Term
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Definition
Process of choosing individuals with qualifications needed to fill jobs in an organization
--good time and effort selecting the right people for jobs makes it easier to manage them and training them |
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Term
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Definition
| Fitting a person for the right job |
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Definition
| matching the KSAs of individuals with the characteristics of jobs |
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Definition
| the congruence between individual factors ..such as values and principles |
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Definition
| Characteristics that a person must possess to successfully perform work |
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Term
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Definition
| Measurable or visible indicators of a selection criterion |
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Term
| Job Performance, Selection Criterion, and Predictions |
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Definition
-Elements of Job Performance (quantity & quality of work, flexible, presence at work)
-Selection Criteria for Employee Characteristics (ability, motivation, intelligence, appropriate performance)
-Predictors of Selection Criteria (Experience, past performance, education, interests, salary requests, drug test, police record) |
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Term
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Definition
Index number that gives the relationship between a predictor and a criterion variable
always range from -1.0 to +1.0 with higher scores suggesting stronger relationships |
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Term
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Definition
| the correlation between a predictor and job performance...in other words predictor actually predicts what it is suppose to predict |
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Definition
| measured when an employer tests current employees and correlates the scores with their performance ratings |
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Definition
| Measured when test results of applicants are compared with subsequent job performance |
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Term
| Concurrent Validity Chart |
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Definition
CURRENT EMPLOYEES
{Review job performance(past records)} >> {Give Employee Test}
--> {Measure jobs Performance success} >> {Score the Test}
--> {Compare Results}
--> {If Correlation is Significant, Validity Exists}
--> {Use this Correlation with future applicants as a predictor of job success} |
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Term
| Predictive Validity Chart |
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Definition
APPLICANTS
{Give EMployment Test} >> {HIre Applicants without considering tests}
-->{Score the test}>> {Evaluate job performance(later)}
-->{Compare the results} >>{Measure Job performance Success}
-->{If correlation is significant, Validity exists}
--> {use this correlation with future applicants as a predictor of job success} |
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Term
| Reliability of a predictor |
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Definition
| is the extent to which it repeatedly produces the same results over time |
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Term
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Definition
-Multiple hurdles-->a minimum cutoff is set on each predictor, and each minimum level must be passed
-Compensatory--> scores from individual predictors are added and combined into an overall score, thereby allowing a higher score on one predictor to offset, or compensate for, a lower score on another |
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Term
| HR Selection Responsibilities |
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Definition
HR Unit (provides initial reception for applicants, obtains background checks, refers top candidates, evaluates success of selection process)
-Managers (participates in selection process as appropriate, interview final candidates, provide follow-up information on the suitability of selected individuals) |
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Term
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Definition
| process through which a job applicant receives an accurate picture of a job |
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Term
| Selection Process Flowchart |
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Definition
| Applicant job interest --> Pre-employment Screening --> Application Form --> Test & Interview --> background investigation --> additional interview (optional) --> conditional job offer --> medical exam/drug test --> job placement |
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Term
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Definition
| reliability of a predictor is the extent to which it repeatedly produces the same results over time |
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Term
| Immigration Reform and Control Act of 1986 |
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Definition
| Employers have 72 hours to determine whether a job applicant is a US citizen, registered alien, or illegal alien |
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Definition
| tests that measure an individuals thinking, memory, reasoning, verbal, and mathematical abilities |
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Definition
| test that measures an individuals abilities such as strength, endurance, and muscular movement |
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Definition
| tests that measure dexterity, hand-eye coordination, arm-hand steadiness, and other factors |
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Term
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Definition
| tests that require an applicant to perform a simulated task that is a specified part of the target job |
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Term
| situational jugement tests |
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Definition
| tests that measure a person's judgement in work settings |
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Term
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Definition
| Conscientiousness, Agreeableness, Extroversion, Emotional Stability, Openness to Expierence |
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Term
| Employee Polygraph Protection Act |
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Definition
| prohibits the use of polygraphs for pre-employment screening purposes except for Federal, State, local govermet agencies, and pharmaceutical |
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Term
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Definition
| interview that uses a set of standardized questions asked of all applicants |
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Term
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Definition
| focuses on a chronological assessment of the candidates past experiences |
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Definition
| interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past |
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Term
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Definition
| interview based on questions designed to provide the interviewer with something to measure the applicants response against... competencies necessary to do that particular job |
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Definition
| structured interviewed that contains questions about how applicants might handle specific situations |
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Definition
| interview that uses questions developed from the answers to previous questions |
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Definition
| interview designed to create anxiety and put pressure on applicants to see how they respond |
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Definition
| interview in which several interviewers meet with candidate at the same time |
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Definition
| interview in which applicants are interviewed by the team members with whom they will work |
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Term
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Definition
| yes/no, obvious questions, questions that rarely produce a true answer, leading questions, illegal questions questions that are not job related |
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Term
| problems in the interview |
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Definition
| snap judgements, negative emphasis, Halo Effect(devils horn), biases and stereotyping, cultural noise |
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Term
| Federal Privacy Act of 1974 |
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Definition
| government employer must have a signed release from a person before it can give information about that person to someone else |
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Term
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Definition
| occurs when an employer fails to check an employee's background and the employee injures someone on the job |
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Term
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Definition
| occurs when an employer becomes aware that an employee may be unfit for work, but continues to employ the person, and the person injures someone |
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Term
| Fair Credit Reporting Act |
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Definition
| requires disclosing that a credit check is being made, obtaining written consent from the person being checked, and furnishing the applicant with a copy of their report |
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Term
| Americans with Disabilities Act ADA |
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Definition
| prohibits the use of pre-employment medical exams, except for drug tests, until a job has been conditionally offered. Also prohibits a company from rejecting an individual because of a disability and from asking job applicants any question related to current or past medical history until a condition job offer has been made. |
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Term
| selection factors for global employees |
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Definition
-Cultural adjustments
-personal characteristics
-organizational requirements
-personal/family concerns
-communication skills |
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Term
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Definition
| false or unjustified injury of the good reputation of another, as by slander |
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