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.
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
- Write an accurate job description. The RJP starts with the job description. …
- Demonstrate an employee value proposition. …
- Include an immersive skills assessment. …
- Showcase your people. …
- Talk about development opportunities.
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