Human Resources Lecture Notes

These flashcards cover key concepts from human resources related to industrial psychology, job analysis, employee selection, and testing methods.

Industrial Psychology

Field focused on personnel and human resource management to improve organizational effectiveness.

Job Analysis

Describes the tasks, tools, knowledge, competencies, and requirements needed for a specific job.

Competency Modeling

A framework defining the skill and knowledge requirements essential for HR recruitment, management, and hiring.

Employee Selection

The process of measuring individual differences in candidates to predict job performance.

Reliability

The consistency and stability of test scores over time.

Validity

The extent to which test scores reflect what they are intended to measure.

Content Validity

Extent to which test items measure the content they are meant to assess.

Construct Validity

Degree to which a test actually measures the construct it claims to measure.

Integrity Tests

Assess the likelihood that applicants will engage in dishonest behavior.

Structured Interviews

Interviews with predetermined questions and scoring, typically more effective than unstructured interviews.

Situational Judgement Tests

Assess how individuals respond to hypothetical work scenarios.

Assessment Centers

A selection technique involving multiple simulations of work tasks to predict job performance.

General Mental Ability (GMA)

A valid predictor of job performance, particularly for complex job roles.

Job Performance

The effectiveness and efficiency of an individual’s output in their job duties.

Predictor Variables

Factors that demonstrate a relationship with job performance.

Adverse Impact

The negative effect that a selection procedure may have on a protected group.

Test-Retest Reliability

The correlation of test scores from the same measure taken at two different times.

Interrater Reliability

The degree of agreement between two or more raters of a test.