INDUSTRIAL-PSYCHOLOGY-MIDTERMS

Structured Interview

An interview format in which predetermined questions are asked in order to minimize bias and improve reliability.

Unstructured Interview

An interview format lacking a fixed structure, making it prone to bias and inconsistency.

KSAOs

Knowledge, Skills, Abilities, and Other characteristics needed to perform a job.

Job Analysis

The process of studying a job to determine its duties, responsibilities, and the necessary KSAOs.

Clarifier Questions

Questions that allow interviewers to fill in gaps or clarify information based on the applicant's resume or background.

Disqualifier Questions

Questions that must be answered a certain way; failure to do so results in disqualification.

Skill-Level Determiners

Questions evaluating the applicant's expertise and proficiency in relevant skills.

Future-Focused Questions

Situational questions asking applicants how they would handle hypothetical scenarios.

Past-Focused Questions

Questions focusing on an applicant's previous behavior as a predictor of future performance.

Organizational-Fit Questions

Questions assessing how well an applicant aligns with the organization's culture and values.

Follow-Up Questions

Questions that seek to gather detailed information based on the interviewee's responses.

Probes

Questions or prompts that help guide the conversation and encourage deeper responses.

Anchored Scales

A method for evaluating responses by assigning scores based on predetermined benchmarks.

Right/Wrong Approach

A method in evaluating responses where answers can only be deemed correct or incorrect.

Typical-Answer Approach

Creating potential answers to interview questions and rating their acceptability based on SME feedback.

Key-Issues Approach

A method that enables interviewers to identify important elements in an ideal response and score accordingly.

Active Listening

A communication technique involving fully concentrating, understanding, and responding to the speaker.

Emotional Intelligence

The ability to perceive, control, and evaluate emotions in oneself and others.

Talent Recognition

The ability to identify and evaluate skilled individuals based on their credentials and merit.

Conversational Skills

The skills necessary for engaging candidates in a meaningful and informative dialogue.

Realistic Job Preview (RJP)

An approach that provides candidates with an honest depiction of the job and the organization's culture.

Open-Ended Questions

Questions that require more than a yes or no response, promoting dialogue.

Behavioral Interviews

Interview strategies that focus on how candidates acted in specific situations in the past.

Reference Check

The process of confirming the accuracy of the information provided by job applicants.

Letter of Recommendation

A document expressing an opinion on an applicant's abilities and potential for success.

Job Knowledge Tests

Assessments designed to measure an applicant's knowledge about a job.

Cognitive Ability Tests

Assessments measuring skills in comprehension, reasoning, and problem-solving.

Work Samples

Tasks performed by applicants that simulate actual work they will be expected to do.

Assessment Centers

Selection techniques where multiple assessors observe candidates performing simulated job tasks.

360-Degree Feedback

A performance evaluation process that gathers feedback from a variety of sources related to the employee.

Graphic Rating Scale

A performance appraisal method that uses a scale to rate various performance dimensions.

Behavioral Checklist

A performance assessment tool with specific behaviors to be rated by supervisors.

Diversity and Inclusion

Practices aimed at promoting equal representation and respect for diverse individuals in the workplace.

Probationary Period

A trial period for new employees to assess their suitability for the job.

Due Process

The legal requirements an employer must follow before terminating an employee.

Service Incentive Leave (SIL)

A mandatory leave granted to employees who have completed at least one year of service.

Maternity Leave

Paid leave granted to female employees during and after childbirth.

Paternity Leave

Paid leave granted to male employees upon the birth of their child.

Filial Obligations

Responsibilities employees may have towards their family members that may necessitate time off.

Special Leave Benefits for Women

Mandatory leave benefits available for female employees with specific conditions.

Labor Code

The laws governing employment and labor relations in the Philippines.

Equal Work Opportunities

Legal obligations for employers to provide equitable treatment in hiring and compensation.

Wage and Wage-Related Benefits

Compensation and additional benefits that employees are legally entitled to for their work.

Performance Appraisal

A systematic evaluation process to review an employee's job performance over a specific period.

Feedback Mechanism

Processes used to provide information to employees about their performance.

Critical Incident Log

Documentation of specific examples of behavior that illustrate employee performance.

Leniency Error

A bias in performance appraisal where a rater gives higher ratings than warranted.

Central Tendency Error

A bias where raters avoid extreme ratings and give most employees average scores.

Halo Error

A bias where an overall impression of an employee influences ratings across different dimensions.

Contrast Error

A bias where an employee's performance is evaluated based on the performance of other employees.

Sampling Problems

Issues arising from the non-representative selection of behaviors or individuals for evaluation.

Cognitive Dissonance

Mental discomfort experienced when a person tries to hold two contradictory beliefs.

Psychometrics

The field concerned with the theory and technique of psychological measurement.

Integrity Tests

Assessments designed to evaluate an applicant's honesty and reliability.

Conditional Reasoning Tests (CRTs)

Tests designed to assess a candidate’s likelihood to engage in counterproductive behaviors.

Graphology

The analysis of handwriting to infer personality traits.

Negligent Hiring

Liability arising from hiring individuals who may pose a risk to others due to their past behavior.

Self-Organization

The ability of individuals to structure and regulate their own activities and work.

Employee Selection

The process of choosing individuals for employment based on various criteria.

Vicarious Liability

A legal concept where an employer is held responsible for the negligent actions of employees.

Assessment Tools

Instruments used to evaluate candidates' abilities, knowledge, or potential.

Legal Parameters

The boundaries set by law within which employers must conduct interviews and evaluations.

Job Preview

The insights provided to employees about the nature of their job role and the organization.

Performance Dimensions

The specific aspects of performance that are assessed during evaluations.

Document Management

The control and organization of important documents related to employee evaluations and hiring.

Value Alignment

The degree to which an employee's values match those of the organization.

Behavioral Competencies

The skills and abilities that contribute to an individual's success in performing tasks.

Strategic HRM

The proactive management of people to align with the goals of the organization.

Talent Management

The process of attracting, developing, and retaining skilled employees to meet organizational goals.