills.
sex or gender discrimination
51
Legal Implications:
an employer cannot refuse to hire a pregnant woman because of her pregnancy.
pregnancy discrimination
52
Legal Implications:
it refers to the discrimination to shared belief system or faith.
religion or creed discrimination
53
Legal Implications:
the employer may say something expecting response finding out the political affiliation of the interviewer that will be out of job in case of political differences.
political affiliation discrimination
54
Legal Implications:
occurs when an employer treats a qualified indivudual with a disability who is an applicant unfavorably because she has a disability.
disability or medical condition discrimination
55
Legal Implications:
usually against the youth and against those that are above 40 years old and older.
age discrimination
56
It is an agreement between two parties under which both must perform.
written contract or legal documents
57
Effective interviewing formats:
an applicant is asked what actions he or she has taken in prior employment situations that are similar to situtations that could be encountered in the new position.
behavior description screening format
58
Effective interviewing formats:
an applicant is asked questions pertaining to current job knowledge, requirements for the position, and perform different job duties.
comprehensive structured screening format
59
Effective interviewing formats:
a technique that entails the applicant giving oral responses to job-related questions asked by a panel of interviewers.
oral screening boards format
60
Effective interviewing formats:
involves applicant being interviewed about what actions they would take in various job-related situations using critical incidents technique or CIT.
situational screening format
61
Effective interviewing formats:
involves asking applicants standardized questions about how thet handled past situations that were similar to situations they may encounter on the job.
structured behavioral screening format
62
Effective interviewing formats:
involves procedure where a variety of questions may be asked of different applicants.
unstructured screening format
63
One of the most important steps in the selection process.
conducting reference checks
64
Are based on the measurement principle of behavioral consistency, that is, past behavior is the best predictor of future behavior. it includes items about the last events and behaviors reflecting personality, attributes, attitudes, experiences, skills, etc. validated as predictors.
biodata
65
It identifies the positions, provides relevant background linking their education and experiences to the position, highlights their specific qualifications.
cover letter
66
It is a brief description of a candidate's education, professional experience, knowledge, skills, and accomplishments.
resume
67
It is an in-depth account of a candidates backgrounds.
curriculum vitae (CV)
68
It is an approach to collecting and scoring background information from job applicants.
weighted application blank (WAB)
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72問 • 1年前問題一覧
1
It means search of the prospective employee to suit the job requirements as presented by job specification - a techniqur of job analysis.
recruitment
2
It is the first stage in selection, which makes the vacancies known to a large people and the opportunites that the organization offers.
recruitment
3
process of attracting people to apply
recruitment
4
development and maintenance of adequate manpower resources.
recruitment
5
refers to the recruitment within the company. (promotion, transfer, past employees, and internal advertisement)
internal sources
6
refers to the practice of getting suitable persons from the outside.
external sources
7
External sources:
It is an important source of recruitment by placing a notice on the notice board of the enterprise specifying the details of the jobs available.
direct recruitment
8
direct recruitment is also known as...
recruitment at factory gate
9
External sources:
This serves as a valuable source of manpower. It avoids the costs of recruiting workforce from other sources.
casual callers or unsolicited applications
10
External sources:
When advertisement in newspaper or trade and professional journals is generally used when qualified and experienced personnel are not available from other sources.
media advertisement
11
External sources:
These are employment exchanges run by the government are regarded as a good source of recruitment for unskilled, semi-skilled, and skilled operative jobs.
employment agencies
12
External sources:
Helps the organizations to recruit technical, professional, and managerial personnel.
management consultants
13
External sources:
Is a well-established practice of thousand of business and other organizations, to the point where school and college degrees are widely required.
educational institutions or campus recruitment
14
External sources:
Applicants introduced by friends and relatives may prove to be a good source of recruitment.
recommendation
15
External sources:
Are an important source of recruitment in some industries. The disadvantage of this system is that if the contractor leaves the organization, all the workers that are emplord through him will also leave.
labor contractors
16
External sources:
Practice of telecasting of vacant posts over T.V. The detailed requirements are publicized along with the profile of the organization where vacancy exists.
telecasting
17
External sources:
Is a technical term used when employees working elsewhere are attracted to join organizations.
raiding
18
Evaluation of alternative sources:
The ratios tell us about the number of leads/contacts needed to generate a given number of hires in a given time.
yield ratios
19
Evaluation of alternative sources:
To discover the reactions of present employees to both external and internal sources of recruitment.
employee attitude studies
20
Evaluation of alternative sources:
tells us about the extent of correlation which exists between different sources of recruitment and factors of succes on the job.
correlation studies
21
Evaluation of alternative sources:
process of choosing people by obtaining and assessing infos about the applicants.
selection
22
Evaluation of alternative sources:
to pick up the most suitable persons who would match the requirements of the job and the organization.
purpose of selection
23
Evaluation of alternative sources:
decisions are usually based on how an applicant is rated in terms of the likelihood of success on the job.
criteria of selection
24
the selection process begins with...
job specification
25
Selection process:
it is done to limit the costs of selection by letting only suitable candidates go through the further stages in selection.
initial screening
26
Selection process:
usually designed to obtain infos on various aspects, of the applicant's social, demographic, academic, and work-related background and references.
application form
27
Selection process:
Is a sample of an aspect of an individual's behavior, performance or attitude. It provides systematic basis for comparing the behavior, performance, or attitude of two or more persons.
tests
28
Selection process:
to measure one's intellect or qualities of understanding. TESTS OF MENTAL ABILITY. (reasoning, verbal and non-verbal fluency, comprehension, numerical, etc.)
intelligence tests
29
Selection process:
refers to one's natural propensity, talent, or ability to acquire a particular skill.
aptitude tests
30
Selection process:
to measure one's skill or acquired knowledge.
achievement tests
31
Selection process:
to measure one's personality, interest, and preferences.
PIP tests
32
Selection process:
expect the candidates to interpret problems or situations.
projective tests
33
Selection process:
these include polygraph (means many pens), graphology (handwriting analysis), and non-verbal communication tests.
other tests
34
is an oral examination of candidates for employment.
interview
35
interviews that are objected to stress and strains in the interview by asking some annoying or embarassing questions.
stress interview
36
process of choosing a qualified person for specific role who can successfully deliver valuable contributions to the organization.
screening strategies for HR screening
37
Screening strategies for HR screening:
this combines a number of assessment tools as part of the process.
multistage selection strategy
38
Screening strategies for HR screening:
this method administers all assessment tools to applicants at the same time.
compensatory selection strategy
39
Types of screening methods:
designed to screen applicants for final interview; to clarify infos on the resume.
short screening interview
40
Types of screening methods:
designed to measure the applicant's skills that are necessary upon entry into the job.
work sample
41
Types of screening methods:
consists of a written and/or proficiency assessment of the applicant's knowledge, skills, and abilities.
tests
42
It is used to determine a candidate's qualifications for a particular position.
assessment center
43
Assessment center exercises:
they must defend their positions and recommendations on specific issue.
oral presentation exercise
44
Assessment center exercises:
this consists of variety of memos, letters, and documents of varying importance that the candidates respond to and prioritize.
in-basket exercise
45
Assessment center exercises:
candidates are given a specific problem in which they are instructed to try and reach a group consensus within a specified amount of time. (measures decision-making, cooperation, and interpersonal skills)
leaderless group discussion
46
Assessment center exercises:
candidates deal with employee, irate citizen, or member of the community. (measures communication, problem-solving, and interpersonal skills)
role-play exercise
47
Assessment center exercises:
candidates are presented with a job-related topic and are instructed to write a report, position statement, or outline of a new policy.
written report or analysis exercise
48
Legal implications:
refers to the categorization of people into populations on the basis of various sets of heritable characteristics.
race or color discrimination
49
Legal Implications:
is a type of discrimination that includes discrimination because a person comes from a particular country or former country.
ethnicity or national origin discrimination
50
Legal Implications:
it can arise during the recruitment process the employers select a man with lower skills instead of a woman with higher skills.
sex or gender discrimination
51
Legal Implications:
an employer cannot refuse to hire a pregnant woman because of her pregnancy.
pregnancy discrimination
52
Legal Implications:
it refers to the discrimination to shared belief system or faith.
religion or creed discrimination
53
Legal Implications:
the employer may say something expecting response finding out the political affiliation of the interviewer that will be out of job in case of political differences.
political affiliation discrimination
54
Legal Implications:
occurs when an employer treats a qualified indivudual with a disability who is an applicant unfavorably because she has a disability.
disability or medical condition discrimination
55
Legal Implications:
usually against the youth and against those that are above 40 years old and older.
age discrimination
56
It is an agreement between two parties under which both must perform.
written contract or legal documents
57
Effective interviewing formats:
an applicant is asked what actions he or she has taken in prior employment situations that are similar to situtations that could be encountered in the new position.
behavior description screening format
58
Effective interviewing formats:
an applicant is asked questions pertaining to current job knowledge, requirements for the position, and perform different job duties.
comprehensive structured screening format
59
Effective interviewing formats:
a technique that entails the applicant giving oral responses to job-related questions asked by a panel of interviewers.
oral screening boards format
60
Effective interviewing formats:
involves applicant being interviewed about what actions they would take in various job-related situations using critical incidents technique or CIT.
situational screening format
61
Effective interviewing formats:
involves asking applicants standardized questions about how thet handled past situations that were similar to situations they may encounter on the job.
structured behavioral screening format
62
Effective interviewing formats:
involves procedure where a variety of questions may be asked of different applicants.
unstructured screening format
63
One of the most important steps in the selection process.
conducting reference checks
64
Are based on the measurement principle of behavioral consistency, that is, past behavior is the best predictor of future behavior. it includes items about the last events and behaviors reflecting personality, attributes, attitudes, experiences, skills, etc. validated as predictors.
biodata
65
It identifies the positions, provides relevant background linking their education and experiences to the position, highlights their specific qualifications.
cover letter
66
It is a brief description of a candidate's education, professional experience, knowledge, skills, and accomplishments.
resume
67
It is an in-depth account of a candidates backgrounds.
curriculum vitae (CV)
68
It is an approach to collecting and scoring background information from job applicants.
weighted application blank (WAB)