HRM Ch.6-11 | Quizlet

Reliability

The consistency of a selection measure; results are stable over time and free from random error.

Validity

The extent to which a test or selection tool measures what it claims to measure.

Criterion-Related Validity

Shows correlation between test scores and job performance; includes predictive and concurrent validity.

Predictive Validity

Uses test scores to forecast future job performance of applicants.

Content Validity

Ensures test items represent key job behaviors and situations.

Construct Validity

The degree to which a test accurately measures an abstract quality such as intelligence or motivation.

Face Validity

The degree to which a test appears to measure what it claims to, based on common sense perception.

Utility

The degree to which a selection tool enhances the effectiveness and cost-efficiency of hiring.

I-9 Form

Used to verify employment eligibility; must be completed within 3 days of hire.

Immigration Reform and Control Act (IRCA)

Requires employers to hire only individuals authorized to work in the U.S. and verify eligibility with Form I-9.

Employee Polygraph Protection Act (1988)

Prohibits most employers from requiring lie detector tests for employment decisions.

Integrity Tests

Assess honesty and likelihood of counterproductive work behaviors like theft or absenteeism.

Structured Interview

Interview using standardized, job-related questions for all candidates.

Behavioral Interview

Candidate describes how they handled a specific situation in the past.

Situational Interview

Candidate describes how they would handle a hypothetical work situation.

Realistic Job Preview (RJP)

Gives applicants both positive and negative job information to reduce turnover.

Negligent Hiring

Employer liability for failing to properly screen an employee who later causes harm.

Negligent Referral

When a past employer fails to disclose harmful information about a former employee.

Work Sample Test

Requires applicants to perform tasks that mirror key job duties.

Cognitive Ability Test

Measures reasoning, numerical, and verbal ability; strong predictor of job performance.

Personality Tests

Assess traits like conscientiousness, extraversion, and agreeableness to predict job fit.

Biographical Data

Questions about past experiences and achievements used to predict performance.

Wonderlic Test

A 12-minute cognitive ability test commonly used to predict performance in complex jobs.

Employment Application

Collects applicant information; should avoid discriminatory or irrelevant questions.

Job Offer

Formal proposal to a candidate including terms, pay, and conditions of employment.

Training

A planned effort to teach job-related knowledge, skills, and behaviors.

Development

Future-focused education aimed at growth and career advancement.

Needs Assessment

Determines if training is necessary by analyzing the organization, people, and tasks.

Organizational Analysis

Determines where training should be focused in relation to company goals.

Person Analysis

Identifies which employees need training and their readiness to learn.

Task Analysis

Identifies the key tasks and skills required for specific jobs.

Adult Learning Principles

Adults are self-directed, goal-oriented, and learn best when training is relevant.

Cognitive Domain

Training focused on knowledge and intellectual skills.

Psychomotor Domain

Training that develops physical skills and coordination.

Affective Domain

Training designed to influence attitudes, motivation, and values.

On-the-Job Training (OJT)

Employees learn by performing job tasks under supervision.

Job Rotation

Employees move through different jobs to gain diverse skills and experience.

Apprenticeship

Combines classroom instruction with paid on-the-job training for skilled trades.

Simulation Training

Replicates real-life job situations for learning without real-world risk.

E-Learning

Online training accessible through web-based platforms or LMS.

Learning Management System (LMS)

Software that automates training delivery, tracking, and assessment.

Training Evaluation

Measures the effectiveness of training programs through outcomes and ROI.

ROI (Return on Investment)

Compares training benefits to its total costs.

FLSA and Training Time

Nonexempt employees must be paid for training unless it's voluntary and outside work hours.

Direct Training Costs

Expenses directly related to program design, delivery, and materials.

Indirect Training Costs

Hidden costs like lost productivity or overhead during training.

Employee Development

Activities that prepare employees for future responsibilities and roles.

Formal Education

Courses and degree programs provided internally or through outside institutions.

Tuition Reimbursement

Policy reimbursing employees for completing approved coursework.

Assessment

Collecting feedback on employee behaviors and skills to identify strengths and weaknesses.

Assessment Center

Multiple raters evaluate employees using exercises like role plays or in-baskets.

Big Five Personality Test

Measures openness, conscientiousness, extraversion, agreeableness, and neuroticism.

Myers-Briggs Type Indicator (MBTI)

Identifies personality preferences (I/E, S/N, T/F, J/P) to improve teamwork and self-awareness.

DiSC Assessment

Measures dominance, influence, steadiness, and conscientiousness to improve workplace communication.

Job Enlargement

Adding new responsibilities to a current job to increase learning opportunities.

Job Rotation

Moving employees through different roles to develop skills and adaptability.

Mentoring

A senior employee provides guidance, support, and feedback to a less experienced worker.

Coaching

A manager or peer provides ongoing feedback and helps develop specific skills.

Externship

Temporary assignment at another company to gain external experience.

Downward Move

Temporary assignment to a lower-level position for skill development.

Performance Management

Continuous process of identifying, measuring, and developing employee performance.

Performance Appraisal

Formal, periodic review of employee performance; part of performance management.

SMART Goals

Specific, Measurable, Action-oriented, Realistic, Timely goals used in appraisals.

Graphic Rating Scale

Rates employee traits or behaviors on a numerical scale.

Ranking Method

Compares employees to each other to determine relative performance.

Critical Incident Method

Records specific examples of employee behavior that are especially good or poor.

BARS (Behaviorally Anchored Rating Scale)

Rates performance based on specific behavioral examples tied to job dimensions.

MBO (Management by Objectives)

Employee and supervisor jointly set goals and measure achievement.

Appraisal Interview

Meeting between manager and employee to discuss performance results.

Tell-and-Sell Interview

Supervisor explains ratings and tries to persuade the employee to improve.

Tell-and-Listen Interview

Manager shares feedback and allows the employee to respond.

Problem-Solving Interview

Focuses on employee development and finding solutions collaboratively.

Central Tendency Error

Rater gives all employees average ratings.

Halo/Horns Error

Rater allows one positive or negative trait to influence all ratings.

Recency Error

Rater bases evaluation on recent behavior rather than entire review period.

Leniency or Strictness Error

Rater is consistently too harsh or too lenient in evaluations.

Contrast Error

Rater compares employees to each other instead of performance standards.

Similar-to-Me Error

Bias where rater favors employees with similar traits or backgrounds.

Turnover

The rate at which employees leave an organization.

Voluntary Turnover

Employee-initiated departure, often due to better opportunities or dissatisfaction.

Involuntary Turnover

Employer-initiated termination, such as layoffs or dismissals.

Job Withdrawal

Employee disengagement from the job mentally, emotionally, or physically.

Procedural Justice

Fairness of the process used to make decisions.

Distributive Justice

Perceived fairness of outcome distributions such as pay or promotions.

Interactional Justice

How respectfully and transparently people are treated in the process.

Employment-at-Will Doctrine

Either employer or employee may terminate employment at any time unless restricted by contract or law.

Psychological Contract

Unwritten expectations between employee and employer about mutual obligations.

Hot-Stove Rule

Discipline should be immediate, consistent, and impersonal like a hot stove burn.

Progressive Discipline

Series of increasing consequences: verbal warning → written warning → suspension → termination.

Exit Interview

Structured conversation conducted when an employee leaves to gather feedback.

Alternative Dispute Resolution (ADR)

Methods for resolving disputes without litigation.

Peer Review

Panel of peers resolves workplace conflicts or complaints.

Mediation

Neutral third party facilitates discussion to reach a voluntary agreement.

Arbitration

Binding resolution by a third-party decision maker.

Employee Assistance Program (EAP)

Offers confidential counseling and referral services for personal or substance issues.

Outplacement Counseling

Helps terminated employees transition to new jobs and manage emotional stress.

WARN Act (1988)

Requires 60-day notice before mass layoffs or plant closings by employers with 100+ employees.

Retention Strategies

Focus on work-life balance, growth opportunities, flexibility, and positive culture to reduce turnover.