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reference check
the process of confirming the accuracy of resume and job applicantion information
reference
the expression of an opinion, either orally or through a written checklist
letter of recommendation
a letter expressing an opinion
resume fraud
intentional placement of untrue information on a resume like a fake diploma
negligent hiring
an organization’s failure to meet its legal duty to protect its employees and customers from potential harm caused by its employees / an employee with a previous criminal record commits a crime as part of employment
negligent reference
an organization’s failure to meet its legal duty to supply relevant information to a prospective employer about a former employee’s potential for legal trouble
assessment center
method of selecting employees in which applicants participate in several job-related activities, at least one of which must be a simulation, and are rated by several trained evaluators
in-basket technique
assessment center exercise designed to simulate the types of information that daily come across a manager’s or employee’s desk in order to observe the applicant’s responses to such information
simulations
exercise desgined to place an applicant in a situation that is similar to the one that will be encountered on the job
work samples
method of selecting employees in which an applicant is asked to perform samples of actual job-related tasks
business games
exercise found in assessment centers designed to simulate the business and marketing activities that take place in an organization
biodata
method of selection involving application blanks that contain questions that research has shown will predict job performance
file approach
gathering of biodata from employee files rather than by questionnaire
questionnaire approach
method obtaining biodata from questionnaires rather than employee files
vertical percentage method
for scoring biodata in which the percentage of unsuccessful employees responding in a particular way is subtracted from the percentage of successful employees responding in the same way
derivation sample
group of employees who were used in creating the initial weights for a biodata instrument
hold-out sample
group of employees used to double check the accuracy of the initial weights
vocational counseling
process of helping an individual chooose and prepare for the most suitable career
overt integrity test
type of honesty test that asks questions about applicants’ attitudes toward theft and their previous theft history
personality-based integrity test
type of honesty test that measures perfornality traits thought to be related to antisocial behavior
conditional reasoning tests
tests designed to reduce faking by asking test-takers to select the reason that best explains a statement
rejection letter
letter from organization to an applicant informing the applicant that they will not receive a job offer
reliabiltiy
extent to which a score from a test or from an evaluation is consistent and free from error
test-retest reliability
extent to which repeated administration of the same test will achieve similar results
openness to experience
conscentiousness
extraversion
agreeableness
emotional stability
Fve factor model [the big five]
dark triad
aberrant personalities: machiavellianism, narcissim and psychopathy
alternate-forms reliability
extent to which two forms of the same test are similar
counterbalance
method for controlling order effects by giving half of a sample
internal reliability
items of a test measure a similar dimension or construct
item homogeneity
extent to which test items measure the same construct
split-hald method
form of internal reliability in which the consistency of item responses is determined by comparing scores on half of the items with scores on the other half of the items
spearman-brown prophecy formula
used to correct reliability coefficients resulting from the split-half method
kuder-richardson formula 20
statistic used to determine internal reliability of tests that use items with dichotomous answers [yes/no, true/false]
cronbach’s coefficient alpha
statistic used to determine internal reliability of tests that use interval or ratio scales, not limited to dichotomous answers
—> how well the items on a test measure the same underlying construct
which internal consistency methods are more popular but more complicated to compute?
cronbach’s and K-R20 are more popular, more difficult and also accurate methods of determining internal reliability
scorer reliability
extent to which two people scoring a test agree on the test score
validity generalization
extent to which a test found valid for a job in one organization is valid for the same job in a different organization
content validity
extent to which tests or test items sample the content that they are supposed to measure
criterion validity
extent to which a test score is related to some measure of job performance or relevant outcomes
construct validity
extent to which a test actually measures the construct that it purports to measure
face validity
extent to which a test appears to be job related/valid
barnum statements
statements that are so general they can be true of almost anyone
utility
degree to which a personnel divide improves the quality of a personnel system, above and beyond what would have occurred had the instrument not been used
single-group validity
characteristic of a test that predicts a criterion for one class of people but not for another
differential validity
test predicts a criterion for both groups but better for one
multiple regression
statistical procedure in which the scores from more than one criterion-valid test are weighted according to how well each test score predicts the criterion
rule of three [rule of five]
variation of top-down selection in which the names of the top three applicants are given to a hiring authority who can then select any of the three
multiple-cutoff approach
selection strategy in which applicants must meet or exceed the passing sore on more than one selection test
multiple-hurdle approach
selection practice of administering one test at a time so that applicants must pass that test before being allowed to take the next test
banding
statistical technqiue based on the standard error of measurement that allows similar test scores to be grouped
traditional banding
college grading system
standard errors of measurement banding
statistical difference considering the degree of error
360 feedback for developmental
feedback obtained from multiple sources such as supervisors and peers
contamination
condition in which a criterion score is affected by the things other than those under the control of the employee
critical incidents
method of performance appraisal in which the supervisor records employee bejaviors that were observed on the job
employee performance record
standardized use of the critical-incident technique
distribution errors
erros in which a rater will use only a certain part of a rating scale when evaluating employee performance
halo errors
single attribute or an overall impression fo an individual affects the ratings
proximity errors
one dimension affects the rating made on the dimension that immediately follows it on the rating scale
contrast errors
when performance rating one person received is influenced by the performance of a previously evaluated person
assimilation
where raters base their rating of an employee during one rating period on the ratings the rater gave during previous period
the first of in developing training
needs analysis
organizational, task and person analysis
training process consists of
distance learning
provides materials and asks them to self-learn [virtual learning]
on the job training
informal training by experienced peers and supervisors that occur on the job and during job tasks
asynchronous
employees complete the training at their own pace and at the time and place of their choosing
synchronous
employees complete the training at the same pace although they may be in different physical locations
job rotation
an employee performs several different jobs within an organization
performance appraisal
a supervisor meets with an employee to discuss strengths and weaknesses on the job
moderately specific
the best feedback is
return on investment
amount of money an organization makes after subtracting the cost of training
organizational citizenship behaviors
voluntary, extra-role actions employees perform that are not part of their formal job requirements, but which help the organization function effectively.
measurement bias
group differences in test scores that are unrelated to the construct being measured
predictive bias
the predicted level of job success falsely favors one group over another
proportion of correct decisions
compares the percentage of times a selection decision was accurate with the percentage of successful employees