What two factors determine the attractiveness of an organization to employees?
Instrumental attributes and symbolic attributes.
What are instrumental attributes in employer attractiveness?
Tangible job factors such as salary, benefits, job security, and work–life balance.
What are symbolic attributes in employer attractiveness?
Intangible factors such as organizational culture, prestige, identity, and values.
What is an Employer Value Proposition (EVP)?
A combination of benefits and values offered by an employer in exchange for employee performance and commitment.
What are the five employee personas in the labor market?
Traditionalists, independents, caregivers/family-focused workers, young idealists, and semi-retired workers.
Which employee persona prioritizes autonomy and flexibility above all else?
Independents.
Which employee persona prioritizes meaningful work and flexibility over salary?
Young idealists.
Which persona consists largely of caregivers seeking flexibility?
Family-focused workers.
Which persona consists of retirees who may return for flexible meaningful work?
Semi-retired workers.
What are the top drivers of employee retention?
Health and well-being support, workplace flexibility, and meaningful work.
What are the main drivers of employee attrition?
Lack of career development, uncaring leadership, and insufficient compensation.
What is the Job Selection Model?
A framework linking job tasks, job requirements, selection methods, and performance outcomes.
What is the job domain in the Job Selection Model?
The set of tasks and responsibilities that define a job.
What are predictor constructs in selection?
Skills, abilities, or traits used to predict job performance.
What are predictor measures in selection?
Tests or assessment tools used to measure predictor constructs.
What are sign-based selection methods?
Methods that assess traits or abilities such as IQ tests or personality tests.
What are sample-based selection methods?
Methods that assess job-related behavior such as work samples, assessment centers, and situational judgment tests.
What characterizes a structured interview?
Standardized questions and evaluation criteria applied consistently across candidates.
What characterizes an unstructured interview?
A flexible conversation with no standardized questions.
Which selection methods are strong predictors of job performance?
Job knowledge tests and cognitive ability tests.
Which predictors are often overvalued despite weak predictive validity?
Years of education and job experience.
What are the Big Five personality traits?
Openness, conscientiousness, extraversion, agreeableness, and neuroticism.
Which Big Five trait reflects reliability and organization?
Conscientiousness.
What does the STAR interview method stand for?
Situation, Task, Action, Result.
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Week 18
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Week 232
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Week 313
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Week 418
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Week 515
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Week 65
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Reading – What Employees Are Saying About the Future of Remote Work (McKinsey)12
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Reading – Boundaryless Careers in the Gig Economy14
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Reading – HRM and Corporate Sustainability / CSR13
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Reading – The Great Attrition14
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Reading – Designing Mentally Healthy Hybrid Work10
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Reading – AI in HR9
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Reading – Future of Work (McKinsey)7
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Reading – Future of Work (Explore Magazine)10
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Reading – Executives on Hybrid Work7
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Reading – Mental Health in the Workplace9
