managing people 4

Reliability, validity, generalizability, utility, legality

What are the selection method standards?

Selection method standard- the degree to which a measure is free from random error

False

True or False: the required reliability is the same for all decisions?

Validity

Selection method standard: extent to which performance on the measure is related to performance on the job

Validity

To establish ____ you need to show a substantial correlation between test scores and performance scores

Content validation

Ensuring test content mirrors job tasks

Content

Questions, simulations, roleyplay are examples of _____ that could be on a test that requires validation

Generalizability

Selection method standards: degree to which validity of selection method established in one context is effective in other contexts

Utility

Selection method standard: degree to which selection method provides effective information on selecting personel

Legality

Selection standard method: degree to which the selection method follows the law

Americans with Disabilities Act

Which civil rights law enacted in prohibits discrimination against disabilities in the work place

1990

When was the American with Disabilities Act created

Civil Rights Act of 1991

which civil rights act mandated neutral-appearing election tools that prohibit discrimination

1991

When was the civil rights act created

Age discrimination in employment act

Which civil rights act protects workers over 40 from discrimination?

1967

When was the age discrimination in employment act created?

Cognitive test, personality inventories, work samples, structured interviews

What are the common selection methods?

Structure

Interviews must have ____ to be reliable. Ex: system of rating and note taking

Situational interviews

These types of interviews confronts applicants on specific issues, questions, or problems that are relevant to the job

Low, useful

Background checks are ___ (high/low) cost and ____ (useful/not useful)

Unreliable

Reference checks are often ___ (reliable/unreliable)

False

True or false: physical ability tests measure reaction time

Cognitive ability test

A selection method test that assesses a interviewee’s verbal comprehension, quantitative ability, and reasoning ability

True

True or false: cognitive ability tests measure can have adverse impact on minority groups

Extroversion, adjustment, agreeableness, consciousness, openness to experience

The Big Five dimensions of personality are:

Performance

The goal of ____ is to ensure employee activists are congruent with goals

Performance appraisal

A formal review of how an employees is doing done once or twice a year

Performance feedback

An informal review of how an employees is doing, through comments or advice anytime

6

How many steps are in the performance management process

Step 1

Understanding and understand important performer outcomes and results aligned with goals and behaviors to organization is what step in the performance management process?

True

True or false: Job descriptions should include measurable goals and relevant behaviors

False: the should compare actual vs expected

True or false: annual/ biannual reviews should only focus on actual results of performance

Continuous reviews

These types of reviews are forward facing with fluid goal adjustments

Developmental reviews

The reviews provided coaching and planning

Documented

To prevent legal issues, reviews should be ____.

Strategic congruence

A performance measure criteria that ensures alignment between employee behaviors and organization strategy

Objective key results

OKRs stand for

Critical success factors

CSFs stands for

Key performance indicators

KPIs stand for

CSF, KPI, and OKR

Tools that link goals in performance management are

True

True or false: a benefit to continuous review of performance is that it ensure alignment with goals

Validity

In performance measurement ____ is the extent to which measure must assess all relevant performance aspect

Reliability

In performance measurement ___ is the extent to which the performance measure is consistent

Interrarter reliability

____ ____ is the measure of consistency between performance evaluators

Procedural , interpersonal, outcome

The three types of fairness in performance management are

Procedural

The category of fairness that involves employee and management collaboration

The comparative approach

This approach to measuring performance compares an individuals performance to others

Interpersonal

The fairness category that means being fair to employees during evaluation through timely and complete feedback and respect

Specificity

The performance measure criteria that measures the extant to which a performance measure tells employees what is expected and how to meet expectations

Difficult

It is ___ (easy/difficult) to evaluate performance because it’s complex and what is considered effective can vary

Outcome

The category of fairness that means properly communication evaluations and reward expectations, and shows rational for consequences

True

True or false: the comparative approach to measuring performance is easy to do

Forced distribution

This method of the comparison approach helps identify big-potential and low-performing employees by ranking employee is predetermined categories (ex: top 10%, middle 70%, bottom 20%)

3-5

How many goals should employees and managers set together

True

True or false: sharing goals with someone high in perceive stays increase commitment

Financial, customer, internal or operations, learning and growth

The four perspectives of performance

False

True or false: the four perspectives of performance includes marketing and sales

False

True or false: physical ability test usually test reaction time

False

True or false: the big five personality traits include intelligence

Productivity measurement and evaluation system

ProMES stands for

First

The ____ step in proMES is identical the products or objectives the organization expect to accomplish

The results approach

The approach to to measuring performance minimizes subjectivity and align performance with organizational goals by setting goals to evaluate individuals performance

The quality approach

This approach of performance measurements aims to improve costumer satisfaction

True

True or false: many systems conflict with the quality approach because they lack both subjective and objective feedback

Control charts

A statistical tool used in the quality approach to provide objective feedback

Managers

The role that is often assigned to rate employee performance are ___ bc they are motivated to rate accurately

Peers

The role of ___ are valuable as raters because they often observe daily work

Frame of reference training

This training helps reduce rater error and increase accuracy by tracing raters to be consistent

False

True or false: managers shouldn’t ask employees to rate themselves before giving performance feedback

Collaboration

____ meetings ensure fairness and consistency in performance rating

True

True or false: employers that are motivated but lack ability shows misdirected effort

First

The ___ step in diagnosing poor performance is considering its impact on the business

Employer

From the ____ (employer/employee) view, pay is motivational tool to align interests

Employee

To ____ (employer/employee) fairness in pay matter because it affect their standard of living and how they compare themselves to other

True

True or false: pay is a significant cost for an organization

External equity

The equity theory that involves comparing pay to similar jobs outside the organization

Internal equity

The equity theory that focuses on what employees within the same organization are paid

Market pay surveys

How is external equity evaluated?

job evaluations

How is internal equity evaluated

Attract, retain, motivate

Investing in employees helps ____, _____, and ______ high-quality workforce

Efficiency wage theory

The theory that suggests that higher pay leads to better performance as employees want to keep good jobs

Relevant

When conducting market pay surveys, it is crucial to select ____ jobs

Point factor system

A way of developing a job structure where priori or based on labor market analysis are placed

Benchmarking

A market pay survey where an organizations practices are compared against competitors

Nonkey jobs

Jobs unique to organizations and cannot be directly compared through market surveys

Key jobs

jobs called benchmark jobs that are stable and common to many organizations

Pay grades

A way of developing pay levels that involves group jobs into pay classes with each job having the same rate range

False

True or false: rate range is smaller at higher levels

True

True or false: market pay structure vary significantly across countries in level and relative job worth

Expatriate pay

When someone’s pay is linked to their home country

Line managers

Who is typically responsible for making policies work and should be involved in pay changes

True

true or false: communication around pay structures greatly influence employee attitudes and behaviors

False

True or false: currency fluctuations and proximity to the US market don’t affect labor costs instability

Lower

Lower labor costs may be associated with ____ (lower/higher) skilled workforce

Yes

Do competitive labor evaluations also consider total opening costs, production speed, and proximity to customers?

Cots, expected return, strategic alignment, possible consequences

What’s is included in evaluating pay programs?

Incentive effect

This effect refers to how pay plans influence current employee behavior

True

True or false: profit sharing and employee ownership help employees adopt a broader, ownership mindset

Gainsharing

______ is more motivating that profit sharing because employees feel more control over outcomes

Reinforcement theory

This theory refers to the response employees have following a reward bing more likely to recur in the future