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| The Taylor Russell Model is a utility index model designed to help determine the degree of which a section device improves the quality of the individuals selected beyond what would have occurred had the devise not been used. In terms of this particular model, quality is determined by increasing the percentage in the success group as opposed to those in the unsuccessful group. One distinctive assumption of this particular model is that the selectees are classified as either successful or unsuccessful. This particular model requires the validity, base rate, and the selection ratio. |
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| Absenteeism refers to a situation where an employee does not show up to work at a chronic basis. Typically, two out of three employees that do not show up to work are not physically ill. One of the jobs of an HR manager is to reduce this particular problem in the workplace. |
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| BARS & BOS are two different types of behavior-based rating formats used to help determine job performance in terms of specific, well-defined, and observable actions. BOS or Behavior Observation scales ask raters to report the frequency of specific job-related behaviors in the workplace. BOS clarifies for the person administering the scale and the individual being rated precisely what activities should be performed on the job, in what manner, and how the outcomes of those actions are linked to performance ratings. BARS or Behavior Anchored Rating Scales uses behavioral statements to illustrate multiple levels of performance |
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| Central tendency effect is a practice in evaluation an employee or a process in which the person evaluating tends to rate towards the middle of the scale when the thing being rated deserves a higher or lower rating depending on the circumstances. |
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| A composite criterion is a combination of different subcriteria which are based on certain standards used to assess a person's performance, attitudes, motivations, etc. This is usually done by estimating weights for each of the subcriteria and then combining them in an additive fashion. You can do that or work with each of the multiple criteria indepedently. One of the problems with doing this is the need to develop a valid means for estimating the relative contribution of each of the subcriteria to the composite criterion. |
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| A contrast effect occurs when supervisors rate employees one after another. A supervisor may have to rate an exceptional performer or a terrible performer. In the contrast effect, that subsequent judgment is affected by that previous judgment. For example, a good performer may get rated lower than normal after an exemplary performer. |
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| A performance criterion is a measuire of what defines success on a job. The performance criterion must capture the multidimensional behaviors that constitute performance in the workplace. A good example of one type of performance criterion is the ultimate criterion which describes the full domain of performance and everything that defines success on the job. |
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| Criterion contamination is an incident that occurs when the operation or actual criterion includes a certain amount of variance that is unrelated to the ultimate criterion. Contamination itself may be subdivided into two different areas: error and bias. Error is random variation; bias refers to systematic criterion contamination. |
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| Criterion deficiency refers to a situation where criterion measures fail to include an important component of the performance domain. In order to not be deficient in describing a job domain, a criterion must cover ALL aspects of the necessary criterion domain. |
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| The criterion problem results from a tendency to have inadequate eveidence to support different inferences between the construct domain, the performance domain, the criterion domain, and actual job performance. This will also lead to two different interrelated consequences: the development of criterion measures that are less psychometrically rigorous than the predictor measures are and the development of performance criteria that are less deeply entrenched in the networks of theoretical relationships that are constructs in regards to predicting. These consequences limit the development of theories and the validation of constructs. |
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| Dynamic criteria themselves can have a multitude of different definitions. Dynamic criteria can be viewed as the change over time in the average level of a group performance on a particular criterion. Another way of looking at it is change in validity coefficients over time in describing a criterion. Changes in the rank ordering of scores have also been signified and interpreted as evidence of a dynamic criteria. Essentially, dynamic criteria refers to the change in the criterion performance over a period of time whether in regards to validity or differential stability. |
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| A forced distribution refers to a particular rating system used by companies to evaluate their employees. The system requires managers to evaluate each individual and rank them into one of three categories (EXCELLENT, GOOD, AND POOR). It's widely used because of its ease, but remains controversial because of the way it creates competition. A score might no also reflect an individual's true performance. |
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| A force-choiced format is a method designed to minimize the problem of faking in employment testing. Individuals are required to give responses to particular items in order continue on with the assessment. If respondents are motivated to make the best possible impression, being forced to choose between items similar in perceived relevance tends to reduce that faking. |
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| The graphic rating scale method is probably the most widely used method of performance appraisal. A graphic is presented, and the rater rates based on the information presented. On a graphic rating scale, each point is defined on a particular continuum. Scale points need be defined unambiguously for the rater. |
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| A halo error is a type of bias where the rater assigns ratings to the rate in terms of their general impressions of that person. These biases can either be high or low and are formed in regards to the rater's general impression of the ratee's overall performance. Generally positive in nature, but can also be lower (hence halo). |
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| A job incumbent refers to the person who is currently in possession of a particular job position and is responsible for all the duties that job performs. |
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| Multiple criteria refers to a situation where measures of demonstrably different variables are used to describe an individual's performance. Advocates say combining unrelated measures that are still useful in predicting criterion performance can lead to an ambiguous composite that is psychometrically and psychologically nonsensical. |
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| An objective criterion is one that is clear cut and dry in its evaluations of an individual's performance on a certain criterion. Often, a certain level is set for the criterion performance and that level will not be adjusted for getting close. |
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| Paired comparisons are used when raters need to compared those who are rated with one another. All of the paris of the rated are considered and the rater must simply choose the better of each pair. The individual's rank is determined based on the number of times the rated individual was deemed better. |
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| Peer nomination is a type of peer assessment. Essentially, peer nominations require that individuals must identify coworkers with extreme high or low levels of KSAOs. Peers here are judging the job performance of one another on the job. |
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| A performance appraisal is a review and discussion of an employee's performance based on their assigned duties and responsibilities. The appraisal is based on job outcomes, not the KSAO's the employee possesses. In particular, the appraisal wants to measure skills with good accuracy and uniformity. One can identify areas where the employee still needs to improve their performance which helps foster professional growth. |
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