WGU Sales Management D099 Western Governors University Module 7 ( 35 expert curated questions and answers )

Job Analysis

the process of getting detailed information about jobs. Focuses on what is being done.

two types of job analysis

task-based analysis

competency-based analysis

Task-Based Analysis

focuses on the duties of the job

competency-based analysis

focuses on the specific knowledge and abilities an employee must have to perform the job

job design

The process by which managers decide how to divide tasks into specific jobs

Job specification

The knowledge, skill, and abilities the job requires.

job description

a written statement that outlines a particular job's title and an employee's responsibilities

Disparate Treatment

treatment of an individual that is less favorable than treatment of others for discriminatory reasons.

Yield Ratio

the percentage of applicants from a particular source that make it to the next stage in the selection process

biographical information blanks (BIB)

series of questions about a person's history that may have shaped his or her behavior

weighted application form

selecting an employee characteristic to be measured and then identifying which questions on the application predict the desired behavior

reliability

degree to which other selection techniques yield similar data over time.

halo effect

tendency of an interviewer to allow positive characteristics of a client to influence the assessments of the client's behavior and statements

interview bias

When an interviewer makes assumptions about the candidate that may not be accurate.

contrast bias

A type of bias that occurs when comparing one candidate to others.

gut feeling bias

When an interviewer relies on an intuitive feeling about a candidate.

generalization bias

A type of interview bias that occurs when an interviewer assumes that how someone behaves in an interview is how they always behave.

cultural noise bias

Bias that occurs when candidates answer questions based on what they think the interviewer wants to hear instead of what they believe or know about themselves.

nonverbal behavior bias

occurs when an interviewer likes an answer and smiles and nods, sending the wrong signal to the candidate

similar to me bias

An interviewer having a preference for a candidate because he or she views that person as sharing similar attributes.

recency bias

Interviewer recalls the most recently interviewed candidate more clearly than earlier candidates

cognative ability tests

measure reasoning skills, math skills, and verbal skills

Aptitude test

measures a persons ability to learn new skills

achievement tests

measures someone's current knowledge

personality tests

measure various aspects of personality, including motives, interests, values, and attitudes

Job Knowledge Tests

tests that measure candidates' knowledge (often technical) required by a job

work sample tests

tests that require applicants to perform tasks that are actually done on the job or show work that they have done

content validity

how comprehensively the measure assesses the underlying construct that it claims to assess.

construct validity

the degree to which a test measures what it claims, or purports, to be measuring

criterion validity

the extent to which a measure is related to an outcome

clinical selection approach

probably the most common selection method, and it involves all who will be making the decision to hire a candidate. The decision makers review the data and, based on what they learn from the candidate and the information available to them, decide who should be hired for a job.

statistical method

A selection method in which a selection model is developed that assigns scores and weights on various factors, such as personality, answers to interview questions, and test scores.

compensatory model

process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another

multiple cutoff model

A selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions

multiple hurdle model

only candidates with high (preset) scores go to the next stages of the selection process