Exam 5: Recruitment, Selection, and Job Performance

Which of the following best defines performance management?

Which concept is defined as the degree to which the criterion measure captures behaviours or competencies that constitute job performance?

Define performance management.

Which performance behaviour is similar to contextual performance behaviour?

Which measures of job performance attempt to capture individual differences among employees with respect to job-related behaviours?

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 kind of performance behaviour occurs when a nurse shows enthusiasm and extra effort to help a patient?

Job performance domain refers to the set of related behaviours that are derived from an organization's goals and linked to successful job performance.

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

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?

Which method allows the rater to compare the overall performance of each worker with that of every other worker being evaluated?

Which of the following is an example of contextual 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. As the HRM, you are responsible for defining sets of related behaviours that are derived from KM Contracting's goals and linked to successful job performance. What are these behaviours called?

Define criterion relevance, criterion contamination and criterion deficiency.

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?

Which of the following defines the concept that is described as activities or behaviours that are not part of a worker's formal job description but that remain important for organizational effectiveness?

According to a research study investigating the use of personal Facebook pages to predict job performance, what advice should HR managers give to hiring managers concerning the use of Facebook as an important tool to predict which candidates will be successful?

According to the textbook, which of the following would NOT be a job-specific task proficiency to evaluate a security dispatcher?

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

The perceived fairness and perceived justice of the performance appraisal process plays a central role in determining employee reactions.

Contextual performance is closely related to organizational citizenship behaviour.