Busi 342 Study Guide Quiz 3

Quiz 3

Selection

Choosing the right candidates for specific roles.

Placement

Assigning selected candidates to positions suited to their skills and organizational needs.

Job Requirements

Criteria that define the necessary qualifications for a position.

Cognitive Ability Tests

Assess reasoning, memory, and problem-solving skills of candidates.

Personality Tests

Measure traits such as conscientiousness, extroversion, and emotional stability.

Work Sample Tests

Evaluate candidates through simulations of job-related tasks.

Integrity Tests

Assess candidates' honesty and adherence to ethical norms.

Physical Ability Tests

Evaluate candidates' strength, endurance, and physical fitness relevant to the job.

Labor Force Population

The total available workforce in a specific geographical area.

Application Pool

A subset of the labor force population that has applied for a specific job.

STAR Method

A structured approach for answering behavioral interview questions.

STAR stands for

Situation, Task, Action, Result

Situation

The context described in the STAR method.

Task

The challenge or responsibility explained in the STAR method.

Action

The specific actions taken, as per the STAR method.

Result

The outcome and achievements shared in the STAR method.

ADDIE Model

A framework for creating and evaluating training programs.

ADDIE stands for

Analysis, Design, Development, Implementation, Evaluation

Analysis

The phase of identifying training needs in the ADDIE model.

Design

Outlining course structure and objectives in the ADDIE model.

Development

Creating training materials in the ADDIE model.

Implementation

Delivering the training in the ADDIE model.

Evaluation

Assessing the effectiveness of training in the ADDIE model.

Kirkpatrick’s Four Levels

A model for evaluating training effectiveness.

Kirkpatrick’s Level 1 - Reaction

Participants' feelings about the training.

Kirkpatrick’s Level 2 - Learning

The increase in knowledge or skills post-training.

Kirkpatrick’s Level 3 - Behavior

Changes in on-the-job behavior after training.

Kirkpatrick’s Level 4 - Results

The impact of training on organizational outcomes.

Internal Recruiting

Filling roles with current employees through promotions or transfers.

External Recruiting

Seeking candidates outside the organization for job openings.

Person-Organization Fit

Alignment between individual values and organizational culture.

Attraction

The process of candidates being drawn to organizations where they feel a cultural fit.

Selection

The process of employers choosing candidates who align with their values and mission.

Reliability

The consistency of a selection method over time.

Validity

The degree to which a selection tool measures what it claims to measure.

Content Validity

How well a test covers job-related skills.

Criterion-related Validity

The correlation between the selection tool and job performance.