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MGT 3531 Exam 2 Study Guide

by: Tori Wilson

MGT 3531 Exam 2 Study Guide MGT 3513

Marketplace > Mississippi State University > Business > MGT 3513 > MGT 3531 Exam 2 Study Guide
Tori Wilson
GPA 3.53

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About this Document

Study guide covering recruitment and selection.
Introduction to Human Resources Management
Bryan Rogers
Study Guide
HR, Human Resource Management, recruitment, selection
50 ?




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This 3 page Study Guide was uploaded by Tori Wilson on Saturday March 5, 2016. The Study Guide belongs to MGT 3513 at Mississippi State University taught by Bryan Rogers in Winter 2016. Since its upload, it has received 77 views. For similar materials see Introduction to Human Resources Management in Business at Mississippi State University.


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Date Created: 03/05/16
MGT 3513 Exam 2 Study Guide Chapter 4: Recruitment and Selection  Labor Supply  Internal  Succession Planning  Pros  Less costly  Clear signal  Familiar  Cons  Reduce innovation  Undercut in authority  External   Pros  Fresh perspective  Cons  “Rookies”  Resentment from current employees  Labor Surplus – more employees than needed  Labor Shortage – workers are in short supply  Labor Demand – how many workers the organization will need  Human Resource Planning – process used to ensure the right amount and kind or  people  Forecasting – predicting supply and demand  Large companies vs. Small companies  Qualitative  Quantitative  Hiring Process  Step 1: Recruitment  Step 2: Selection  Step 3: Socialization  Challenges  Personal characteristics  Measurement  Motivation  Approaches to Recruitment  Fly paper   A lot of applicants  Only good points  High turnover  Realistic Job Preview  Quality applicants  Low turnover  Evaluating Recruitment  Cost Per Hire  Costs/hires  Yield Ratio  Hires/applicants  Applicant Quality   Selection tools  Determines if the applicant will fit into the company culture and is able to  perform the job  Tools must be job related  Correlation Coefficient   Must be valid and reliable  Deficiency Error  An important part of the job is not measure in the selection process  Contamination Error  Selection tool includes unwanted influences not related to the job  Empirical Validity  Concurrent  Measures everything in one day  Predictive Validity  Measures over a period of time  Correlations  1 : perfect (happens every time)  ­1 : never happens  0 : no relationship  Selection Tools  Valid tests  Letters of recommendation  Biodata Form ­ Detailed version of an application  Cognitive Ability ­ Verbal and quantitative ability  Work Sample  Interviews ­ Structured o Questions  Situational  Behavioral  Job Knowledge  Worker Requirement ­ Panel  Drug Tests  Reference Checks ­ Must follow 3 requirements  Background Checks  Sometimes Valid  Personality Traits ­ O.C.E.A.N  Not Valid  Emotional Intelligence  Honesty Tests


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