MIDTERM (HRM)

Individual’s beliefs about what is right and wrong and what is good and bad.

Monitoring and adjusting the composition of the organization’s workforce to its optimal size.

Terminating employees whose services are no longer desired.

Employee’s perception of the justice involved in the layoff process is a critical determinant of his/her reaction.

Job is performed under a condition that closely simulates the real work environment

Firms make at least one occasional selection error and hire the wrong person

Feelings of being unhappy with one’s job.

Making work meaningful and giving more autonomy and opportunity to use skills.

Hours worked above the normal 40-hour workweek, for which there is usually a pay premium.

ndividuals who are regularly expected to work less than 40 hours a week.

Paying a fee to a leasing company to provide a pool of employees who are available on a temporary basis.

Ways of reducing the voluntary turnover of desired employees.

Structured employment interview, Semistructured employment interview, Unstructured employment interviews.

Rights given to employees to purchase a certain number of shares of stock at a given price.

Designed to try to improve performance through the use of punishment and discipline.

Causes of job dissatification includes the following, except?

Employee behaviors that are beneficial to the organization but are not formally required as part of an employee’s job.

First-impression error, Contrast error, Similarity errors ,Nonrelevancy, Interviewers knowledge of job.

Failure to do so could elicit legal actions

Provide incentives for other employees to retire early

Involves more generalized training for future managerial roles and positions

System-wide effort to increase the organization’s overall performance via planned interventions.

Permits firms to select applicants from some underrepresented group in the organization while still ensuring high perfom

Process of looking to sources outside the organization for prospective employees

Applicants who are predicted to fail and are not hired but who would have been successful if hired.

Existing employees’ morale and commitment drop dramatically.

Downsizing results in negative effects on stock prices and other financial indexes.

Process of looking inside the organization for existing qualified employees who are eligible for promotion.

Applicants who are predicted to be successful and are hired but who ultimately fail.

Combination of on-the-job training and classroom instruction.

Process of developing a pool of qualified applicants who are interested in working for the organization.

Degree to which an employee identifies with an organization and is willing to exert effort on behalf of the organization

Cutting back on the contingent workforce and retaining only permanent members.

Lectures or discussions, Computer-assisted instruction, Programmed instruction

Pre-employment previews that provide accurate and realistic information to the job applicant.

Methods of external recruiting includes the following, except?