Employee Selection and Performance Management

Flashcards based on key concepts related to employee selection, performance management, compensation, and related theories.

Reliability

The consistency of a selection method.

Validity

The degree to which a selection method accurately predicts job performance.

Criterion-related validation

Demonstrates a correlation between test scores and actual job performance.

Content validation

Ensures that the content of a test mirrors the tasks of the job.

Generalizability

The validity of a selection method across various contexts.

Utility

The contribution of the selection method to improving hiring decisions.

ADA (1990)

Requires reasonable accommodations for employees unless there is undue hardship.

Civil Rights Act (1991)

Mandates that selection tools appear neutral to prevent discrimination.

ADEA (1967)

Protects employees over age 40 from age discrimination.

Cognitive tests

Assess a candidate’s mental capabilities as part of the selection process.

Structured interviews

Interviews that focus on observable behaviors to enhance reliability.

Situational interviews

Interviews that present job-relevant scenarios to candidates.

'Big Five' personality traits

A model excluding intelligence, which includes openness, conscientiousness, extraversion, agreeableness, and neuroticism.

Emotional intelligence

Includes self-awareness, empathy, and social skills.

Performance feedback

Should help improve employee performance and support development.

Interrater reliability

The consistency between different evaluators.

Procedural fairness

Involves collaborative goal-setting during performance evaluations.

Forced distribution method

A performance management technique that categorizes employees into different performance levels.

Frame-of-reference training

Training that helps reduce rater errors and increases performance evaluation accuracy.

Efficiency wage theory

Suggests higher pay leads to better performance.

Agency theory

Posits that executive compensation should align with shareholder interests.

Merit pay program

Ties salary increases to performance evaluations by supervisors.

Leniency error

Occurs when supervisors give all employees high ratings regardless of individual performance.