Introduction to Management Exam 3 all answers correct

Introduction to Management Exam 3 all answers correct people-centered practices -protection of job security -rigorous hiring process -employee empowerment -compensation linked to performance -comprehensive training -reduction of status differences -sharing of key information general model of HR recruiting technique success rates top 5 search methods 1. corporate websites 2. general job-listing sites 3. classified ads 4. referrals 5. headhunters/agencies top 5 ways candidates found jobs 1. referrals 2. general job-listing sites 3. headhunters/agencies 4. classified ads 5. corporate web sites tips for recruiting -use social networks of existing employees and friends -use personal contact -target, target, target -carefully proofread all ads characteristics of good training -clarify objectives, use them to select methods -convey general principles -use questions to guide attention and encourage active thought -provide variety of examples -provide practice and feedback -maximize similarity between the training and the job development options -work experiences -assessment and feedback -relationships -education managers as teachers -explain basic concpets (tell) -demonstrate performance (show) -solicit practice (watch) -provide constructive feedback (encourage) -repeat as necessary job description & specification -list of duties, responsibilities, and qualifications -developed via job analysis -include many sections job analysis -work centered (for job description) -worker-centered (for job specifications) -hybrid (most common) structured interview a set of standardized job-related questions unstructured interview -no fixed questions or systematic scoring short comings -susceptible to distortion and interview bias -open to legal attack questions used in structured interview -hypothetical situations -past behavior -background -job knowledge or job sample -case interview appraisal options -objective measures (best) -subjective ratings -graphic rating scale (worst) -BOS, BARS, (better) -fraught with problems ...train managers to rate! Equal employment opportunity commission (EEOC) it is appropriate to conduct background checks later in the hiring process, applicants should not be asked about criminal records on application forms bona fide occupational qualification (BFOQ) an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business." Monitored by the EEOC. guidelines for conducting effective structured interviews: planning the interview -identify and define the knowledge, skills, abilities (KSAO) characteristics needed for successful job performance -for each KSAO develop key behavioral questions that will elicit examples of past accomplishments, activities, and performance -for each KSAO develop a list of things to look for in the applicants response