Chapter 10: Internal Selection

These flashcards cover key concepts, methods, and evaluations related to internal selection processes discussed in Chapter 10.

What does the logic of prediction indicate for internal applicants?

Indicators of internal applicants’ degree of success in past situations should be predictive of their likely success in new situations.

What are the advantages of internal selection compared to external selection?

Internal selection has greater depth and relevance of data available on internal candidates and can place greater emphasis on samples and criteria rather than signs.

What are the five initial assessment methods used in internal selection?

Self-assessments, managerial sponsorship, peer assessments, informal discussions and recommendations, and talent management systems.

What are some strengths of peer assessments?

Rely on knowledgeable raters and are more likely to be viewed as fair due to peer input.

What are the weaknesses of peer assessments?

May encourage friendship bias and the criteria for assessments are not always clear.

What is the primary goal of talent management/succession systems?

To facilitate internal selection systems through ongoing records of employee skills, talents, and capabilities.

How is seniority generally defined in the context of internal selection?

Length of service with the organization, department, or job.

What is a potential drawback of using seniority in selection decisions?

Seniority is unrelated to job performance and has become less common in recent years.

What do job knowledge tests measure?

Elements of both ability and seniority, and reflect assessments of knowledge gained from experience.

What are the characteristics of assessment centers?

Involves multiple methods of assessing multiple KSAOs using multiple assessors and is typically focused on managerial roles.

What is the validity of assessment centers in predicting performance?

They have moderate positive validity and higher validity when multiple predictors are used.

What can lead to mixed messages for employees in promotability assessments?

Receiving separate evaluations for appraisal, promotability, and pay can result in confusion.

What are discretionary assessment methods used for?

To narrow the list of finalists to those who will receive job offers based on organizational citizenship behavior and staffing philosophy.

What legal guideline emphasizes the use of standardization in employee selection?

Uniform Guidelines on Employee Selection Procedures (UGESP).