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Exam 2 Study Guide

by: Joanne Notetaker

Exam 2 Study Guide 301

Marketplace > Rutgers University > 533 > 301 > Exam 2 Study Guide
Joanne Notetaker

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About this Document

Most of the questions and concepts from this study guide. It helps, trust me.
Introduction to Human Resources
Sargam Garg
Study Guide
Rutgers, humanresource
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This 6 page Study Guide was uploaded by Joanne Notetaker on Thursday October 6, 2016. The Study Guide belongs to 301 at Rutgers University taught by Sargam Garg in Fall 2016. Since its upload, it has received 6 views. For similar materials see Introduction to Human Resources in 533 at Rutgers University.


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Date Created: 10/06/16
Study Guide Exam 2 Intro to HR Some information about the exam: o 40 questions o All multiple choice Example questions: 1. Which of the following is true of integrity tests? (3 points) A. No one admits to having ever been dishonest B. Some people admit to having been dishonest, but the tests are not valid C. Some people admit to having been dishonest, and the tests are relatively valid D. They have low utility Answer: C. Some people admit to having been dishonest, and the tests are relatively  valid 2. You are a manager with six people reporting to you. You hate giving them performance  evaluations, so you just give everyone a rating of “excellent.” Which rater error is this? (2  points) A. Strictness B. Central tendency C. Horns D. Leniency Answer: D. Leniency Selection: Methods  The four criteria (excluding legality) with which to evaluate the quality of selection measures o Definitions  o How to assess them  A good level for reliability  A good level for validity Study Guide Exam 2 Intro to HR  Calculating utility (Refer specifically to the lecture slides with figures depicting the  relationship between test scores and performance) o Be able to calculate the selection ratio o Be able to calculate the “accuracy” of a test o Be able to calculate the utility of a test o Be able to compare the utility of two different tests to one another  Correlation coefficients:  o What is their range (i.e., their high and low points)? o What does the graph of a strong, moderate, or weak positive relationship look like? Selection: Measures  Dimensions of Cognitive ability o How is cognitive ability measured (e.g. a specific test used to assess it)  Big Five dimensions of personality and traits that characterize each  The two characteristics that most significantly predict job performance (i.e., the most valid  predictors of job performance)  Ways to improve the validity of interviews  How do integrity tests rate on the criteria to determine whether they are “good”  Prevalence of the use of drug tests by companies Study Guide Exam 2 Intro to HR Study Guide Exam 2 Intro to HR Legal Issues  Characteristics about people that are protected by federal legislation  Responsibilities of the EEOC  The role of job analysis in the Americans with Disabilities Act  Discussion about Casey Martin’s use a golf cart  In proving a disparate treatment case, what are Bona fide Occupational Qualifications and  how can companies use them to defend hiring practices  Using the 4/5ths rule to determine whether a selection test results in disparate impact (know  how to assess this in an example)  Know examples of questions that you MAY NOT ask during an interview because they can  be construed as illegal  Types of sexual harassment, and be able to identify them in an example Training  Office videos and our discussions in class about them.  Five steps in the instructional design process o The order in which the steps are conducted Study Guide Exam 2 Intro to HR o The factors that contribute to employee readiness, including the more specific factors  that contribute to employee trainability and motivation to learn o Critical features of the content delivery methods for creating a learning environment  From both the lecture slides and the article Theory & practice: Firms step up training for  front­line managers”: What methods Home Depot and Dell were using, and why they  decided to revamp them (if applicable)  The five factors that contribute to a climate that will ensure transfer of training  Methods for evaluating the effectiveness of the training process o How do companies tend to (most often) gather this information? o The four methods of training evaluation and how to assess them (for example, cognitive outcomes are assessed through paper­and­pencil tests) o Be able to apply the concepts of pre­ and post­tests/trained and control group to an  example to determine whether training was effective Performance Management  The definitions of the different facets of organizational citizenship behavior (OCB)  From an example, be able to identify the various rater biases (e.g., strictness, halo, etc.)  How to evaluate performance measures using each of the four types of evaluation: reliability, validity, strategic congruence, and specificity o Determine whether a measure is contaminated and/or deficient o Evaluate the global/comparative, behavioral, attribute, and results approaches on each  of the four criteria Study Guide Exam 2 Intro to HR  Be able to identify different rating scales from the global/comparative, behavioral, attribute,  and results approaches (e.g., the behavioral observation scale, graphic rating scale)  Some situational constraints to Management by Objectives (MBO)


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