HRIR 3021 EXAM 2 UMN- QUESTIONS
AND ANSWERS
What are legal issues in recruiting and background checks? (disparate treatment,
disparate impact, reliability and validity, Ban the Box, negligent hiring) - Answer-Several
laws apply: civil rights act of 1991, ADEA, title 7 Americans with disabilities, 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 - 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. - 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? - 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 - 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 - Answer-systematically developing training to meet different needs
needs assessment - 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 - Answer-A computer application that automates the
administration, development, and delivery of a company's training programs
Organization Analysis - Answer-a process for determining the appropriateness of
training by evaluating the characteristics of the organization
Person Analysis - Answer-a process of determining individuals' needs and readiness for
training
task analysis - Answer-process for identifying the tasks, knowledge, skills and behaviors
that training should emphasize
readiness for training - Answer-a combination of employee characteristics and positive
work environment that permit training
Electronic performance support system EPSS - Answer-computer applications that
provide access to skills, training, information, and expert advice when a problem occurs
on the job
On-the-job training - Answer-training methods which a person with job experience
guides trainees
nepotism - Answer-favouritism shown to family or friends by those in power, especially
in business or hiring practices
Yield Ratio - Answer-the percentage of applicants from a recruitment source that make
it to the next stage of the selection process
cost per hire - 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 - Answer-gives a candidate a picture of both positive and negative
features of the job and the organization before he or she is hired
AND ANSWERS
What are legal issues in recruiting and background checks? (disparate treatment,
disparate impact, reliability and validity, Ban the Box, negligent hiring) - Answer-Several
laws apply: civil rights act of 1991, ADEA, title 7 Americans with disabilities, 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 - 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. - 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? - 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 - 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 - Answer-systematically developing training to meet different needs
needs assessment - 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 - Answer-A computer application that automates the
administration, development, and delivery of a company's training programs
Organization Analysis - Answer-a process for determining the appropriateness of
training by evaluating the characteristics of the organization
Person Analysis - Answer-a process of determining individuals' needs and readiness for
training
task analysis - Answer-process for identifying the tasks, knowledge, skills and behaviors
that training should emphasize
readiness for training - Answer-a combination of employee characteristics and positive
work environment that permit training
Electronic performance support system EPSS - Answer-computer applications that
provide access to skills, training, information, and expert advice when a problem occurs
on the job
On-the-job training - Answer-training methods which a person with job experience
guides trainees
nepotism - Answer-favouritism shown to family or friends by those in power, especially
in business or hiring practices
Yield Ratio - Answer-the percentage of applicants from a recruitment source that make
it to the next stage of the selection process
cost per hire - 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 - Answer-gives a candidate a picture of both positive and negative
features of the job and the organization before he or she is hired
