Exam 5: Recruitment, Selection, and Job Performance

Scenario 5-2 The CEO of KM Contracting, a medium-sized Canadian construction company, has decided to develop a performance management system so that the company can measure employee performance. As the HRM, you believe that a lack of clear job standards has led to the selection of inappropriate candidates. Managers have stated that performance appraisals are usually conducted only when inappropriate and unsafe workplace behaviours have occurred. The three major performance dimensions of all the jobs are technical construction proficiency, demonstrating effort, and maintaining self-discipline. -Refer to Scenario 5-2. The managers at KM Contracting are not clear on the distinction between job performance and job criteria. Which of the following best defines job performance?

Scenario 5-1 You have just been hired as the recruitment and selection clerk for BCH, a health-care organization that oversees many diverse health services in British Columbia. You were offered the position due to your knowledge in legislation, experience in oral presentations and report writing, ability to effectively schedule complex projects, and self-discipline. The hiring manager stated that oral presentations and report writing were given the most weight in the hiring decision. He also mentioned that the importance of this job dimension influenced the raters' ratings over the other job dimensions. -Refer to Scenario 5-1. What contextual performance behaviour did BCH hire you for?

What is one disadvantage of practicality of criterion measures?

Which of the following is NOT job task behaviour for an airplane pilot?

What percentage of employee complaints for psychological harassment were considered frivolous by the Labour Standards Commission in Quebec?

Scenario 5-1 You have just been hired as the recruitment and selection clerk for BCH, a health-care organization that oversees many diverse health services in British Columbia. You were offered the position due to your knowledge in legislation, experience in oral presentations and report writing, ability to effectively schedule complex projects, and self-discipline. The hiring manager stated that oral presentations and report writing were given the most weight in the hiring decision. He also mentioned that the importance of this job dimension influenced the raters' ratings over the other job dimensions. -Refer to Scenario 5-1. What was BCH's most important performance dimension in this hiring decision?

Into which subcategories would you break job performance behaviours?

Engaging in unsafe work practices is a counterproductive performance behaviour.

John Campbell and his associates have developed a theory of work performance. Campbell proposes that the behaviours that people are expected to exhibit as part of their job appear to fall into eight job performance dimensions. You are applying for a position as an HRM. Describe and give an example of two performance dimensions from Campbell's model that you believe would be major performance components required of a HRM. Describe how these performances are expressed in relation to an organization's mission and goals. How could this desired performance be measured? What criteria could be used? What determines individual differences in Campbell's eight job performance components? Why would you perform more effectively and efficiently than another candidate?

Develop five job-specific task proficiencies using a behavioural observation scale to evaluate a security dispatcher.

Which concept refers to voluntary behaviours that violate significant organizational norms and in so doing threaten the well-being of an organization, its members, or both?

Scenario 5-1 You have just been hired as the recruitment and selection clerk for BCH, a health-care organization that oversees many diverse health services in British Columbia. You were offered the position due to your knowledge in legislation, experience in oral presentations and report writing, ability to effectively schedule complex projects, and self-discipline. The hiring manager stated that oral presentations and report writing were given the most weight in the hiring decision. He also mentioned that the importance of this job dimension influenced the raters' ratings over the other job dimensions. -Refer to Scenario 5-1. Which of the following is NOT considered to be a counterproductive work behaviour?

Scenario 5-2 The CEO of KM Contracting, a medium-sized Canadian construction company, has decided to develop a performance management system so that the company can measure employee performance. As the HRM, you believe that a lack of clear job standards has led to the selection of inappropriate candidates. Managers have stated that performance appraisals are usually conducted only when inappropriate and unsafe workplace behaviours have occurred. The three major performance dimensions of all the jobs are technical construction proficiency, demonstrating effort, and maintaining self-discipline. -Refer to Scenario 5-2. Which contextual performance behaviours have been observed at KM Contracting?

Which of the following defines the concept that refers to the ratings or rankings made by supervisors, peers, or others that are used in assessing individual job performance?

Reliability is the degree to which the criterion measure captures behaviours or competencies that constitute job performance.

Which of the following is NOT part of the new protections from violence and harassment that employers in Ontario need to provide for workers?

Which of the following is NOT a common type of counterproductive work behaviour?

Absolute rating systems compare the performance of one worker with an absolute standard of performance.

Which performance behaviour is similar to contextual performance behaviour?

What is contextual performance? Briefly describe two categories of contextual performance.