BUSI535 Wek 4 Discussion 7

Exhibit 6.9 located on page 297 contains many suggestions for improving the advancement of women and minorities.

Choose three (3) suggestions you think are most important and explain why.

  

BUSI535 Week 7 Research Paper

Research Paper: Provide to the instructor your 5-10 page research paper on an approved HR related topic. The 5-page minimum requirement does not include the cover page and reference pages.

Research Paper Outline

I.                   Introduction

II.                Importance of training

III.             Training objectives

Trainee reaction objectives

Learning objectives

Transfer of training objectives

Organizational outcome objectives

IV.             Training outcomes

V.                Advantages of using new technologies in training

VI.             Setting up an employee training program

VII.          Measuring competency

VIII.       Tracking and evaluating training effectiveness

IX.             Conclusion

BUSI535 Week 6 Writing Assignment 5

Instructions

Read Application Case "Choosing Entrants into a Management Training Program," pages 589-590, and address the questions below.

1. How would you go about deciding whom to select for the openings? In other words, without providing your decisions for the individual candidates, describe how you would weigh the various pieces of selection information to reach a decision.
2. Using the decision-making process from the previous question, which three applicants would you select for the training program? Explain your decision.
3. Although the data provided in the exhibit reveal that all selection measures were given to all 11 candidates, would you advise Come as You Are to continue to administer all the predictors at one time during the half-day assessment program? Or, should the predictors be given in a sequence so that multiple hurdles or a combined approach could be used? Explain your recommendation.

           

BUSI535 Week 6 Discussion 12

What roles should HR professionals play in staffing decisions? Why?

  

BUSI535 Week 6 Discussion 11

What steps should be taken by an organization that is committed to shattering the glass ceiling?

BUSI535 Week 5 Writing Assignment 4

Instructions

Read Application Case "Assessment Methods for the Job of Human Resources Directors," pages 496-498.

The Firm is considering numerous selection techniques for possible use. For each method listed below, decide whether you would or would not use it in the selection process and state why. Provide detailed information to support your answer for each method.

1. A job knowledge test that is specifically designed for HR professionals and that focuses on an applicant's general knowledge of HR management
2. A medical examination and drug test at the beginning of the selection process in order to determine if applicants are able to cope with the high level of stress and frequent travel requirements of the job and are drug-free
3. A paper-and-pencil integrity test
4. A structured behavioral interview that would be specially designed for use in filling only this job
5. A general cognitive ability test
6. Personal Characteristics Inventory
7. A set of interview questions the firm typically uses for filling any position:
1. Tell me about a problem you solved on a previous job.
2. Do you have any physical impairment(s) that would make it difficult for you to travel on business?
3. Have you ever been tested for AIDS?
4. Are you currently unemployed, and if so, why?
5. This position requires fresh ideas and energy. Do you think you have those qualities?
6. What is your definition of success?
7. What kind of sports do you like?
8. How well do you work under pressure? Give me some examples.

               

BUSI535 Week 5 Discussion 10

Describe the similarities and differences between personality tests and integrity tests. When is each warranted in the selection process?

 

BUSI535 Week 5 Discussion 9

What methods of initial assessment appear to be more useful than others? If you were starting your own business, which initial assessment methods would you use and why?

BUSI535 Week 4 Midterm Exam SCORE 98 PERCENT

Question 1 (2 points)

 

 

Staffing systems exist, and should ultimately be used, to ___________________.

Question 1 options:

               

 

1)

               

 

Ensure that day-to-day operations run smoothly

               

 

2)

               

 

Ensure that procedural, transactional, and routine activities are accomplished

               

 

3)

               

 

Reduce costs regardless of the effects on quality or quantity

               

 

4)

               

 

Contribute to the attainment of organizational goals such as survival, profitability, and growth

Question 2 (2 points)

 

Which of the following matching concerns arises in person-organization match?

Question 2 options:

               

 

1)

                Values, new job duties, multiple jobs, and future jobs

               

 

2)

                Values, qualifications, and motivation

               

 

3)

                Person, process, and principle

               

 

4)

                All of these are correct

Question 3 (2 points)

 

The staffing system components model says that the phases of the staffing process occur in which order after the initial interaction between the applicant and the organization?

Question 3 options:

               

 

1)

                Selection, recruitment, employment

               

 

2)

                Recruitment, selection, employment

               

 

3)

                Recruitment, employment, selection

               

 

4)

                Employment, recruitment, selection

Question 4 (2 points)

 

In terms of the person/organization match ____________.

Question 4 options:

               

 

1)

                The "organization" includes only tasks to be performed that are written down as part of the job description

               

 

2)

                Attempts to match people to organization values should be made

               

 

3)

                There is a concern with the "fit" of people to multiple jobs or future jobs

               

 

4)

                All of these are correct

Question 5 (2 points)

 

When jobs are highly fluid, it is probably advisable for organizations to focus more on

Question 5 options:

               

 

1)

                Person-job match.

               

 

2)

                Person-organization match.

               

 

3)

                Recruiter-recruit match.

               

 

4)

                Dynamic equilibrium.

Question 6 (2 points)

 

 

The role of federal agencies is to ____________________.

Question 6 options:

               

 

1)

               

 

Develop, create, and implement the law

               

 

2)

               

 

Interpret, administer, and enforce the law

               

 

3)

               

 

Facilitate greater communication between courts

               

 

4)

               

 

Render decisions in court cases regarding employment law

Question 7 (2 points)

 

Which of the following statements is true regarding the laws and regulations which govern the employment relationship?

Question 7 options:

               

 

1)

                Their purpose is to create a reasonable balance of power between the employer and employee.

               

 

2)

                Their purpose is to create a reasonable power advantage for employees.

               

 

3)

                Their purpose is to create a reasonable power advantage for employers.

               

 

4)

                Their purpose is to provide protections for employees only.

Question 8 (2 points)

 

Which of the following is true regarding discrimination on the basis of sexual orientation?

Question 8 options:

               

 

1)

                There are no laws covering sexual orientation discrimination

               

 

2)

                Federal law prohibits all discrimination on the basis of sexual orientation

               

 

3)

                Although such discrimination is not covered by federal law, it is covered by some state and local laws

               

 

4)

                Some state and local laws encourage discrimination on the basis of sexual orientation

Question 9 (2 points)

 

Which of the following is a major part of organizational strategy's influence on staffing?

Question 9 options:

               

 

1)

                Demographic trends

               

 

2)

                Current financial and human resources in the organization

               

 

3)

                Financial and marketing goals

               

 

4)

                Both current financial and human resources in the organization and financial and marketing goals

Question 10 (2 points)

 

Plan-based HRP consists of __________________.

Question 10 options:

               

 

1)

                Organizational responses to sudden changes in the environment

               

 

2)

                Planning focused on a specific employee group

               

 

3)

                Planning that is part of the organization's strategic planning process

               

 

4)

                Planning based on best practices of competitors

 

Question 11 (2 points)

 

Which of the following is not a shortcoming of using manager judgment for forecasting availability?

Question 11 options:

               

 

1)

                Managers may not know employee intentions

               

 

2)

                The complexity of forecasting may overwhelm the manager

               

 

3)

                Managers are always overly aggressive in making estimates of hiring requirements

               

 

4)

                None of these are shortcomings of manager judgment

Question 12 (2 points)

 

To have a high probability of being acceptable in the eyes of the Supreme Court, an organization's AAP should ___________________________.

Question 12 options:

               

 

1)

                Not necessarily interfere with the job status of non-minority and male employees

               

 

2)

                Concentrate on future, rather than past discrimination

               

 

3)

                Not focus on underutilization

               

 

4)

                Be a permanent feature of organization structure

Question 13 (2 points)

 

Which of the following is NOT shown by an ideal task statement?

Question 13 options:

               

 

1)

                What the employee does

               

 

2)

                To whom or what the employee does what he or she does

               

 

3)

                What is produced

               

 

4)

                How each behavior is rewarded

Question 14 (2 points)

 

If tasks/dimensions are not weighed formally, then ______________.

Question 14 options:

               

 

1)

                The job description has no value

               

 

2)

                A non-compliance will result

               

 

3)

                All tasks/dimensions are assessed as equally important by default

               

 

4)

                Pay scales cannot be developed

Question 15 (2 points)

 

Which of the following best represents the order of aspects important for job satisfaction identified in surveys, from most valued to least valued?

Question 15 options:

               

 

1)

                Variety of work, relationship with supervisor, compensation, and networking

               

 

2)

                Relationship with supervisor, networking, variety of work, and compensation

               

 

3)

                Job security, benefits, opportunities to use skills and abilities, and financial stability

               

 

4)

                Networking, variety of work, relationship with supervisor, and compensation

Question 16 (2 points)

 

When using job analysis to comply with the ADA, which of the following is considered most helpful by the EEOC?

Question 16 options:

               

 

1)

                Focusing on the way the work is usually done

               

 

2)

                Focusing on the results of a function

               

 

3)

                Focusing on the average qualifications of job holders

               

 

4)

                Focusing on managerial assessments of skill relevance

Question 17 (2 points)

 

Which of the following statement is false?

Question 17 options:

               

 

1)

                Applicants are concerned about the fairness of recruiting processes

               

 

2)

                Delay times in the recruiting process can reduce applicant interest

               

 

3)

                Increasing expenditures on recruiting increases yields

               

 

4)

                None of these

Question 18 (2 points)

 

What is the main reason for taking job preview approach to developing a job communication message?

Question 18 options:

               

 

1)

                The approach aids applicants in self-selecting out of the organization.

               

 

2)

                The method enhances AA compliance.

               

 

3)

                The approach results in lower advertising costs.

               

 

4)

                The approach presents potential job applicants with the most attractive description of the job attributes.

Question 19 (2 points)

 

Which of the following is not a good way to manage the recruiting process for optimal legal defense?

Question 19 options:

               

 

1)

                Require a formal application from all who seek to be considered

               

 

2)

                Require that the applicant indicate the precise position applied for

               

 

3)

                Keep applications on hold or on file for future consideration

               

 

4)

                Keep track of applicants who drop out of the process

Question 20 (2 points)

 

Organizations have become interested in alternative mobility paths because ___________.

Question 20 options:

               

 

1)

                They are extremely easy to administer

               

 

2)

                They allow employees to specialize in technical work or management work and advance within either

               

 

3)

                They promote healthy competition to obtain rewards

               

 

4)

                Unions find them more acceptable

Question 21 (5 points)
 
What are potential problems with having a staffing process in which vacancies are filled (1) on a lottery basis from among job applicants, or (2) on a first come-first hired basis among job applicants?

Question 22 (5 points)
 Are some of the 13 strategic staffing decisions more important than others? If so, which ones? Why?

Question 23 (5 points)
 
What factors would lead an organization to enter into a consent agreement rather than continue pursuing a suit in court?

Question 24 (5 points)
 
What are the differences between staffing in the private sector and staffing in the public sector? Why would private employers probably resist adopting many of the characteristics of public staffing systems?

Question 25 (5 points)
 
What are the advantages and disadvantages of doing succession planning for all levels of management instead of just top management?

Question 26 (5 points)
 What strategies are organizations using to ensure that they attract women and underrepresented racioethnic groups?

Question 27 (5 points)
 In designing the communication message to be used in external recruiting, what kind of information should be included?


Question 28 (5 points)
 
Most organizations have job boards on their web page where applicants can apply for jobs online. What ethical obligations, if any, do organizations have to individuals who apply for jobs online?


Question 29 (5 points)
 Compare and contrast a closed internal recruitment system with an open internal recruitment system.

Question 30 (5 points)
 
As either the staffing professional in the department or the hiring manager of a work unit, explain why it is so important to represent the organization's interests. What are some possible consequences of not doing so?


Question 31
It has been suggested that "ethical conduct" be formally incorporated as a general competency requirement for any job within the organization. Discuss the pros and cons of this suggestion.

Question 32
Assume that you're the staffing manager in a company that informally, but strongly, discourages you and managers from hiring people with disabilities. The company's rationale is that people with disabilities are unlikely to be high performers or long term employees, and are costly to train, insure, and integrate into the work unit. What is your ethical assessment of the company's stance; do you have an ethical obligation to try to change the stance, and if so, how might you go about that?

  

BUSI535 Week 4 Discussion 8

What information does a selection decision maker need to collect in making staffing decisions? What are the ways in which this information can be collected?

  

BUSI535 Week 3 Discussion 6.docx

What are the advantages of conveying a realistic recruitment message as opposed to one portraying the job in a way that the organization thinks that job applicants want to hear?

  

BUSI535 Week 3 Discussion 5

What are the advantages and disadvantages of identifying and using multiple methods of job analysis for a particular job?

 

BUSI535 Week 2 Discussion 4

Chapter 2 discusses Legal Compliance and the formulation of the employment relationship from a legal perspective.

Do you agree that "the employer usually has the upper hand" when it comes to establishing the employment relationship? Why or why not?

When might the employee have maximum power over the employer? Explain your reasoning.

 

  

BUSI535 Week 2 Discussion 3

Review the "Replacement and Succession Planning" reading in Chapter 3. What are the advantages and disadvantages of doing succession planning for all levels of management, instead of just top management?

     

BUSI535 Week 8 Final Exam

 

Question 1 (2 points)

Which of the following is necessary for the logic of prediction to work in practice for selecting employees?

1)            The organization has adopted a thorough competency modeling approach

2)            Qualifications carry over from one job to another

3)            That each candidate is assessed based on his or her unique experiences

4)            Anonymous periodic reviews of applicant files to ensure accuracy

 

Question 2 (2 points)

The most accurate description of the basic purpose of a selection plan is _________________.

1) A selection plan determines the means for attracting qualified job applicants

2) A selection plan matches applicants to outcome criteria

3) A selection plan describes predictors to be used to assess KSAOs required to perform the job

4) A selection plan consists of interview rating criteria

 

Question 3 (2 points)

Which of the following statements regarding resumes is true?

1)            Even background checks cannot reduce the problem of resume fraud

2)            Most surveys suggest that around half of all resumes have substantial inaccuracies or distortions

3)            Video resumes are highly respected by most employers

4)            Extensive evidence suggests that resumes are highly accurate predictors of employee job performance

 

Question 4 (2 points)

What are the most useful personality traits, in order, for selection contexts?

1)            Conscientiousness, emotional stability, extraversion

2)            Emotional stability, conscientiousness, openness to experience

3)            Agreeableness, openness to experience, extraversion

4)            Extraversion, conscientiousness, emotional stability

 

Question 5 (2 points)

Which of the following statements is false?

1)            There is little evidence that people fake their scores on personality tests in the hiring contexts

2)            When individuals believe their scores are being used for selection, their observed scores tend to increase

3)            Faking has a negative impact on the validity of personality tests

4)            None of these statements is false

 

Question 6 (2 points)

Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work. Research suggests that these inventories __________________

1)            Are about as predictive of job performance as ability tests

2)            Are more predictive of job performance than ability tests

3)            Are not strongly predictive of job performance

4)            Are prohibited by law

 

Question 7 (2 points)

Where peer assessments are concerned, it would be accurate to say that ____________.

1)            Peer ratings rely on voting to select the most promotable applicants

2)            Peer assessments are used for both internal and external applicants

3)            Peer rankings rely on ordering of peers being assessed

4)            Peer rankings rely on assessments of each applicant using scores on a continuous numerical scale

 

Question 8 (2 points)

Which of the following factors is the most relevant to the theory behind assessment centers?

1) Prediction of the individual's behavior in critical roles through assessment by multiple methods.

2)            Matching applicants to KSAOs required by the job.

3)            Shortening the period of time needed to complete an assessment for a managerial position.

4)            Substituting HR assessors for line management assessors.

 

Question 9 (2 points)

Research on the use of selection and experience as internal selection methods indicates that

______________.

1)            Seniority is a more valid method of internal selection than experience

2)            Seniority is better suited to predict short-term rather than long-term potential

3)            Experience is less likely to be content valid if the past or present jobs are similar to the future job

4)            Experience is unlikely to remedy initial performance difficulties of low ability employees

 

Question 10 (2 points)

A significance level of p < 0.05 in a validity study means ____________.

1) That there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not

2) That there are 5 chances in 100 of concluding that there is not a relationship in the population of job applicants, when in fact, there is

3) That the practical significance of the observed relationship is very low

4) That there are fewer than 5 chances in 100 that a predictor has adverse impact

 

Question 11 (2 points)

 Under which circumstances is "hiring success gain" likely to be optimal?

1)            Low selection ratio, low base rate, high validity

2)            High selection ratio, high base rate, high validity

3)            High selection ratio, low base rate, high validity

4)            High selection ratio, low base rate, low validity

 

Question 12 (2 points)

If cutoff score is lowered, the effect of this on hiring results is likely to be _____________.

1)            Fewer false negatives only

2)            Both fewer false negatives and more true positives

3)            Fewer false negatives and fewer false positives

4)            More false negatives and more false positives

 

Question 13 (2 points)

Evidence from a number of different studies in work organizations has shown that idiosyncratic deals are associated with what outcomes?

1)            Resentment from co-workers who have different arrangements

2)            Higher levels of satisfaction, commitment, and engagement

3)            Exceptionally high labor costs

4)            All of these

 

Question 14 (2 points)

In using information about competitors to structure job offers, which of the following statements is not useful as a general guideline?

1)            It makes a difference who the competitors are.

2)            Competitive offers should always be matched to ensure acceptance.

3)            Analysis of competitive advertisements should be performed in order to have the "market information" needed to prepare effective job offers.

4)            Trade associations should be consulted for competitive information whenever possible.

 

Question 15 (2 points)

As a general rule concerning job offers, it can be said that ________________.

1)            "Low ball" job offers are expensive to the organization

2)            "Market-matching" job offers have no important drawbacks

3)            "Market-matching" job offers tend to leave room to negotiate

4)            "Market-matching" offers usually stimulate the most positive reactions on the part of offer recipients.

 

Question 16 (2 points)

Which of the following factors is most likely to be a reason not to outsource HR activities?

1)            Vendors have little expertise

2)            Vendors are less flexible to meet changing needs

3)            Vendors have few resources to offer

4)            Vendors meet resistance within HR and line management

 

Question 17 (2 points)

Which of the following statements is (are) not an important step in staffing process evaluations?

1) Mapping out the intended process.

2) Identifying deviations from the intended process.

3) The norm is for organizations to conduct validation studies.

4) Correction actions should be planned to eliminate deviations.

 

Question 18 (2 points)

The four common types of staffing metrics evaluate _______________.

1) Performance, process, quantity, and quality

2)            Rectification, justification, elaboration, and relation

3)            Cost, timeliness, outcomes, and reactions

4)            Speed, diligence, dedication, and perseverance

 

Question 19 (2 points)

Research most clearly suggests that when organizations wish to increase retention they need to ______________.

1)  Provide team-building

2)            Convince employees that there are few alternatives

3)            Offer "bundles" of HR practices that complement one another

4)            Demonstrate executive commitment to outreach

 

Question 20 (2 points)

Which of the following is not a part of normal progressive discipline?

1)            Give employees notice of the rules of conduct

2)            Provide employees with alternative employment if performance problems persist

3)            Allow for full investigation of alleged employee misconduct

4)            Give employee the right to appeal a decision

 

Question 21 (5 points)

 In what ways are the following three initial assessment methods similar and in what ways are they different: Application blanks, biographical information, and reference and background checks?

 

Question 22 (5 points)

 How would you advise an organization considering adopting a cognitive ability test in  selection.

 

Question 23 (5 points)

 What is the best way to collect and use drug-testing data in selection decisions?

 

Question 24 (5 points)

 What are the differences between peer ratings, peer nominations, and peer rankings?

 

Question 25 (5 points)

 Explain the theory behind assessment centers.

 

Question 26 (5 points)

 Describe the three different types of interview simulations.

 

Question 27 (5 points)

 What are the positive consequences associated with a high predictor cutoff score?  What are the negative consequences?

 

 Question 28 (5 points)

 What guidelines do the Uniform Guidelines on Employee Selection Procedures offer to organizations when it comes to setting cutoff scores?

 

Question 29 (5 points)

 If you were the HR staffing manager for an organization, what guidelines might you recommend regarding oral and written communication with the job applicants by members of the organization?

 

Question 30 (5 points)

What are the steps an employer should take to develop and implement its policy regarding employment-at-will?

 

Question 31 (5 points)

 What are the advantages of having a centralized staffing function, as opposed to letting each manager be totally responsible for all staffing activities in his or her unit?

 

Question 32 (5 points)

Discuss some potential problems with downsizing as an organization's first response to a need to cut labor costs.