D01 & D03 Selection and Promotion
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The process of subdividing and departmentalizing an organization
While there are differences in the meaning of
work among countries, similarities appear to exist in _______________
Work content and job context
The process of linking jobs and departments into a cohesive whole
Fundamentally, what does scientific management undervalue?
The human capacity for thought and ingenuity
Scientific Management, advocated by Frederick Taylor had the following traits:
- Emphasized work simplification.
- Jobs were not interesting or complex.
- The role of the worker is to execute the task carefully.
- Differential piece rate payment systems.
- Scientific selection and placement of workers
- The role of the industrial engineer is to
- calibrate and define each task carefully
Developed to overcome boredom, associated with scientific management’s approach to jobs.
Job Enlargement is intended to increase _____________ for employees
Job Enlargement deals with tasks,
and therefore, loads jobs ___________.
Like job enlargement, job enrichment is also intended to increases job satisfaction for employees.
Job Enrichment is aimed at increasing _______________ factors in a job,
Job enrichment loads a job ___________.
When a clerical employee is given the responsibility and authority to handle certain types of correspondence, the job has been _________.
the job characteristics theory emphasizes the interaction between the ___________ and ___________ of the job.
individual and attributes.
Selecting a textbook, formulating course
objectives, specifying course requirements, determining instructional methods,
preparing exams, and developing student performance provide the college
professor with which of the five core job dimensions?
Results will be _________ unless all five core job dimensions are used
People who’s jobs are high on the five core
dimensions are generally more ________, __________, and __________
motivated, satisfied, and more productive
Enlarging a job is most closely associated with which core job characteristic?
When engaged in their work, people employ and express themselves:
The 1978 Uniform Selection Guidelines make it clear that HR requirements must be tied to specific ______________ if the are to defend their actions
Without the foundation of a job analysis, it is difficult for an organization to defend
- Selection/promotion procedures
- Performance appraisal system
- Disciplinary actions
Employers are placing increased emphasis on developing and maintaining current and accurate job descriptions as a result of the ____________________.
Americans with Disabilities Act
True or False?
It is important to ask each question exactly the same during an interview because, to be fair; candidates should face exactly the same question faced by candidates before and after them.
The Federal Privacy Act of 1974 requires _________________ to have a signed release from a person before it can give information about that person to someone else.
Which 2 test can only be done after a conditional job offer?
Medical and Psychological Tests
__________________ feedback to employees can prevent surprises later when a formal evaluation is conducted.
The 2 Uses for Performance Appraisals:
- 1. Administrative Uses-compensation, promotions, dismissal
- 2. Developmental Uses-provide feedback, identify strengths, identifying areas for employee growth, career planning
Courts have held that ___________ information is too vague to use when making
performance-based HR decisions
trait - based
Performance appraisals are a ______________ to challenges to HR decisions (terminations and promotions).
Graphic-Rating Scale is numeric scores in a variety of performance categories that allow a rater to mark an employee’s performance on a ________________.
Requires the rater to gather and consider
information from a variety of sources and people. The variety of sources of information outweighs employee disagreement with a single supervisor’s rating.
(Performance Appraisal Type)
Peer assessments are used for _________________ rather than pay, promotion, etc.
Some evaluators rate within a narrow range,
usually the middle, and move off that base only when extreme behavior requires
This is an example of what type of rater error?
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