HRIR 3021 EXAM GUIDE QUESTIONS
WITH COMPLETE ANSWERS
job involvement - Answer-the degree to which ppl identify themselves w their job
organizational commitment - Answer-the degree to which an employee identifies w the
org & is willing to put forth effort on its behalf
job satisfaction - Answer-a pleasant feeling resulting from the perception that one's job
fulfills/allows for the fulfillment of one's important job values
role analysis technique - Answer-a process of formally identifying expectations
associated w a role
1) members of role set write expectations for role
2) members of role set discuss expectations
3) preliminary list of role's duties & behaviors
4) role occupant lists expectations for others in role set
5) members of role set discuss expectations & reach consensus on occupant's role
- modified list of role's duties & behavior
exit interview - Answer-a meeting of departing employee w the employee's supervisor
&/or a HR specialist to discuss the employee's reasons for leaving
employee experience - Answer-the journey an employee takes with your org. it includes
every interaction that happens along the employee life cycle, plus the experiences that
involve an employee's role, workspace, manager & well-being
employee experiences - Answer-- interview process
- 1st day on the job
- training & onboarding
- daily management interactions
- customer interactions
- team environment
- facilities, office space
- celebrations, prizes
- communication (informal & formal)
companies w higher employee engagement scores outperformed those w lower
engagement scores in: - Answer-- customer ratings
- profitability
- productivity
- turnover
- safety incidents
- shrinkage (theft)
, - absenteeism
- patient safety incidents
- quality (defects)
Person-Job Fit - Answer-the compatibility between individuals & the job/tasks that they
perform at work (strongest correlations w job satisfaction)
Person-Org Fit - Answer-the compatibility between people & orgs (strongest positive
correlations with organizational commitment and organizational satisfaction)
Better Hires - Answer-1) identification of the competencies needed
2) a job description for each role
3) structured interviews, job samples (simulate selling), cognitive ability tests
4) background check, references
5) competitive job offer
The impact of hiring/keeping the wrong person - Answer-- customer relationships suffer
- training is expensive
- lower productivity
- team environment suffers
Separating Employees (managing involuntary turnover) - Answer-- establishing fair &
legally defensible processes for discipline (including, if necessary, termination)
- establishing fair & legally defensible processes for layoffs
Retaining Employees (minimizing voluntary turnover) - Answer-- providing management
training & employee benefits that enables discipline to drive performance improvement
- promoting employee engagement
- preventing job withdrawal
- promoting job satisfaction
Types of Wrongful Discharge - Answer-- implied contract
- public policy
Implied Contract Example - Answer-- handbook says employee will receive disciplinary
steps 1-4 and the employee is terminated w/o following these steps
- managers promise lifetime employment & employee is subsequently fired
Public Policy Example - Answer-- employee terminated after getting injured
- employee reports company for dumping toxic waste in nearby lake & is terminated
Job Structure - Answer-the relative pay for different jobs within the org
Pay Level - Answer-the avg amt (including wages, salaries & bonuses) the org pays for
a particular job
WITH COMPLETE ANSWERS
job involvement - Answer-the degree to which ppl identify themselves w their job
organizational commitment - Answer-the degree to which an employee identifies w the
org & is willing to put forth effort on its behalf
job satisfaction - Answer-a pleasant feeling resulting from the perception that one's job
fulfills/allows for the fulfillment of one's important job values
role analysis technique - Answer-a process of formally identifying expectations
associated w a role
1) members of role set write expectations for role
2) members of role set discuss expectations
3) preliminary list of role's duties & behaviors
4) role occupant lists expectations for others in role set
5) members of role set discuss expectations & reach consensus on occupant's role
- modified list of role's duties & behavior
exit interview - Answer-a meeting of departing employee w the employee's supervisor
&/or a HR specialist to discuss the employee's reasons for leaving
employee experience - Answer-the journey an employee takes with your org. it includes
every interaction that happens along the employee life cycle, plus the experiences that
involve an employee's role, workspace, manager & well-being
employee experiences - Answer-- interview process
- 1st day on the job
- training & onboarding
- daily management interactions
- customer interactions
- team environment
- facilities, office space
- celebrations, prizes
- communication (informal & formal)
companies w higher employee engagement scores outperformed those w lower
engagement scores in: - Answer-- customer ratings
- profitability
- productivity
- turnover
- safety incidents
- shrinkage (theft)
, - absenteeism
- patient safety incidents
- quality (defects)
Person-Job Fit - Answer-the compatibility between individuals & the job/tasks that they
perform at work (strongest correlations w job satisfaction)
Person-Org Fit - Answer-the compatibility between people & orgs (strongest positive
correlations with organizational commitment and organizational satisfaction)
Better Hires - Answer-1) identification of the competencies needed
2) a job description for each role
3) structured interviews, job samples (simulate selling), cognitive ability tests
4) background check, references
5) competitive job offer
The impact of hiring/keeping the wrong person - Answer-- customer relationships suffer
- training is expensive
- lower productivity
- team environment suffers
Separating Employees (managing involuntary turnover) - Answer-- establishing fair &
legally defensible processes for discipline (including, if necessary, termination)
- establishing fair & legally defensible processes for layoffs
Retaining Employees (minimizing voluntary turnover) - Answer-- providing management
training & employee benefits that enables discipline to drive performance improvement
- promoting employee engagement
- preventing job withdrawal
- promoting job satisfaction
Types of Wrongful Discharge - Answer-- implied contract
- public policy
Implied Contract Example - Answer-- handbook says employee will receive disciplinary
steps 1-4 and the employee is terminated w/o following these steps
- managers promise lifetime employment & employee is subsequently fired
Public Policy Example - Answer-- employee terminated after getting injured
- employee reports company for dumping toxic waste in nearby lake & is terminated
Job Structure - Answer-the relative pay for different jobs within the org
Pay Level - Answer-the avg amt (including wages, salaries & bonuses) the org pays for
a particular job
