Exam 2: Job Analysis, Staffing, Recruitment, Selection, and Socialization

Flashcards covering key concepts from the lecture on Job Analysis, Staffing, Recruitment, Selection, and Socialization for exam preparation.

Job Analysis

A systematic way of gathering and analyzing information about the content of a job and the context in which it is performed.

Tasks

Distinct, identifiable work activities within a job.

Duties

Larger work segments that are composed of several tasks within a job.

Responsibilities

Obligations to perform certain tasks and duties within a job.

Job Descriptions

Documents that indicate the tasks, duties, and responsibilities of a job (what, why, where, and how the work is done).

Job Specifications

Lists the KSAs (Knowledge, Skills, Abilities), education, experience, work skill requirements, personal abilities, and mental and physical requirements needed to perform the tasks, duties, and responsibilities discussed in the job description.

KSAs

An acronym for Knowledge, Skills, and Abilities, which are requirements for successfully performing a job.

Validation

Studies conducted after performing job analysis to ensure that the identified KSAs are accurate predictors of performance.

Recruitment

The process of generating a pool of qualified candidates.

Selection

The process of making the "hire" or "no hire" decision.

Socialization

The process of orienting new employees to the organization and their jobs.

External Recruitment Sources

Methods of generating a candidate pool from outside the organization, such as employment agencies, colleges, and media.

Internal Recruitment Sources

Methods of generating a candidate pool from within the organization, such as present employees, friends of employees, and former employees.

Inbreeding

A disadvantage of internal recruitment where a lack of new perspectives and ideas can occur.

Performance Equation

Performance = Ability

• Motivation

• Context.

Reliability (of selection tools)

The consistency of a selection tool across time and raters.

Validity (of selection tools)

The extent to which a selection tool measures what it's supposed to measure (construct, content, and criterion-related).

Letters of Recommendation

A selection tool that has not been shown to be very effective in predicting job performance.

Application Forms

Selection tools that can be used as screening devices for job applicants.

Ability Tests

Selection tools (e.g., general intelligence tests and work sample tests) that are typically good predictors of job performance.

Work Sample Tests

A type of ability test considered to be best for predicting job performance.

Personality Tests

Selection tools often not related to job performance and unreliable.

Interviews

A selection tool that is more effective when structured, including situational/behavioral description and job-knowledge questions.

Structured Interviews

Interviews containing situational/behavioral description and job-knowledge questions, leading to higher agreement among interviewers.

Assessment Centers

A set of simulated tasks or exercises performed by an applicant, rated by observers, and shown to be a valid predictor of managerial job performance.

Drug Tests

A selection tool found to be a valid predictor of job performance.

Honesty Tests

Selection tools that employers can use, which are correlated with incidents of theft, as polygraphs are generally prohibited.

Reference Checks

Verifying information about an applicant, which can lead to legal issues like defamation if information is too thorough or negligent hiring if insufficient.

Negligent Hiring

A legal situation where employers can be sued if they do not perform thorough background checks and an unqualified employee causes harm.

Realistic Job Preview

A part of the socialization process, providing applicants with a balanced view of the job and organization, including both positive and negative aspects.