Exam 5: Recruitment, Selection, and Job Performance

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

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?

With respect to criterion measures, what is one disadvantage of practicality?

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. -xRefer to Scenario 5-1. What counterproductive performance behaviour did BCH hire you for?

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?

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?

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 of the following is NOT a subcategory of job performance?

In Campbell's theory of work performance, what concept 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?

The usefulness of selection measures is assessed by how well they predict performance.

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

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

Which of the following best defines job criteria?

Behaviour observation scales are very similar to behaviourally anchored rating scales (BARS) in that the starting point is an analysis of critical job incidents by those knowledgeable about the job to establish performance dimensions.

Which of the following is NOT a common type of 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. The managers at KM Contracting are not clear on the distinction between performance management and performance appraisals. Which of the following best defines performance management?

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

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

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

Psychological withdrawal occurs when employees withhold effort and do not perform to their fullest capabilities. Which of the following is NOT a form of psychological withdrawal?

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