HRIR 3021 Exam 2 UMN questions well answered to pass, Exams of Nursing

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HRIR 3021 Exam 2 UMN

Forecasting - correct answer ✔✔The attempts to determine the supply and demand for various types of human resources to predict areas within the organization where there will be labor shortages and surpluses -qualitative and quantitative methods Trend analysis - correct answer ✔✔constructing and applying statistical models that predict labor demand for the next year given relatively objective statistics from the previous year (Ex: if an organization has implemented a new training program for managers in order to prevent discrimination and harassment, HR trend analysis can be used to track the number of discrimination and harassment complaints that are filed after the training program has been implemented) Leading Indicators - correct answer ✔✔objective measures that accurately predict future labor demand Transitional Matrix - correct answer ✔✔A 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 - correct answer ✔✔A set of knowledge and skills that make the organization superior to competitors and create value for customers Downsizing - correct answer ✔✔The planned elimination of large numbers of personnel with the goal of enhancing the organization's competitiveness Outsourcing - correct answer ✔✔Organizations use outsourcing as a way to promise to deliver the same or better quality at a lower cost Workforce Utilization Review - correct answer ✔✔a comparison of the proportion of employees in protected groups with the proportion that each group represents in the relevant labor market

An analysis of a workforce's demographics. The purpose is to assess whether an organization employs a specific group Recruiting - correct answer ✔✔Any practice or activity carried on by the organization with the primary purpose of identifying and attracting potential employees Employment at will - correct answer ✔✔Employment principle that is there is no specific employment contract saying otherwise, the employer or employee may end an employment relationship at any time, regardless of the cause Due-Process Policies - correct answer ✔✔formally lay out the steps an employee may take to appeal an employer's decision to terminate that employee Direct Applicants - correct answer ✔✔people who apply for a vacancy without prompting from the organization Referrals - correct answer ✔✔people who apply for a vacancy because someone in the organization prompted them to do so nepotism - correct answer ✔✔favoritism shown to family or friends by those in power, especially in business or hiring practices Yield Ratio - correct answer ✔✔the percentage of applicants from a recruitment source that make it to the next stage of the selection process cost per hire - correct answer ✔✔The total amount of money spent to fill a job vacancy. The number is computed by finding the cost of using a particular recruitment source and dividing that cost by the number of people hired to fill that type of vacancy. realistic job preview - correct answer ✔✔gives a candidate a picture of both positive and negative features of the job and the organization before he or she is hired

What are the main purposes of workforce planning? - correct answer ✔✔The primary goal is to predict which areas of the organization will experience labor shortages or surpluses i. Identify workforce requirements needed for strategic plan ii. Discovers where/if competency gaps exist iii. Plans for internal and external factors iv. Implements workforce shortage and reduction strategies Three quantitative tools for labor forecasting - correct answer ✔✔i. trend analysis - constructing and applying statistical models that predict labor demand for the next year, given relatively objective statistics from the previous year ii. ratio analysis - 10 million sales = 30 FTE in past ratio, sales forecast is iii. regression analysis - statistically identity historical predictors of workforce size, only use equations with predictors found to be statistically significant

1. How do internal and external considerations affect workforce planning? We discussed several in class

• they were in the slides. - correct answer ✔✔a. INTERNAL i. Turnover ii. Employee development iii. Current workforce profile iv. Current engagement levels v. Employee performance vi. Operations, process efficiencies vii. Technology improvements

b. EXTERNAL i. Economy ii. Competitors iii. Threat of substitution iv. Legislation v. Labor market vi. Globalization vii. Technology viii. Suppliers ix. Customer demands x. Geography Describe ways that we can eliminate a labor surplus and avoid a labor shortage - correct answer ✔✔Eliminate labor surplus i. Downsizing ii. Pay reductions iii. Demotions iv. Transfers v. Hiring freeze vi. Work sharing vii. Natural attrition viii. Early retirement Avoid labor shortage i. Overtime - fast results ii. Temporary employees - fast results iii. Outsourcing - fast results iv. Retrained transfers - slow results

v. Turnover reductions vi. New external hires There were two charts in your textbook and we looked at them in class as well. - correct answer ✔✔a. Transitional matrix - where are people now & where are they going b. Chart of "options of reducing a surplus" What are the main objectives for downsizing? What the consequences of downsizing are as described in the text? - correct answer ✔✔a. Objectives: reduce costs, replace labor with technology, mergers & acquisitions, moving to more economical locations b. Consequences: hurts organizational effectiveness, reduced creativity, confusion, demoralization Why is recruitment a strategic imperative? How is it a marketing effort? - correct answer ✔✔i. A recruitment program is mission critical - recruitment is a form of business contest and it's highly competitive

1. Just as corporations strategize to develop, manufacture, and market the best product/service, they need to identify, attract and hire the most qualified people What are the following recruitment considerations as referenced in your book and/or discussed in class?

• correct answer ✔✔a. P/O P/J Fit i. Person/organization & person/job fit

1. The person should be a match to the job (P/J) a. Has the right KSAO's b. Is interested in the work & rewards
2. The person should be matched to the organization (p/o) a. Understands and supports the core values of the organization as a whole Internal candidates vs. external candidates - correct answer ✔✔Internal

1. Internal job postings, recommendations
2. Succession plans External
3. Receive significantly lower performance reviews
4. 61% more likely to be fired from their new jobs than were those who had been promoted within the firm
5. Made 18% more money than the internal promotes in the same job recruitment process - correct answer ✔✔Screening applications > testing & reviewing work samples > interviewing candidates > checking references > making selection & offer > acceptance & background check Be able to describe and understand the use of different types of screening tools, i.e. drug tests, work samples, medical examinations - correct answer ✔✔a. Cognitive ability tests b. Physical ability tests c. Medical examinations d. Job performance tests e. Work samples f. Resumes, cover letters, application What are the three steps in creating a screening assessment tool? - correct answer ✔✔a. Make list of KSAO's required for a job (knowledge, skill ability and other) b. For each KSAO, decide if it needs to be assessed in the selection process (how critical is it?) c. Determine methods for assessment to be used for each critical KSAO What is the science behind measurement tools? Reliability, different types of validity. - correct answer ✔✔Reliability i. Are there consistent results (IQ test) ii. Is there a correlation (vision test 1.0) iii. A test can be reliable but not valid

Validity - the extent to which performance on the measure (test score) is related to what the measure is designed to assess i. A test cannot be valid it it's not reliable What types of questions should you avoid in interviews? What are the different types of interview questions? - correct answer ✔✔a. Age b. Marriage c. Children d. Religion e. Protected class What are legal issues in recruiting and background checks? (disparate treatment, disparate impact, reliability and validity, Ban the Box, negligent hiring) - correct answer ✔✔Several laws apply: civil rights act of 1991, ADEA, title 7 Americans with diabilities, dair credit reporting act, immigration reform and control act Failure to obtain information that could have been easily accessed during the hiring process could result in negligent hiring - employer knew, or should have known of the risk Examples of legal issues with hiring - correct answer ✔✔Mycom vs. Persona

1. An employee embezzled money from the company after being placed by a temp agency a. The agency should have conducted a background check & would have learned the employee had a history of theft Johnson vs. Totally Secured c. Two security guards were hired with criminal backgrounds which manifested in the physically aggressive handling of multiple routine security matters i. Employees had convictions of violent crimes in their records What is an RJP (realistic job preview) and are they successful tools? This was in you reading in chapter five. - correct answer ✔✔Background information about job's positive and negative qualities

i. Can get around this problem and help organizations minimize turnover among new employees

1. Research suggests RJP's have a weak and inconsistent effect on turnover Cost effort is low & easy to implement What is the multiple-hurdle model vs. the compensatory model and what are advantages or disadvantages of each? - correct answer ✔✔Multiple Hurdle Model - candidates are required to pass each stage or hurdle in a selection process. This model is often used when there are specific job requirements or criteria that are considered non-negotiable. i. Advantages - high standard of qualification, tailored selection, risk mitigation ii. Disadvantages - time consuming, resource intensive Compensatory model: candidates are evaluated on multiple criteria, and their strengths in one area can compensate for weaknesses in another. Scores from different criteria are combined to make a decision. i. Advantages - flexibility, efficient, talent pool diversity ii. Disadvantages - risk of missed weakness, subjectivity, difficult setting standards Training - correct answer ✔✔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 - correct answer ✔✔systematically developing training to meet different needs needs assessment - correct answer ✔✔the process of evaluating the organization, individual employees, and employee's tasks to determine which kinds of training, if any are necessary learning management system - correct answer ✔✔A computer application that automates the administration, development, and delivery of a company's training programs Organization Analysis - correct answer ✔✔a process for determining the appropriateness of training by evaluating the characteristics of the organization

Person Analysis - correct answer ✔✔a process of determining individuals' needs and readiness for training task analysis - correct answer ✔✔process for identifying the tasks, knowledge, skills and behaviors that training should emphasize readiness for training - correct answer ✔✔a combination of employee characteristics and positive work environment that permit training Electronic performance support system EPSS - correct answer ✔✔computer applications that provide access to skills, training, information, and expert advice when a problem occurs on the job On-the-job training - correct answer ✔✔training methods which a person with job experience guides trainees apprenticeship - correct answer ✔✔work study training method that traches job skills through a combination of structured on-the-job training and classroom training internship - correct answer ✔✔OTJ training sponsored by an educational institution as a component of an academic program Simulation - correct answer ✔✔training method that represents a real-life situation, with trainees making decision resulting in outcomes that mirror what would happen on the job Avatars - correct answer ✔✔manipulate onscreen to play roles as coworkers or other participants in job- related simulation Experiential programs - correct answer ✔✔participants learn concepts and then apply them by simulating the behaviors involved and analyzing the activity, connecting it with real-life situations Virtual reality - correct answer ✔✔computer-based tech that provides interactive, 3-D learning experience

Adventure leaning - correct answer ✔✔outdoor, structured activities Cross-training - correct answer ✔✔team members understand and practice each other's skills Coordination training - correct answer ✔✔trains the team in how to share information and decisions to obtain the best team performance Team-leader training - correct answer ✔✔training people for the skills necessary for team leadership Action learning - correct answer ✔✔teams or work groups get an actual problem, work on solving it and commit to an action plan & are accountable to carrying out the plan Transfer of training - correct answer ✔✔On the job knowledge, skills and behaviors learned in training Communities of practice - correct answer ✔✔groups of employees who work together, learn from each other, and develop a common understanding of how to get work accomplished Identify the business case for training as discussed in class (?) - correct answer ✔✔o Business case for training: Google, Disney, Mariott § Top management is committed to training and development § Training is tied to business strategy & linked to bottom-line results § Organizational environments are feedback rich; they stress continuous improvements, promote risk taking, offer 1:1 coaching, and afford opportunities to learn from the successes and failures of decisions § There's commitment to invest in necessary resources to provide sufficient time and money for training o Training & onboarding § 4 goals of onboarding: compliance, clarification, culture, connection o ROI of training linked to organizational needs § Better task behavior leading to successful operational outcomes § Reduced expenses, fewer mistakes, safer workers § Better employee retention, more motivation and commitment

What are common mistakes of managers when assessing a performance deficiency? - correct answer ✔✔Performance gap/deficiency = the distance between current performance and expected performance (standard) May be a result of a lack of knowledge, skills, and attitudes Mistakes of managers: ignoring the issues, placing blame, inconsistent standards List and be able to explain the steps in the instructional design/planning process. - correct answer ✔✔Assess needs for training Ensure readiness for training Plan training program (objectives, trainers, methods) Implement training program (principles or learning, transfer of training) Evaluate results of training How do we examine training needs from the following levels: - correct answer ✔✔Organizational - budget, time, strategy, support Person - performance, deficiencies, who needs training Task - what KSAO's are necessary? Understand the sources of information we can seek to complete a training needs assessment. - correct answer ✔✔Identify behaviors associated with the role's success & failure - what problems are you trying to solve? Complete a training needs analysis at the org, team and individual level

Review and be able to explain the Edgar Dale Cone of Learning. Why is it important to understand the retention of information when designing training programs? - correct answer ✔✔People generally remember -10% of what they read -20% of what they hear -30% of what they see -50% of what they see and hear -70% of what they say and write -90% of what they do Read & hear (define, list, describe, explain) See & hear (demonstrate, apply, practice) Say & write & do (analyze, define, create, evaluate)

1. What is the best way to evaluate training effectiveness? See learning objective 7-07 in your text. - correct answer ✔✔o Measures of training success § Return on investment § Trainee satisfaction § Performance improvement § Transfer of training § New skills, knowledge Explain transfer of training - correct answer ✔✔To measure whether conditions are in place for transfer of training ask: § Do you perform the task § How many times do you perform the task? § To what extent do you perform difficult and challenging learned tasks

Be able to explain why/how companies use orientation and onboarding - correct answer ✔✔ Performance management 6 steps - correct answer ✔✔i. Define performance outcomes for the company and department ii. Develop employee goals, behavior, and actions to achieve outcomes iii. Provide support and ongoing performance discussions iv. Evaluate performance v. Identify improvements needed vi. Provide consequences and performance results Simple Ranking - correct answer ✔✔method of performance measurement that requires managers to rank employees in their group from the highest performer to the poorest performer forced distribution method - correct answer ✔✔method of performance measurement that assigns a certain percentage of employees to each category in a set of categories paired comparison method - correct answer ✔✔method of performance measurement that compares each employee with each other employee to establish rankings graphic rating scale - correct answer ✔✔method of performance measurement that lists traits and provides a rating scale for each trait; the employer uses the scale to indicate the extent to which an employee displays each trait critical incident method - correct answer ✔✔method of performance measurement based on managers' records of specific examples of the employee acting in ways that are either effective or ineffective Behavorially Anchored Rating Scale (BARS) - correct answer ✔✔Employee gradations in performance rated according to scales of specific behaviors behavorial observation scale -BOS - correct answer ✔✔a variation of a BARS which uses all behaviors necessary for effective performance to rate performance at a task

organizational behavior modification - correct answer ✔✔ Management by Objectives (MBO) - correct answer ✔✔a program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress Calibration Meeting - correct answer ✔✔meeting at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors What is the definition of performance management and the purposes of performance management? - correct answer ✔✔Process through which managers ensure that employees' activities and outputs contribute to the organization's goals

• Performance management can potentially deliver benefits to individual employees & the organization as a whole i. Can tell top performers they are valued, encourage communication between mangers and employees, establish consistent standards, and help the organization identify its strengths and weaknesses What are the steps in a modern performance management system? How is this different from the traditional model? - correct answer ✔✔i. Set Clear Expectations: ii. Frequent Feedback iii. Performance Development Plans iv. 360-Degree Feedback v. Check-Ins and Conversations vi. Continuous Learning and Training The key difference between modern and traditional performance management lies in the approach to continuous feedback, development, and alignment with organizational goals

Understand the different evaluation methods mentioned in the reading (for instance, simple ranking, forced distribution, graphic rating scales, BARS, BOS, MBO, 360 reviews) and their benefits and disadvantages. We did not have time to discuss all in class, but you will be tested on any from class or in the reading. - correct answer ✔✔ subjective measures - correct answer ✔✔Subjective measures involve the assessment of an employee's performance based on personal judgments, opinions, or perceptions. These are often rooted in qualitative evaluations. Examples of subjective measures include trait-based assessments (evaluating personality traits, like teamwork or leadership), attribute ratings (evaluating specific attributes, like punctuality or communication skills), and graphic rating scales. objective measures - correct answer ✔✔rely on quantitative data and observable outcomes to assess performance. These measures are often considered more tangible and data-driven Examples of objective measures include result-oriented measures (evaluating outcomes or results achieved by an employee, such as sales numbers or project completion rates) and behavioral measures (assessing specific behaviors, actions, or tasks performed by an employee, like meeting deadlines or following safety protocols). What's Wrong with Rating Traits and Attributes? - correct answer ✔✔Rating traits and attributes in a subjective manner can be problematic because they are often highly influenced by personal biases and subjectivity. Different raters may interpret and evaluate traits differently. These measures lack specificity, making it difficult for employees to understand how to improve or what specific actions they should take to enhance their performance. Rating traits and attributes can be prone to halo effect (overgeneralizing positive or negative impressions), leniency/severity bias (rating everyone too high or too low), and central tendency bias (tendency to rate everyone as average). result-oriented measures - correct answer ✔✔Result-oriented measures focus on the outcomes or results achieved by an employee, such as sales figures, revenue generated, or the number of projects completed successfully.

behavioral measures - correct answer ✔✔Behavioral measures assess specific behaviors, actions, or tasks an employee undertakes in their role, such as adhering to safety procedures, collaborating effectively with team members, or meeting deadlines Opportunity Bias - correct answer ✔✔Opportunity bias occurs when external factors beyond the employee's control significantly influence an apparently objective measure, making it less objective than it appears. Seemingly Objective Measures - correct answer ✔✔ evaluation methods - correct answer ✔✔- simple ranking

• forced distribution -graphic rating scales -behavorially anchored rating scales (BARS) 4 approaches to employee development - correct answer ✔✔1. formal education

2. assessment
3. job experiences
4. interpersonal relationships 360-degree appraisal - correct answer ✔✔Process of using multiple sources of appraisal to gain a comprehensive perspective on one's performance -save it for someone who's at a management role Mentoring defined - correct answer ✔✔mentoring is defined as a dynamic relationship where carer support and psychological support (role modeling, acceptance and cofirmation, etc) are offered to a junior employee by mentor who is typically someone more senior and experienced in the organization reverse mentoring - correct answer ✔✔Pairing of a younger, junior employee acting as mentor to share expertise with an older senior colleague, the mentee.

-non conventional form of a mentor relationship WSP Article - correct answer ✔✔introduces reverse mentoring glass ceiling - correct answer ✔✔an invisible limit on women's climb up the occupational ladder Types of glass ceiling -different pay for comparable work -racial, religious, ethnic, and sexual discrimination -lack of family friendly policies -stereotyping -lack of role models and lack of mentoring Succession Planning - correct answer ✔✔the process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant benefits -senior management regularly reviews the company's leadership talent -ensures the critical talent is available -provides development experiences that managers must complete -helps attract and retain managerial employees What's a characteristic of task analysis? - correct answer ✔✔it's typically conducted along with a person analysis Svetlana wishes to conduct research on HRIR 3021 students at the Carlson School ofManagement to gauge their understanding of HRM concepts. She decides to use both interviewsand surveys to collect her data. This process of using more than one tool to collect data is calledas: - correct answer ✔✔Triangulation

Triangulation Method in HR - correct answer ✔✔Involves using more than one option to gather data, such as interviews, observations, questionnaires, and documents. Predictive Validation - correct answer ✔✔research that uses the test scores of all applicants and looks for a relationship between the scores and future performance of the applicants who were hired Concurrent Validation - correct answer ✔✔research that consists of administering a test to people who currently hold a job, then comparing their scores to existing measures of job performance construct validation - correct answer ✔✔the strategy of establishing the validity of a measure by comparing it with a wide range of other measures Please identify the 'performance criteria' in the training objective listed below: "Write a customer reply letter with no spelling mistakes by using a word processor" - correct answer ✔✔Write a customer reply letter Objective: what is the action Criteria: the correctness of your response Which level of Kirkpatrick's training evaluation model is often nicknamed as 'SmileySheets' while collecting feedback? - correct answer ✔✔Reaction When choosing an instrument for selection purposes, we should be looking into it - correct answer ✔✔- reliability -validity -utility -generalizability Kirkpatrick's 4 Levels of Evaluation - correct answer ✔✔Level 1 (bottom). Reaction

Level2. Learning Level3. Behavior Level4 (top). Results The 5 criteria for measuring the effectiveness of a performance management system - correct answer ✔✔-Fit with strategy -Validity -Reliability -Acceptability -Specific feedback Recent years - managers are complaining that performance management systems don't meet the 5 criteria They said the criteria don't help distinguish between high and low performers or help them improve performance