What is realistic job preview Mcq?
Benefits of using a realistic job preview include increasing self-selection, an improved candidate experience, more commitment to the organization, higher job satisfaction and performance, and lower attrition. Show
Contents When should a realistic job preview be given to applicants?An RJP conveys information about tasks the person would perform and the behavior required to fit into the culture of the organization. This approach helps applicants develop a more accurate perception of the job and the firm and should be done early in the selection process and before a job offer is made. How do you do a realistic job preview?How to create a realistic job preview
What is a realistic job preview used for quizlet?A realistic job preview (RJP) gives applicants all pertinent and realistic information—positive and negative—about the job and the organization. What are the differences between realistic job preview from traditional job preview?A realistic job preview offers a realistic look into what a job is actually like – no sugar coating – showing both the positives and the negatives so the candidate can get a real feel for what skills and qualifications are needed on the job, as well as what a typical day would look like. Why do realistic job previews result in lower turnover rates?The purpose of a hiring manager giving a realistic job preview is to make sure a new candidate/employee is fully aware of what the job entails. Realistic job previews help form bonds and build mutual trust with candidates, which leads to a lower turnover ratio, which is high with new hires. Which of the following is a benefit of using realistic job previews to screen job applicants?What is the benefit of using realistic job previews when screen applicants? Decrease employee turnover by using a realistic job preview. This will show the goods and bads of a job, so applicants (and not employees) can learn what will be expected of them. What is realistic job preview PDF?A Realistic Job Preview (RJP) is used to communicate what a job is really like. USES FOR A REALISTIC JOB PREVIEW. Provides a prospective employee a realistic view of what the job entails. Provides a candidate a richer description of the agency and the job. What is realistic job preview Mcq?What is a Realistic Job Preview? consist of negative information regarding the position in order to give individuals a realistic view of employment. consist of both positive and negative information regarding the position in order to give individuals a realistic view of employment. Characteristics of stress that manifest themselves as increased heart and breathing rates, higher blood pressure, and headachesPlacement: Fitting a person to the right job Plant Closing Bill Also known as WARN, requires employers to give sixty days’ advanced notice of pending plant closings or major layoff Plant closing law The Worker Adjustment and Retraining Notification Act, which requires notifying employees in the event an employer decides to close its facility Plant-wide incentives An incentive system that reward all members of the plant based on how well the entire group performed Plateauing A condition of stagnating in one’s current job Point method Breaking down jobs based on identifiable criteria and the degree to which these criteria exist on the job Policies: General guidelines that focus organizational actions Portability: A pension plan feature that allows employees to move their pension benefits from one employer to another Position Analysis Questionnaire A job analysis technique that rates jobs on 194 elements I six activity categories Positive Reinforcement Providing a pleasant response to an individual’s actions Post-training performance method Evaluating training programs based on how ell employees can perform their jobs after they have received the training Prearrival stage The socialization process stage that recognizes individuals arrive in an organization with a set of organizational values, attitudes, and expectations Predictive validity: Measured when test results of applicants are compared with subsequent job performance Preferred provider organization (PPO): A healthcare provider that contracts with an employer group to provide healthcare services to employees at a competitive rate Pregnancy Discrimination Act (PDA) An amendment to Title VII of the Civil Rights Act that prohibits sex discrimination based on “pregnancy, childbirth, or related medical conditions” Pre-post training performance method Evaluating training programs based the difference in performance before and after one receives training Pre-post training performance with control group Evaluating training by comparing pre- and post training results with individuals who did not receive the training Preretirement counseling Employer-sponsored counseling aimed at providing information to ease the passage of employees into retirement Primacy effect: Information received first gets the most weight Primary research: Research method in which data are gathered firsthand for the specific project being conducted Privacy Act Requires federal government agencies to make available information in an individual’s personnel file Procedural justice: The perceived fairness of the process and procedures used to make decisions about employees Procedural justice: Perceived fairness of the process used to make decisions about employees Procedures: Customary methods of handling activities Production cells: Groupings of workers who produce entire products or components Productivity: A measure of the quantity and quality of work done, considering the cost of the resources used Profit sharing: A system to distribute a portion of the profits of the organization to employees Programmed instruction Material is learned in highly organized, logical sequence, that requires the individual to respond Protected class: Individuals within a group identified for protection under equal employment laws and regulation Psychological contract: The unwritten expectations employees and employers have about the nature of their work relationships Psychological symptoms Characteristics of stress that manifest themselves as tension, anxiety, irritability, boredom, and procrastination Psychomotor tests: Test that measure dexterity hand-eye coordination, arm-hand steadiness, and other factors Public policy violation Prohibiting the termination of an employee for refusing to obey an order the employee considered illegal Qualifications inventories Manual or computerized systematic records listing employees’ education, career and development interests, languages, special skills, and so on to be used in forecasting inside candidates for promotion Quality circle: Small group of employees who monitor productivity and quality and suggest solutions to problems Quid pro quo: Sexual harassment in which employment outcomes are linked to the individual granting sexual favors Quota strategy Employment strategy aimed at mandating the same results as the food faith effort strategy through specific hiring and promotion restrictions Railway Labor Act Provided the initial impetus to widespread collective bargaining Ranking method The simplest method of job evaluation that involves ranking each job relative to all other jobs, usually based on overall difficulty Ranking method Rating employees from highest to lowest Ranking: Listing of all employees from highest to lowest in performance Rater bias: Error that occurs when a rater’s values or prejudices distort the rating Ratification: Process by which union member vote to accept the terms of a negotiated labor agreement Realistic job preview A selection device that allows job candidate to learn negative as well as positive information about the job and organization Realistic job preview (RJP): The process through which a job applicant receives an accurate picture of a job Reasonable accommodation: A modification or adjustment to a job or work environment for a qualified individual with a disability Recruiting: The process of generating a pool of qualified applicants for organizational jobs Red-circled employee: An incumbent who is paid above the range set for the job Reduced work hours A downsizing concept whereby employees work fewer than forty hours and are paid accordingly Reengineering Radical, quantum change in an organization Regency effect: Error in which the rater gives greater weight to recent events when appraising an individual’s performance Reinforcement: People tend to repeat responses that give them some type of positive reward and avoid actions associated with negative consequences Reject errors Rejecting candidates who would later perform successfully Relative standards Evaluating an employee’s performance by comparing the employee with other employees Reliability: Consistency with which a test measures an item Replacement charts HRM organizational charts indicating positions that may become vacant in the near future and the individuals who may fill the vacancy Representation certification The election process whereby union members vote in an union as their representative Representation decertification The election process whereby union members vote in a union as their representative Responsibilities: Obligations to perform certain tasks and duties Responsibilities: Obligations to be accountable for actions Restricted policy An HRM policy that results in the exclusion of a class of individuals Retaliation: Punitive actions taken by employers against individuals who exercise their legal rights Return on investment (ROI): Calculation showing the value of expenditures for HR activities Reverse discrimination: When a person is denied an opportunity because of preferences given to protected-class individuals who may be less qualified Right to privacy: Defined for individuals as the freedom from unauthorized and unreasonable intrusion into personal affairs Rights: That which belongs to a person by law, nature, or tradition Rightsizing Linking employee needs to organizational strategy Right-to-sue letter: A letter issued by the EEOC that notifies a complainant that he or she has 90 days in which to file a personal suit in federal court Right-to-work laws: State laws that prohibit requiring employees to join unions as a condition of obtaining or continuing employment What is realistic job preview PDF?A Realistic Job Preview (RJP) is used to communicate what a job is really like. USES FOR A REALISTIC JOB PREVIEW. Provides a prospective employee a realistic view of what the job entails.
When should a realistic job preview be given to applicants?An RJP conveys information about tasks the person would perform and the behavior required to fit into the culture of the organization. This approach helps applicants develop a more accurate perception of the job and the firm and should be done early in the selection process and before a job offer is made.
Which of the following is an advantage of realistic job previews?Realistic job preview provides information to job candidates highlighting the most important conditions of a job including its positive and negative aspects. A crucial part of employee development is providing feedback.
What are the difference between realistic job preview from traditional job preview?A realistic job preview offers a realistic look into what a job is actually like – no sugar coating – showing both the positives and the negatives so the candidate can get a real feel for what skills and qualifications are needed on the job, as well as what a typical day would look like.
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