MAN 3301 Exam 2

Selection - -organizations make decisions about who will or will not be invited to join the organization Steps in the Selection Process - - 1. screening applications and resumes 2. testing and reviewing work samples 3. interviewing candidates 4. checking references and background 5. making a selection Criteria for evaluating selection methods - -reliability, validity, generalizability, utility, legal standards Reliability - -a type of measurement indicates how free that measurement is from random error, generates consistent results. Validity - -describes the extent to which performance on the measure (such as a test score) is related to what the measure is designed to assess (such as job performance). Generalizability - -Valid in other contexts beyond the context in which the selection method was developed. Utility - -The extent to which something provides economic value greater than its cost. Criterion-related validity - -A measure of validity based on showing a substantial correlation between test scores and job performance scores. Concurrent Validation - -Research 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 - -Consistency between the test items or problems and the kinds of situations or problems that occur on the job Construct Validity - -Consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job. Legal Standards for Selection - -All selection methods must conform to existing laws and legal precedents. 1. Civil Rights Act of 1964 and 1991 2. Age Discrimination in Employment Act of 1967 3. Americans with Disabilities Act of 1991 MAN 3301 MAN 3301 Job applications - -forms that require applicants to provide written information about their skills and education, job experiences, and other job-relevant information Resume - -a short written account of one's education, working experience, or qualifications for a job Job Reference - -Applicants provide the names and phone numbers of former employers or others who can vouch for their abilities and past job performance Background check - -a way to verify that applicants are as they represent themselves to be Employment tests - -When the organization has identified candidates whose applications or résumés indicate they meet basic requirements, the organization continues the selection process with this narrower pool of candidates Aptitude Tests - -Tests that assess how well a person can learn or acquire skills and abilities. Achievement Tests - -Tests that measure a person's existing knowledge and skills. Cognitive Ability Tests - -Tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability. Assessment Center - -A wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential Work Sample - -A test conducted by providing a sample of the work that the candidate would perform on the job and asking the candidate to perform the tasks under some type of controlled conditions Interviews - -person-to-person conversations for the purpose of gathering information by means of questions posed to respondents Nondirective Interview - -a selection interview in which the interviewer has great discretion in choosing questions to ask each candidate Structured Interview - -A selection interview that consists of a predetermined set of questions for the interviewer to ask Situational Interview - -a structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what he or she would do in that situation MAN 3301 MAN 3301 Behavior Description Interview (BDI) - -A structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past. Panel Interview - -Selection interview in which several members of the organization meet to interview each candidate. Selection Decisions - -1. Multiple-Hurdle Model 2. Compensatory Model multiple hurdel model - -process of arriving at a selection decision by eliminating some candidates at each stage of the selection process compensatory model - -process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another Training - -An organization's planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job. Instructional Design - -a process of systematically developing training to meet specified needs Stages of Instructional Design - -1. Assess needs for training 2. Ensure readiness for training 3. Plan training program 4. Implement training program 5. Evaluate results of training Needs assessment - -The process of evaluating the organization, individual employees, and employees' tasks to determine what kinds of training, if any, are necessary. Needs Assessment questions - -1. Organization—What is the context in which training will occur? 2. Person—Who needs training? 3. Task—What subjects should the training cover? Organization Analysis - -A process for determining the appropriateness of training by evaluating the characteristics of the organization. Person Analysis - -A process for determining individuals' needs and readiness for training. Task Analysis - -The process of identifying the tasks, knowledge, skills, and behaviors that training should emphasize. Readiness for training - -A combination of employee characteristics and positive work environment that permit training. MAN 3301 MAN 3301 what managers should do to support training - --Understand the content of the training -Know how training relates to what you need employees to do -In performance appraisals, evaluate employees on how they apply training to their jobs -Support employees' use of training when they return to work -Ensure that employees have the equipment and technology needed to es training -Prior to training, discuss with employees how they plan to use training content -Give employees release time from their work to attend training -Explain to employees way they have been asked to attend training -Give employees feedback related to skills or behavior they are trying to develop -If possible, be a trainer Planning the training - -establishing objectives for the training program. Based on those objectives, the planner decides who will provide the training, what topics the training will cover, what training methods to use, and how to evaluate the training. Training Methods - -presentation, hands-on, group-building Presentation Methods - -trainees receive information provided by others Hands-on methods - -trainees are actively involved in trying out skills Group-building methods - -trainees share ideas and experiences, build group identities, learn about interpersonal relationships and the group Cross-Training - -team training in which team members understand and practice each other's skills so that they are prepared to step in and take another member's place Coordination Training - -team training that teaches the team how to share information and make decisions to obtain the best team performance Team Leader Training - -training in the skills necessary for effectively leading the organization's teams Implementing Training - -Communicate the learning objective. Use distinctive, attention-getting messages. Limit the content of training. Guide trainees as they learn. Elaborate on the subject. Provide memory cues. Transfer course content to the workplace. Provide feedback about performance. Evaluating Training - -when the program is being developed MAN 3301 MAN 3301 Applications of Training - -include orientation and onboarding of new employees and training in how to manage workforce diversity. Orientation - -Training designed to prepare employees to perform their jobs effectively, learn about their organization, and establish work relationships. Onboarding - -ongoing process that aims to prepare new employ