Exam 5: Recruitment, Selection, and Job Performance

In Campbell's theory of work performance, what is the concept that refers to the degree to which individuals are committed to performing all job tasks, to working at a high level of intensity, and to working under adverse conditions?

Define job performance and criteria. Why is it important to understand job performance and criteria as part of the recruitment and selection process?

Which of the following researchers recognized that an ultimate criterion would rarely, if ever, be found in practice?

Which of the following is NOT an objective measure of job performance?

Criterion deficiency is defined as those task performance behaviours or competencies that are not measured by the criterion.

Which of the following is NOT a subjective performance appraisal rating system?

Persisting with enthusiasm and extra effort as necessary to complete one's own task activities successfully is an example of contextual performance.

Cognitive ability appears to be the best predictor of task performance across all job situations.

Which of the following concepts is known as the degree to which the criterion measure is influenced by, or measures, behaviours or competencies that are not part of job performance?

To evaluate the effectiveness of selection systems, task, contextual, and counterproductive performance behaviours that are important to job success must be measured.

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. As the HRM, you have clarified that the outcome of KM Contracting's performance appraisals must be more than corrective discipline. What is the outcome of an effective performance appraisal system?

Which of the following best defines 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 performance management and performance measurement. Which of the following best defines performance measurement?

Which of the following is job task behaviour for an airline pilot?

As the HRM, you are responsible for defining sets of related behaviours that are derived from organizational goals and linked to successful job performance. What are these behaviours called?

Job performance is a multidimensional construct that is composed of three behaviours: task, contextual, and counterproductive. Define these three behaviours. Give an example of how each of these three job-related behaviours is linked to factors that should be considered during recruitment and selection.

Describe two methods for measuring job performance.

Contextual performance is closely related to organizational citizenship behaviour.

Which of the following best defines job criteria?

Scenario 5-3 You have been hired as the recruitment and selection clerk for BCH, a health-care organization that oversees many diverse health services in British Columbia. The BCH community extended-care facilities have developed a performance appraisal system whereby managers evaluate all employees on their initiative and attitude toward helping patients. The hospitals use a different performance appraisal system that includes phrases such as "responds to patient medical needs within 2 minutes" and "failed to interpret the medical needs of the patient." Some of the senior management obtain performance feedback from their superiors, peers, subordinates, and clients as well as complete their own self-ratings for professional development. -Refer to Scenario 5-3. What performance appraisal method are the hospitals using?