What is a device for collecting information about an applicants education previous job experience and other background characteristics?

Short Quiz based on Human resource management.

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What is a device for collecting information about an applicant's education previous job experience and other background characteristics?
Is the process of gathering information about job applicants?
What is a set of activities designed to attract a qualified pool of job applicants?

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Short Quiz based on Human resource management.

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Question	Answer
Activities undertaken to attract, develop, and maintain an effective workforce within an organization.	Human-resource Management (HRM)
The economic value of the knowledge, experience, skills, and capabilities of employees.	Human Capital
A subfield of human-resource management that addresses the complexity that results from recruiting, selecting, developing, and maintaining a diverse workforce on a global scale.	International Human-resource Management (IHRM)
The hiring or promoting of applicants based on criteria that are not job relevant.	Discrimination
A policy that requires employers to take positive steps to guarantee equal employment opportunities for people within protected groups.	Affirmative Action
People who work for an organization, but not on a permanent or full-time basis, including temporary placements, contracted professionals, and leased employees.	Contingent Workers
People, mostly retirees, who bring needed expertise.	Contingent Professionals
Using computers and telecommunications equipment to perform work from home or another remote location.	Telecommuting
Intentionally reducing the company's workforce to the point where the number of employees is deemed to be right for the company's current situation.	Rightsizing
An employee selection approach in which the organization and the applicant attempt to match each other's needs, interests, and values.	Matching Model
The forecasting of human-resource needs and the projected matching of individuals with expected job vacancies.	Human-resource Planning
The activities or practices that define the desired characteristics of applicants for specific jobs.	Recruiting
The systematic process of gathering and interpreting information about the essential duties, tasks, and responsibilities of a job.	Job Analysis
A concise summary of the specific tasks and responsibilities of a particular job.	Job Description
An outline of the knowledge, skills, education, and physical abilities needed to adequately perform a job.	Job Specification
A recruiting approach that gives applicants all pertinent and realistic information about the job and the organization.	Realistic Job Preview
The process of determining the skills, abilities, and other attributes a person needs to perform a particular job.	Selection
A device for collecting information about an applicant's education, previous job experience, and other background characteristics.	Application Form
A written or computer-based test designed to measure a particular attribute such as intelligence or aptitude.	Employment Test
A technique for selecting individuals with high managerial potential based on their performance on a series of simulated managerial tasks.	Assessment Center
A type of training in which an experienced employee "adopts" a new employee to teach him or her how to perform job duties.	On-the-job Training (OJT)
An in-house training and education facility that offers broad-based learning opportunities for employees.	Corporate University
When an experienced employee guides and supports a less-experienced employee.	Mentoring
A method of directing, instructing, and training a person with the goal of developing specific management skills.	Coaching
The process of observing and evaluating an employee's performance, recording the assessment, and providing feedback to the employee.	Performance Appraisal
A process that uses multiple raters, including self-rating, to appraise employee performance and guide development.	360-degree Feedback
Placing an employee into a class or category based on one or a few traits or characteristics.	Stereo Typing
A type of rating error that occurs when an employee receives the same rating on all dimensions regardless of his or her performance on individual ones.	Halo Effect
A rating technique that relates an employee's performance to specific job-related incidents.	Behaviorally Anchored Rating Scale (BARS)
Monetary payments (wages, salaries) and nonmonetary goods and commodities (benefits, vacations) used to reward employees.	Compensation
The process of determining the value of jobs within an organization through an examination of job content.	Job Evaluation
Surveys that show what other organizations pay incumbents in jobs that match a sample of "key" jobs selected by the organization.	Wage and Salary Surveys
Incentive pay that ties at least part of compensation to employee effort and performance.	Pay for Performance
An interview conducted with departing employees to determine the reasons for their termination.	Exit Interview
All the ways in which employees differ.	Diversity
Creating a climate in which the potential advantages of diversity for organizational or group performance are maximized while the potential disadvantages are minimized.	Managing Diversity
The tendency to view people who are different as being deficient.	Prejudice
When someone acts out their prejudicial attitudes toward people who are the targets of their prejudice.	Discrimination
Associating a rigid, exaggerated, and irrational belief with a particular group of people.	Stereotyping
A psychological experience of a person who, usually engaged in a task, is aware of a stereotype about his or her identify group that suggests he or she will not perform well on that task.	Stereotype Threat
The belief that one's own group or subculture is inherently superior to other groups or cultures.	Ethnocentrism
Invisible barrier that separates women and minorities from top management positions.	Glass Ceiling
Higher-ranking organizational member who is committed to providing upward mobility and support to a protege's professional career.	Mentor

What is a device for collecting information about an applicant's education previous job experience and other background characteristics?

The application form is a selection device that collects information about the applicant's education, previous work experience, and other background characteristics. An assessment center is used to select individuals with high managerial potential based on their performance on a series of simulated managerial tasks.

Is the process of gathering information about job applicants?

Job analysis is the process of gathering information about job applicants to decide who should be offered a job. In job selection interviews, an interviewer should ask candidates if they have any physical or mental disabilities. Cognitive ability tests predict job performance in only particular types of jobs.

What is a set of activities designed to attract a qualified pool of job applicants?

Answer. Answer: recruitment - is a set of activities designed to attract a qualified pool of job applicants to an organisation.

What is a device for collecting information about an applicants education previous job experience and other background characteristics?

What is a device for collecting information about an applicant's education previous job experience and other background characteristics?

Is the process of gathering information about job applicants?

What is a set of activities designed to attract a qualified pool of job applicants?

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