HR EXAM @

Maslow Theory

Until the more basic needs are adequately met, a person will not fully strive to meet higher needs

Two Factor Theory

Assumes that one group of factors, motivators, accounts for individual motivation.
-Achievement
-Recognition
-Work itself
-Responsibility
-Advancement

Hygiene Factors

-Interpersonal Relations
-Company Policy/Administration
-Supervision
-Salary
-Working Conditions

Intangible Rewards

Non-material awards provided to an employee that do not have inherent financial value

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Turnover

Process in which employees leave an organization and have to be replaced

Voluntary Turnover

Employees leave by choice

Involuntary Turnover

Employees are terminated for poor performance, work rule violations, or layoffs

Tangible Rewards

Concrete, visible forms of compensation or recognition that employers give to employees

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Psychological Contract

Unwritten expectations employees and employers have about the nature of their work relationships

Absenteeism

Any failure by an employee to report for work as scheduled or to stay at work when scheduled

Exit Interviews

Individuals who are leaving the organization are asked to give their reasons

Recruiting

Process of generating a pool of qualified applicants for organizational jobs

Recruiting Advertising

Newspapers, magazines, television, radio, and billboards are widely used in external recruiting. Internet media sources such as postings, ads, videos, and webinars are also used

Labor and Applicant Population

Labor- All individuals who are available for selection if all possible recruitment strategies are used

Applicant-Subset of the labor forcepopulation that is available for selection using aparticular recruiting approach

Employment Agency

An organization that matches employers with suitable job candidates

Professional Employment Organization

Provide human resource HR Management services for businesses, including payroll, benefits, compliance, and more

Passive Job Seeker

Qualified individuals who aren't actively looking for work but might be interested if the right job comes along

External Recruiting

Hiring from outside the organization

Internal Recruiting

Promoting from within the organization

Selection Criteria

Characteristic that a person must process to successfully perform job duties

Predictors of Selection Criteria

Measurable or visible indicators of selection criteria

Person/Organizational-Group-Job Fit

-Person/organization fit: Congruence between individuals and organizational factors
-Person/group fit: Congruence between individuals and group or work unit dynamics

Reliability

Extent to which a test or measure repeatedly produces the same results over time

Validity

Extent to which a test measures what it claims to measure

Behavioral Interviews

Applicants give specific examples of how they have performed a certain task

Biographical Interviews

Focuses on a chronological assessment of the candidate's past experiences

Situational Interviews

Questions about how applicants might handle specific job situations

Interview Problems/ Interview Biases

Poor Interviewing Techniques:
-Snap judgments
-Negative emphasis
-Halo effect
-Biases and stereotyping
-Cultural noise

Realistic Job Preview

Process through which a job applicant receives an accurate picture of a job

Right to Work

State laws that allow employees to work without being required to join a union or pay union dues

At Will Employment

A legal doctrine that gives both employers and employees the right to terminate employment at any time for any reason, except for illegal reasons

Training

process whereby people acquire capabilities to perform jobs

Types of Training

-Legally required
-Basic and remedial skills
-Job and technical training
-Soft skills

Law of Effects

Good work/behavior can result in reward, making workers want to continue their good work

Behavioral Modeling

Copying someone else's behavior

Active Practice

Perform job-related tasks and duties during training

Technology in Training Delivery

E-learning is the use of web-based technology to conduct training online

Types of Interviews

Biographical- focuses on a chronological assessment of the candidate's past experiences

Behavior- applicants give specific examples of how they have performed a certain task

Situational- questions about how applicants might handle specific job situations

(Short Answer) The Five Main Drivers of Retention

-Organizational and Management Factors
-Employee-Supervisor Relationships
-Job and Work-Life Balance
-Rewards
-Career Training and Development
-Employer Policies and Practices

(Short Answer) The Four Classifications of Training

-Legally Required
-Basic and Remedial Skills
-Job and Technical Training
-Soft Skills

(Short Answer) The Big Five Personality Types and One Adjective to Describe a High Score

-Extroversion (ex of a high score = talkative)
-Agreeableness (ex of a high score = trusting)
-Conscientiousness (ex of a high score = hardworking)
-Neuroticism (ex of a high score = emotional)
-Openness to Experience (ex of a high score = creative)