MANA 4355 Exam 1
3 goals of selection - answer1. Hire The Right Number of Qualified People
2. Do Things in a Legally Acceptable Way
3. Do Things in a Cost Effective Way
Hire The Right Number of Qualified People - answer-Getting Them Interested
-Screening Them
-Convincing Them to Say "Yes"
Effective selection heavily depends on... - answerhaving what is necessary to do the job
-example: 30 years ago people believed you had to be a man to be a fighter pilot
Fundamental Assumptions to a systematic approach - answer-People have abilities and
other traits, many of which are relatively stable in adulthood
-People differ in terms of how much of these traits they possess
-When performance is dependent on a given trait assume more is better
-Relative differences in abilities remain fairly stable even after training and/or
experience
Fundamental Assumptions (cont'd) - answer-Traits and abilities can be measured
-The traits and abilities necessary for high performance vary across jobs
Most basic elements of HR selection - answer-Identify the human characteristics that
are most important for high performance on a job
-Assess applicants for the existence of those characteristics
-Entice those applicants who best "fit" the requirements of the job to accept your offer of
employment
Division of labor - answerthe result of conscious decisions by management and of the
natural evolution of organizations and their structures
Division of labor assumptions - answer-Competent?
-Trustworthy?
-Motivated?
-Share the organization's goals?
Job Analysis definition - answerA systematic process to determine the nature of work
performed on a particular job; including determining the duties, responsibilities, and
reporting relationships involved
Job analysis function - answeridentifies critical attributes of the "successful" job
incumbent
, Products of Job Analysis - answer-Job Description
-Job Specification
Job Description - answerwritten description of the work performed
Job Specification - answerwritten description of the incumbent attributes necessary for
"success"
Job v. Position Description - answerJOB:
-document the general nature of the work to be performed
-include general responsibilities and duties as well as the employee characteristics
required
-are used for job classification and as a basis for position descriptions
Job v. Position Description - answerPOSITION:
-customize responsibilities to departmental needs including supervisory relationships
-focus on outcomes and accountability rather than duties
-define the employee's specific duties and are used to manage performance
The Job Description: Content - answer-focus is on the job, not any particular person
who is performing the job
-use action verbs to describe the duties, tasks, and responsibilities
-use clear and concise language; avoid jargon
-allow for flexibility and future change
-list job tasks by priority (most to least essential)
Job Specification: Contents - answer-Any physical, intellectual, personality, or cognitive
attribute necessary for performing the job at the minimally acceptable level
-The description targets the minimal qualifications necessary
Job Specification: Specifics - answer-Background
-KSAO's
-Personal characteristics needed at the time of hiring
-Personal characteristics that must be acquired while on the job or in training
-Can promotion be used in an initial hiring decision?
Background - answer-Education
-Training
-Certification
-Prior experience
KSAO's - answer-knowledge
-skills
-ability
-"other" characteristics
3 goals of selection - answer1. Hire The Right Number of Qualified People
2. Do Things in a Legally Acceptable Way
3. Do Things in a Cost Effective Way
Hire The Right Number of Qualified People - answer-Getting Them Interested
-Screening Them
-Convincing Them to Say "Yes"
Effective selection heavily depends on... - answerhaving what is necessary to do the job
-example: 30 years ago people believed you had to be a man to be a fighter pilot
Fundamental Assumptions to a systematic approach - answer-People have abilities and
other traits, many of which are relatively stable in adulthood
-People differ in terms of how much of these traits they possess
-When performance is dependent on a given trait assume more is better
-Relative differences in abilities remain fairly stable even after training and/or
experience
Fundamental Assumptions (cont'd) - answer-Traits and abilities can be measured
-The traits and abilities necessary for high performance vary across jobs
Most basic elements of HR selection - answer-Identify the human characteristics that
are most important for high performance on a job
-Assess applicants for the existence of those characteristics
-Entice those applicants who best "fit" the requirements of the job to accept your offer of
employment
Division of labor - answerthe result of conscious decisions by management and of the
natural evolution of organizations and their structures
Division of labor assumptions - answer-Competent?
-Trustworthy?
-Motivated?
-Share the organization's goals?
Job Analysis definition - answerA systematic process to determine the nature of work
performed on a particular job; including determining the duties, responsibilities, and
reporting relationships involved
Job analysis function - answeridentifies critical attributes of the "successful" job
incumbent
, Products of Job Analysis - answer-Job Description
-Job Specification
Job Description - answerwritten description of the work performed
Job Specification - answerwritten description of the incumbent attributes necessary for
"success"
Job v. Position Description - answerJOB:
-document the general nature of the work to be performed
-include general responsibilities and duties as well as the employee characteristics
required
-are used for job classification and as a basis for position descriptions
Job v. Position Description - answerPOSITION:
-customize responsibilities to departmental needs including supervisory relationships
-focus on outcomes and accountability rather than duties
-define the employee's specific duties and are used to manage performance
The Job Description: Content - answer-focus is on the job, not any particular person
who is performing the job
-use action verbs to describe the duties, tasks, and responsibilities
-use clear and concise language; avoid jargon
-allow for flexibility and future change
-list job tasks by priority (most to least essential)
Job Specification: Contents - answer-Any physical, intellectual, personality, or cognitive
attribute necessary for performing the job at the minimally acceptable level
-The description targets the minimal qualifications necessary
Job Specification: Specifics - answer-Background
-KSAO's
-Personal characteristics needed at the time of hiring
-Personal characteristics that must be acquired while on the job or in training
-Can promotion be used in an initial hiring decision?
Background - answer-Education
-Training
-Certification
-Prior experience
KSAO's - answer-knowledge
-skills
-ability
-"other" characteristics
