MGMT 451 Exam #2 Study Guide Flashcards

Vocabulary flashcards generated from the MGMT 451 Exam #2 Study Guide covering Chapters 5, 6, and 7 taught by Dr. Zixing Shen.

Goals of Strategic External Recruitment

Right type of applicants, Right number of applicants, applicants at the right time

Open vs. Targeted Recruitment

Open recruitment refers to attracting a wide pool of candidates without restrictions, while targeted recruitment focuses on specific groups or demographics to fill vacancies.

Advantages of Centralized Recruitment

Ensures policy is being interpreted consistently across business units.

Recruitment Budget

accounts for staff time, salaries of recruiters, and other expenses

Recruitment Guide

formal document details the process to attract job applicants

Characteristics of Effective Recruiters

warmth and competence

Employee Referrals

those recruited are more qualified and committed

for requirements for Fraud and Misrepresentation Lawsuits

• misrepresentation of material fact

• the employer knew about the misrepresentation

• The plaintiff relied on the info to take action

• the plaintiff was injured

Mobility Paths

possible employee movements within the internal labor structure

Hierarchical Mobility

easy to identify where to look for applicants in the orginization

Alternative Mobility Paths

Non-traditional career pathways in Chapter 6, including Parallel Track, Lattice Track, and Lateral Track.

Lattice mobility path

upward, lateral, and downward movement

Key Characteristics of Effective Mobility Policy Development Process

• collect data

• track compliance

• tracking systems

• document progress

• regular updates

Closed Internal Recruitment System

managers have influence

Open Internal Recruitment System

job openings are advertised to all employees.

job posting effective because

matches employee to orginizations needs

Perceived Fairness of Internal Recruiting Processes

less likely to apply elsewhere, turnover, reduced motivation,

transparency, objectivity, consistency, clarity

Job Postings

A method of announcing internal job vacancies covered in Chapter 6.

In-house Temporary Pools

internal talent for short-term needs, legally treated as employees

Talent Management Systems

integrated with HR IS

Bona Fide Seniority Systems

senoirity allowed as long as not discrimination

Glass Ceiling

An invisible barrier affecting internal mobility for certain demographic groups

Measurement Process, 4 steps

• choose attribute of concern

• develop operational definition

• construct a measure

• use the measure to assess

Standardization

control influence

Levels of Measurement

Nominal: numbers are assigned to categories, but no meaning

Ordinal: rank ordered

Interval: equal diff between scale points

Ratio: equal diff between scale points AND absolute zero

Subjective vs. Objective Measures

paper and pencil test vs employment interview

Reliability of Measures

Assessing the consistency of measurements.

Types of Reliability

Internal Consistency,

Test-Retest, test from 2 diff time periods correlation

Inter-rater, the rater is the measure, multiple raters agree

Intra-rater., one rater rate twice 2 diff time periods

Measurement Error

Inaccuracies in measurement covered in Chapter 7, categorized into Deficiency Error and Contamination Error.

Deficiency Error

when a measure fails to assess important aspects of a domain.

Contamination Error

occurring when unwanted extra factors influence a measure.

Validity of Measures

degree to which it measures the attribute it is intended to measure

Predictor-Criterion Relationship

The relationship between a selection measure (predictor) and job performance outcome (criterion) in Chapter 7.

Content Validation

extent to which content of the measures represents interest and content of job

Validity Generalization

degree to which validity extended to other contexts

Importance of timimg

applicant pool depends on the length of time to apply

External Recruiting partners are best for

social media activities