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WSU MGMT 455 - Exam 2 Study Guide
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MGMT 455 Exam # 2 Study Guide Internal vs. External recruiting(important differences)- External recruiting has a wider pool of applicants- There is more information on people who are internal candidates- Most important difference—o When recruiting internally, you still have to care about them even if they don’t fit into theposition—develop a plan to help them get on tracko Externally—you either interview or send them rejection letter- Internal recruiting: o Mobility paths: approved employee movement within the company structure Official company support for employee development and promotion Hierarchical mobility paths: promotion ladders—this label implies that each job is a step toward the top of the organization (pg. 274)—goal is for each personto achieve a position with ever-higher status Alternative mobility paths: the emphasis here is on movement in the organization in any direction—up, down, and side to side—employee movement is emphasized to ensure that each employee is continuously learning and that he or she can make the greatest contribution to the organizationReliability & Validity (specific explanations to managers)- Reliability: when your hiring instruments make similar assessments every time they are used- Validity: when your application, testing, and interviewing results correctly identify applicants thatturn out to be top performersThe organization recruiting plan (targeting and messaging)- Targeting: selecting the best places to find the most qualified applicants (KSAOs and competencies)o Take message to where the best employees are going to be found- Messaging: getting the best applicants interested in working for your organization.o Now you’ve found the best, what are you going to say to get them excited Realistic messages (job qualifications, organizational competencies, and job realities) Attractive messages (specific rewards or job and organization based on a quality rewards job analysis)- Employee Value Proposition:o Employee requirements: Job responsibilities/organizational citizenship Job performance/organizational productivityo Employer rewards Extrinsic: rewards provided by company- Salaries, benefits, incentives, bonuses, perks, working conditions, co-workers, etc.  Intrinsic: rewards derived from job success- Autonomy, significance, feedback, recognition, promotion, challenge, achievement, etc.- Best employees come from intrinsic rewards- Makes you motivated/allows you to work harder- Recordso Applicant statuso Timeliness and accuracyo Internal processo Communications to applicants Hiring decisionThe value and power of measurement - Range of probabilityo Standard deviation (68%) and (95%) 68% is 1 standard dev 95% is 2o But only if you are using just one data setMeasurement scales - Nominal: o Categorieso A given attribute is categorized, and numbers are assigned to the categories—no order or level implied among the categorieso For example, each job title could represent a different category, with a different number assigned to it; managers=1, clericals=2, sales=3, and so on. - Ordinalo Rank order judgmento Rank ordered according to how much of the attribute they posseso Objects may be ranked from best to worst or from highest to lowesto For example, five job candidates, each of whom has been evaluated in terms of overall qualification for the job, might be rank ordered from 1 to 5, or highest to lowest according to their job qualifications- Intervalo pre-set classificationso equal distance between rankso the difference between adjacent points on the measurement scale are now equal in terms of the attribute. If an interval scale is used to rank order the five job candidates, the differences in qualifications between those ranked 1 and 2 are equal to the differences between those ranked 4 and 5o in the example of the five job candidates, the difference in qualifications between those ranked 1 and 2 might be slight compared with the distance between hose ranked 4 and 5- Ratio:o Similar to interval scales in that there are equal differences between scale points for the attribute being measuredo In addition, ratio scales have a logical or absolute true zero point—because of this, how much of the attribute each object possesses can be stated in absolute terms- ***nominal and ordinal scales are more subjective—more open to bias- ***interval and ratio scales are more objective—less judgment allowedInterpretation- Meano 50% (normal distribution)- standard deviationo z score—number of standard deviations from the mean- percentile- correlationo to show the strength of the relationship correlation coefficient—to measure the relationship (r value) coefficient of determination—to communicate the relationship (r squared value)- regression equationo to use these relationships to improve your hiring decisions reliability—to prove the consistency of your measures validity—to prove the degree to which your measures improve the quality of your new employeesReliability - how to measure o intrarater agreement (same raters-different times)o inter-rater agreement (different raters-same time period) (rule of thumb=.75)- how to improve:o Create some standardized processo Objectivity—pre-determined measures (same collection measures every time)- Deficiency and contamination erroro Deficiency errors: occurs when there is a failure to measure some portion or aspect of the attribute assessedo Contamination: represents the occurrence of unwanted or undesirable influence on the measure and on individuals for whom the measure is being used.Examples: o Lack of pre-set measures—Contaminationo Measuring only part of a characteristic—deficiencyo Inconsistent processes (not used same way every time)—contaminationo Overly general measures—deficiencyo Overly subjective or unclear questions (rating scales)—contaminationo Not all measures--deficiencyValidity - how to measure- how to improveo accuracy of measurement/accuracy of prediction change measures to focus on attributes use only those attributes that do predict performance Accuracy of measurement: refers to the correctness of the measure pg 336Accuracy of prediction (false positives & false negatives)- false positives:o instruments are rating candidates higher than actualo this results in hiring lower qualified applicantso in order to reduce false positives, use 90 (set


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WSU MGMT 455 - Exam 2 Study Guide

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