MIE 330 TEST 2 QUESTIONS AND
ANSWERS 100% CORRECT.
forecasting - ANSWERattempt to determine the supply of and demand for various types
of HR to predict areas within the organization where there will be labor shortages or
surpluses
trend analysis - ANSWERconstructing and applying statistical models that predict labor
demand for the next year, given relatively objective stats from the previous year
leading indicators - ANSWERobjective measures that accurately predict future labor
demand ex. Measures of economy, competitor's actions, changes in technology, trends
in workforce & overall performance
transitional matrix - ANSWERa chart that lists job categories held in one period and
shows the proportion of employees in each of those job categories in a future period
core competency - ANSWERset of knowledge and skills that make the organization
superior to competitors and create value for customers
downsizing - ANSWERplanned elimination of large numbers of personnel with the goal
of enhancing the organization's competitiveness
workforce utilization review - ANSWERcomparison of the proportion of employees in
protected groups with the proportion that each group represents in the relevant labor
market
recruiting - ANSWERAny activity carried on by the organization with the primary
purpose of identifying & attracting potential employees
due process policies - ANSWERformally lay out the steps an employee may take to
appeal the employer's decision to terminate that employee
job posting - ANSWERcommunicating job vacancies with bulletin boards, employee
publications, corporate internet, etc.
direct applicants - ANSWERsomeone who applies for the job without prompting from
the organization (third largest)
referrals - ANSWERsomeone who applies for the job because someone from within the
organization (largest share of employees)
, realistic job previews - ANSWERbackground info about a job's positive and negative
qualities
yield ratios - ANSWERratio that expresses the percentage of applicants who
successfully move from 1 stage of the recruitment and selection process to the next
employment at will - ANSWEREmployment principle that if there is no specific
employment contract saying otherwise, the employer or employee may end an
employment relationship at any time, regardless of cause
personnel selection - ANSWERprocess through which organizations make decisions
about who will or will not be allowed to join the organization
reliability - ANSWERextent to which a measurement is free from random error
validity - ANSWERextent to which performance on a measure (like a test score) is
related to what the measure is designed to assess (like job performance)
criterion related validity - ANSWERmeasure of validity based on showing a substantial
correlation between test scores and job performance scores
predictive validation - ANSWERresearch that uses the test scores of all applicants and
looks for a relationship b/w the scores and future performance of the applicants who
were hired
concurrent validation - ANSWERresearch that consists of administering a test to people
who currently hold a job, then comparing their scores to existing measures of job
performance
content validity - ANSWERconsistency b/w the test items or problems and the kinds of
situations or problems that occur on the job.
construct validity - ANSWERconsistency b/w a high score on a test and high level of
construct such as intelligence or leadership ability, as well as b/w mastery of this
construct and successful performance of the job
generalizable - ANSWERvalid in other contexts beyond the context in which the
selection method was developed
utility - ANSWERextent to which something provides economic value greater than its
cost
aptitude tests - ANSWERtests that assess how well a person can learn or acquire skills
& abilities
ANSWERS 100% CORRECT.
forecasting - ANSWERattempt to determine the supply of and demand for various types
of HR to predict areas within the organization where there will be labor shortages or
surpluses
trend analysis - ANSWERconstructing and applying statistical models that predict labor
demand for the next year, given relatively objective stats from the previous year
leading indicators - ANSWERobjective measures that accurately predict future labor
demand ex. Measures of economy, competitor's actions, changes in technology, trends
in workforce & overall performance
transitional matrix - ANSWERa chart that lists job categories held in one period and
shows the proportion of employees in each of those job categories in a future period
core competency - ANSWERset of knowledge and skills that make the organization
superior to competitors and create value for customers
downsizing - ANSWERplanned elimination of large numbers of personnel with the goal
of enhancing the organization's competitiveness
workforce utilization review - ANSWERcomparison of the proportion of employees in
protected groups with the proportion that each group represents in the relevant labor
market
recruiting - ANSWERAny activity carried on by the organization with the primary
purpose of identifying & attracting potential employees
due process policies - ANSWERformally lay out the steps an employee may take to
appeal the employer's decision to terminate that employee
job posting - ANSWERcommunicating job vacancies with bulletin boards, employee
publications, corporate internet, etc.
direct applicants - ANSWERsomeone who applies for the job without prompting from
the organization (third largest)
referrals - ANSWERsomeone who applies for the job because someone from within the
organization (largest share of employees)
, realistic job previews - ANSWERbackground info about a job's positive and negative
qualities
yield ratios - ANSWERratio that expresses the percentage of applicants who
successfully move from 1 stage of the recruitment and selection process to the next
employment at will - ANSWEREmployment principle that if there is no specific
employment contract saying otherwise, the employer or employee may end an
employment relationship at any time, regardless of cause
personnel selection - ANSWERprocess through which organizations make decisions
about who will or will not be allowed to join the organization
reliability - ANSWERextent to which a measurement is free from random error
validity - ANSWERextent to which performance on a measure (like a test score) is
related to what the measure is designed to assess (like job performance)
criterion related validity - ANSWERmeasure of validity based on showing a substantial
correlation between test scores and job performance scores
predictive validation - ANSWERresearch that uses the test scores of all applicants and
looks for a relationship b/w the scores and future performance of the applicants who
were hired
concurrent validation - ANSWERresearch that consists of administering a test to people
who currently hold a job, then comparing their scores to existing measures of job
performance
content validity - ANSWERconsistency b/w the test items or problems and the kinds of
situations or problems that occur on the job.
construct validity - ANSWERconsistency b/w a high score on a test and high level of
construct such as intelligence or leadership ability, as well as b/w mastery of this
construct and successful performance of the job
generalizable - ANSWERvalid in other contexts beyond the context in which the
selection method was developed
utility - ANSWERextent to which something provides economic value greater than its
cost
aptitude tests - ANSWERtests that assess how well a person can learn or acquire skills
& abilities
