PSYC 142- exam 1

What is job analysis?

• task, duties, and responsibilities

• qualities needed to perform the job

What is job description?

• what do people in this job do?

What is job specification?

• what qualifications do you need? 

What is job evalution?

• How much is this job valued and how much are people being paid?

What does KSAO stand for?

• Knowledge, Ability, Skill, and Other personal characteristics

What are some examples of skill?

• Typing speed

• driving a car

What is an example of ability?

• finger dexterity

• basic intelligence

What is an example of knowledge? 

• traffic rules 

What are other characteristics?

• a driver’s license

• a friendly personality

• years of experience

What is subject matter expert?

• knowledge in the specific field

• provide expertise to define requirements, problem solving, and guidance

What are examples of data collection?

• surveys, exsisting data, interviews, and observation

Why are critical incidents important?

• defines unsuccessful or successful performances

  • identifying KSAO

What is position analysis questionaire?

• information input, mental processes, work output, relationships, job context, job characteristics`

• filing out a questionaire when applying to a job

  • what degrees you have

  • physical requirements

  • what other fields does your job require you to work along with?

What do Predictors and Success criteria define?

• predictors are the data used to predict outcome

• success criteria is the specifics used to determine whether the outcome was successful 

What does the recruitment process look like?

• attracting qualified applicants

• provide realistic job preview

Informal Recuritment

• direct applications

• situation wanted ads

• referrals

What does the screening process look like?

• Reviewing information from job applicants

• application form or resume

• letters of rec

  • employee testing

How do we measure reliability? 

• consistent scores 

• Restest reliability- same test adminsitired to see if scores remain the same 

What is content validity?

• are we testing what we want to be testing

• A job interview for a leadership role shows strong content validity if it includes questions about decision-making, team management, and conflict resolution, rather than unrelated technical skills.

What are examples of Criterion validity?

• extent of which our measures is related with outcome

• job performance tests- test that predicts how well an applicant will perform in that job field

What are examples of construct validity?

• are we measuring the right direct construct?

• researchers compare scale of construct to other established measurements that access the same construct

What factors consist of resume fraud? 

• 1/3 of resumes are inaccurate 

• hiring professional reference checkers and social security reports can help when checking for fraud 

Are references good predictors?

• NO, more of a reflection of the author than the applicant

• 1% of applicants are rated below average

What are predictors in selection systems?

• methods to predict applicants future job performace based on characteristics and abilitues

• ex: personality tests, structured interviews, biodata, work sample tests, polygraph, drug testing

Why are structured interviews better?

• Relliable, valid because they are based on job analysis and each applicant is asked the same question

What does the selection/ placement process look like? 

• Selection of choosing applicants 

• Placement of assigning workers to appropriate jobs that align with KSAO and job requirement fulfillment 

What is an example of evaluating employee performance?

• Professor Ievals

• reflects on what the professors needs to work on and what they did well

What is performace appraisal?

• assessing worker performance in comparison to the standards from the company and how well they are doing

What are the uses of performance appraisal?

• personal decisions such as promoting or firing people

• employee development/ feedback

• documentation for legal action

• training

What are objective methods?

• measures of job performance that are easily quantified that measure employee behavior 

What are subjective methods?

• People’s direct judgment of performance

• based on personal opinions, feelings, and individual experiences

How can supervisors and subordinates contribute to performance rating?

• supervisors can provide informal or formal reviews

• subordinates (being lower ranked in the company but report to a senior individual)

• 360 feedback (anonymous feedback)

How can peers and customers provide feedback?

• peers- group project and peer reviews

• customers- yelp and google review

What is paired comparison? 

• comparing two individuals in the same position 

What is forced distribution?

• bell curve rating- ranking employees against one another

• creates rivarly and resentment against employees

• often do not reflect their true performance

What are examples of Behavioral Observation Scale?

• peformance appraisal tool that observes job performance, its a scale that

• ,knowledge- aware of current rates and offers suggestions to customers

• employee relations- offers to help other employees, praises people

What are common rating errors?

• Leniency

• Halo/ Horns- liking/ disliking something

• primary or recency- primary is remembering something at the beginning and recency is remembering at the end

What is casual attribution? 

• judging others for their failures (believing they have a lack of skill and are lazy)

• giving excuses for ourselves (blaming the teacher for failing the exam)

What are some examples of effective appraisals?

• high level of participation

• supervisor attitude

• focus on behaviors rather than traits '

• mutual setting

What are some examples of effective and legal appraisla?

• appraisals must be formal and properly adminstered

• provide specific feedback

• being trained and qualified

What are the advantages of objective methods?

• consistent with standards within jobs;
  not biased by judgment;
  easily qualified;
  face validity

what are the disadvantages of objective methods? `

• not always applicable/can't always quantify (such as teaching);
  performance not always under individual's control;
  too simplistic;
  time consuming;
  potentially costly

what are subjective methods advantages?

easy to use
inexpensive
can assess variables that objective methods cannot (such as motivation)

what are subjective methods disadvantages? 

potentially poor interrater reliability;
prone to rater bias;
rating errors;
supervisor subversion of system--leniency as a strategy