Which of the following is a recommended method for establishing fairness at a family business?

MIDTERM TEST 2 (Chapters 7, 8, 10, 11 & 12)

CHAPTER 7: SELECTION

1.Selection process: 6 steps

Preliminary applicant screening  Selection testing  selection interview  background check

 supervisory interview  hiring decision and candidate notification

2.Management assessment centre: A comprehensive, systematic procedure used to assess

candidates’ management potential that uses a combination of realistic exercises, management

games, objective testing, presentations, and interviews.

Examples of the types of activities and exercises involved include the following:

-An in-basket exercise. Each candidate is faced with an accumulation of reports, memos,

messages from incoming phone calls, letters, and other materials collected in the in-basket of

the simulated job that he or she is to take over and is required to take appropriate action. For

example, he or she must write letters, return phone calls, and prepare meeting agendas. The

trained evaluators then review the results.

-A leaderless group discussion. A leaderless group is given a discussion question and told to

arrive at a group decision. The raters evaluate each candidate’s interpersonal skills,

acceptance by the group, leadership ability, and individual influence.

-Management games. Participants engage in realistic problem solving, usually as members of

two or more simulated companies that are competing in the marketplace. Decisions might

have to be made about issues such as how to advertise and manufacture, and how much

inventory to keep in stock.

-Individual presentations. During oral presentations on an assigned topic, each participant’s

communication skills and persuasiveness are evaluated.

-Objective tests. Candidates may be asked to complete paper-and-pencil or computer-based

personality, aptitude, interest, or achievement tests.

-An interview. Most centres also require an interview between at least one of the expert

assessors and each participant to evaluate interests, background, past performance, and

motivation.

3.Common interview mistakes:

-Poor planning:

-Snap judgments:

-Negative emphasis

-Halo effect:

-Poor knowledge of the job:

-Contrast (candidate-order) error:

-Influence of nonverbal behaviour:

-Leading:

-Too much/too little talking:

-Similar-to-me bias:

What is fairness in human resource management?

What is the primary reason that small firms use the Internet for employee training programs?

Which of the following employee tasks does a professional employer organization normally handle?

What does it mean to include fairness and justice in the HR profession?