HRMT 386 Exam actual Questions 100 verified

HRMT 386 Exam (actual ) Questions & 100% verified Answers

Cost per hire - ---Answers---- Used to evaluate the cost of a particular recruitment source

• Total cost of source/# of people hired.
• Low cost/hire means it is an efficient source.

Steps in the Selection Process - ---Answers---- Screening Applications & Resumes

• Testing & Reviewing Work Samples
• Interviewing Candidates
• Checking References & background
• Making a Selection

Criteria for evaluating selection methods - ---Answers---- Reliability

• Type of measurement indicates how free that measurement

is from random error.

• Generates consistent results.

• Validity
• The extent to which performance on the measure is related

to what the measure is designed assess. 1 / 4

• To determine validity - compare many peoples scores on

that score with their job performance.

• Correlation Coefficient
• The statistics that measure the degree with which two sets

of numbers are related.

• A higher correlation signifies a stronger relationship.

Criterion-Related Validity - ---Answers---- Measure of validity based on showing a substantial correlation between test scores and job performance scores.

Predictive validation - ---Answers---- Uses test scores of all applicants & looks for a relationship between the scores & future performance.

• Administers the test, waits, then measures the performance

of the applicants hired.

Concurrent validation - ---Answers---- Administers a test to people who currently hold a job then compare their scores to existing measures of job performance.

• If those who score higher on the test also do better on the

test then it is assumed to be valid.

Content Validity - ---Answers---- Consistency between the test items or problems & the kinds of situations or problems that occur on the job. 2 / 4

• Exposes the applicant to situations that are likely to occur on

the job.

• Tests if they have the knowledge, skills, abilities or other

competencies to handle the situations.

Construct Validity - ---Answers---- Establishing that tests to measure intelligence, leadership ability show that mastery of these areas are associated with successful performance on the job.

Legal Requirements for Employee Selection - ---Answers---- When selection a new employee or a promotion

• The election process needs to be conducted in a way that

avoids human rights & privacy complaints.

• Interview needs to be conducted in a way that candidates can

be assessed without drawing out info that is not relevant to the job being filled.

• Can't gather info that is about prohibited grounds of

discrimination.

• Interview notes can't contain discriminatory details.
• Candidates must provide consent before a background or

reference check can be conducted.

Why do organizations and individuals enter into employment relationships? - ---Answers---- Economic Relationship

• Employers hire workers to accomplish tasks.
• There is an exchange of value between the worker &

employer. 3 / 4

• Exchange time & skills (labour) for remuneration (wages &

benefits)

• Workers enter into the relationship because they must

exchange their labour with someone to acquire money by which they purchase the necessities of life.

o Duties & obligations are asymmetrical: the employer issues

orders & the employee obeys

• Employers must profit or fail - so pressures to decrease

labour cost.

• Maximize profits while workers try to increase wages and

control work conditions.

• Social Relationship
• By accepting employment, the workers are accepting

managerial authority and agreeing to comply with the rules & direction.

• Employment entails cooperation between workers and

employers (labour & capital)

• Both parties benefit from a profitable business.
• Diverging interests create conflict (profit vs. wages,

determining how & how quickly work will be done)

What does the word resource in the term human resource management suggest about the nature of the employment relationship? - ---Answers---- People are valuable.

• People provide a competitive advantage to the organizations

- Their characteristics: training, experience, judgement,

intelligence, relationship & insight can add economic value to the organization.

• / 4