1. Staffing Organizations
Dr. Barbara Lyon, SPHR
(Note: Be sure to check the after-the-game review items located at the end of this slide show.)

2. Show what you know!
BE SWYK!

3. SWYK Instructions SWYK SHOWDOWN!
Each contestant will choose a category. (Ex: I’ll take FLSA for $200)
Response must be in the form of a question. (Ex: What are the overtime exemption categories?)
Kick it up a notch with SWYK Kick items by choosing to double the value posted on the game board.
The three contestants with the largest amount in their $WYK CA$H Pot will play…
SWYK SHOWDOWN!

4. SWYK Board Instructions
Select a category on the main game board (slide 4).
On the main game board, click on the dollar amount of the item chosen. The item will appear on a separate slide.
To reveal the correct response, click in the blue space under the question.
To return to the main game board, click on the yellow arrow/box.

5. Staffing System Management
Decision Making
Final Match
Retention Management
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6. A: Practical significance
Q: If you are evaluating the usefulness of a given predictor in predicting job success, and you are interested in the value the predictor adds to the prediction of job success, you want to know the predictor's what?
($1.00)

7. A: Low selection ratio, low base rate, high validity
Q: Under which circumstances is "hiring success gain" likely to be optimal? ?
($5.00)

8. A:  Information about internal candidates tends to be more verifiable than information about external candidates
Q:  In comparing internal selection with external selection, an advantage of internal selection is that?
($10.00)

9. A: Convert raw scores into standard scores
Q: When using multiple predictors and a compensatory model to make hiring decisions, and the variables serving as predictors are measured in different units of measure, the most advisable first step is to?
($20.00)

10. A: Make the hiring decision.
Q: In terms of who should participate in selection decision making (i.e., HR professionals vs. line managers), HR professionals would be least likely to do what?
($50.00)

11. A: The promise was withdrawn, resulting in a detrimental effect.
Q:  In order to improve the chances of winning a law suit based on "promissory estoppel," the most important point the plaintiff must demonstrate is that ?
($1.00)

12. SWYK KICK A: Fixed-term.
Q:  A _____ contract provides certainty to both the new hire and the organization regarding the length of the employment relationship?
($5.00)

13. A: Hot skill premium.
Q: A temporary pay premium added to the regular base pay of an employee to account for a temporary market escalation in pay for certain skills in extreme shortage is called a(n) ?
($10.00)

14. A: Only managerial, technical, and scientific staff.
Q:  Non-compete agreements should be drafted in such a way that they cover what?
($20.00)

15. A: Emphasize characteristics like licensure requirements, criminal records, and references.
Q:  To reduce the likelihood of negligent hiring lawsuits organizations should do what?
($50.00)

16. A: Clearly communicated decision criteria.
Q: Research suggests that organizational decision making is seen as most fair when it is based on?
($1.00)

17. A: Society for Human Resource Management.
Q: Comparative staffing process data can be obtained from where?
($5.00)

18. A:Cost, timeliness, outcomes, and reactions.
Q: The four common types of staffing metrics evaluate what?
($10.00)

19. A: More than half
Q: What proportion of disputes that begin the EEOC mediation process are eventually resolved through mediation? 
($20.00)

20. SWYK KICK
A: Private employers with over 100 employees (50 for federal contractors)
Q: Who must report to the EEOC annually? 
($50.00)

21. A: Poor person/organization match
Q: The desirability of leaving an organization is often an outgrowth of as what?
($1.00)

22. A: Manager's time.
Q: Economic separation costs associated with voluntary turnover include what?
($5.00)

23. A: Link rewards to retention behaviors.
Q: Guidelines for increasing job satisfaction and retention include what? ($10.00)

24. A: Offer "bundles" of HR practices that complement one another.
Q: Research most clearly suggests that when organizations wish to increase retention they need to do what? ($20.00)

25. A: Communicated in advance to the employee.
Q:  From a legal standpoint, if performance appraisal information is to be used in the retention management and termination process for an organization, the organization needs to ensure that the information is what? 
($50.00)