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Industrial Organizational Psychology > Ch. 4 Employee Recruitment, Selection, and Placement > Flashcards

Ch. 4 Employee Recruitment, Selection, and Placement Flashcards

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1
Q

Human Resource Planning begins with…

A

The strategic goals of the organization

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2
Q

What factors need to be considered in HR planning?

A
  1. What are the goals and strategic objectives?
  2. What are the staffing needs?
  3. What are the current capacities and existing employee skills?
  4. What additional positions are needed?
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3
Q

What are the critical issues in HR planning?

A
  1. Changing nature of work and the workforce
  2. Increased competition for the best workers
  3. Assuring that there is a good fit between workers and organizations
  4. Increasing workforce diversity
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4
Q

What are the Four interrelated Processes of HR planning?

A
  1. Talent Inventory
  2. Workforce Forecast
  3. Action Plans
  4. Control and Evaluation
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5
Q

Define: Talent Inventory

A

An assessment of the current KSAOs or current employees and how they are used

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6
Q

Define: Workforce Forecast

A

A plan for future HR requirements

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7
Q

Define: Action Plans

A

Development of a plan to guide the recruitment, selection, training, and compensation of the future hires

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8
Q

Define: Control and Evaluation

A

Having a system of feedback to assess how well the HR system is working, and how well the company met its HR plan

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9
Q

What are the Steps in the Employee Selection Process?

A
  1. Employee Recruitment
  2. Employee Screening
  3. Employee Selection
  4. Employee Placement
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10
Q

Define: Employee Recruitment

A

The process by which organizations attract a pool of qualified applicants to apply for jobs

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11
Q

What is the starting point in employee recruitment?

A

Job descriptions and job specifications

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12
Q

What is the primary objective of employee recruitment?

A

To attract a large pool of qualified applicants

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13
Q

How is employee recruitment a two-way process?

A

While organizations are attempting to attract and evaluate prospective employee, job applicants are evaluating various potential employers

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14
Q

Define: Realistic Job Preview (RJP)

A

An accurate presentation of the prospective job and organization made to applicants

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15
Q

Explain Employee Screening process

A
  1. Process of reviewing information about job applicants used to select workers
  2. Review written materials
  3. Provides biographical data
  4. References and letters of recommendation
  5. Employment testing
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16
Q

What methods are used in employee screening?

A

Resumes, job applications, letters of recommendation, employment tests, and hiring interviews

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17
Q

Define: Employee Selection

A

The actual process of choosing people for employment from a pool of applicants

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18
Q

What are the two categories in employee selection?

A

Criteria and Predictors

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19
Q

Define: Criteria

A

Measures of success

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20
Q

What is the general criteria?

A
  1. Performance
  2. Loyalty
  3. Commitment to the organization
  4. Good work attendance record
  5. Ability to get along with supervisors and coworkers
  6. Ability to learn and grown on the job
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21
Q

What is the ultimate criteria?

A

Success on the job

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22
Q

Define: Predictors

A

Any pieces of information that we are able to measure about job applicants that are related to (predictive of) the criterion

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23
Q

What are some predictors?

A

Job-related knowledge, expertise, education and skills

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24
Q

What is the primary goal of making employee selection decisions?

A

To maximize the probability of accurate decisions in selecting job applicants and to assure that the decisions are made in a way that is free from both intentional and unintentional discrimination against these applicants

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25
Two types of decision errors
False-positive errors and false-negative errors
26
Define: False-Positive Errors
Erroneously accepting applicants who would have been unsuccessful
27
Define: False-Negative Errors
Erroneously rejecting applicants who would have been successful
28
Which decision error is most difficult to identify?
False-Negative Errors
29
How can you minimize decision errors?
By using more objective decision strategies
30
Define: Statistical decision-making model
Combines information for the selection of applicants in an objective, predetermined fashion
31
Describe the Statistical decision-making model
Each piece of information is given some optimal weight that indicates its strength in predicting future job performance
32
What are the selection strategies?
1. Multiple Regression Model 2. Multiple Cutoff Model 3. Multiple Hurdle Model
33
Define: Multiple Regression Model
An employee selection method that combines separate predictors of job success in a statistical procedure
34
Which strategy is an extension of the correlation coefficient?
Multiple Regression Model
35
What is both a weakness and strength of the multiple regression model?
It is a compensatory type model - where high scores on one predictor can compensate for low scores on another
36
Which strategy uses multiple predictors and combines the various predictors in an additive, linear fashion?
Multiple Regression Model
37
Define: Multiple Cutoff Model
Uses a minimum cutoff score on each of the predictors
38
In which strategy must an applicant obtain a score above the cutoff on each of the predictors to be hired?
Multiple Cutoff Model
39
Which strategy is most commonly used in public-sector organizations?
Multiple Cutoff Model
40
Define: Multiple Hurdle Model
Uses an ordered sequence of screening devices. At each stage in the sequence, a decision is made to either reject or allow the applicant to move forward
41
What is an advantage of the multiple hurdle model?
Unqualified persons do not have to go through the entire evaluation program before they are rejected
42
What is a drawback of the multiple hurdle model?
Time consuming and expensive, usually only used for jobs that are central to the operation of the organization
43
Define: Employee Placement
The process of deciding to which job hired workers should be assigned.
44
When is employee placement used?
Used when 2 or more positions need to be filled or when large organizations close departments or offices and don't want to layoff workers but instead assign them to other positions
45
Define: Equal Employment Opportunity Commission (EEOC)
The federal agency created to protect against discrimination in employment
46
Uniform Guidelines on Employee Selection Procedures
Serves as the standards for complying with antidiscrimination laws
47
What are the three concepts of Equal Employment Opportunity Commission (EEOC)?
1. Protected Groups 2. Adverse Impact 3. Affirmative Action
48
Who is in the Protected Groups?
Includes women, African-Americans, American Indians, Asian-Americans, and Latinos, as well as older and disabled workers, national origin and religious affiliation
49
What is the Four-Fifths rule?
A hiring procedure is adverse when the selection rate for any protected group is ⅘ of the group with the highest hiring rate
50
Griggs v. Duke Power Company (1971)
Supreme Court ruled that the burden of proof on whether an employment selection test is fair rests with the employer. Reaffirmed by the Civil Rights Act of 1991
51
Albermarle Paper Company v. Moody (1975)
Supreme Court ruling required employers to adhere to the Uniform Guidelines, including demonstrating that selection procedures are valid
52
Age Discrimination in Employment Act (1967)
Protects against employment discrimination on the basis of age. Specifically targeted towards workers between 40-70 years of age
53
Americans with Disabilities Act (ADA)
Protects against employment discrimination for qualified individuals with a physical or mental disability
54
Family Medical Leave Act of 1993
Allows employees in organizations of 50 or more workers to take up to 12 weeks of unpaid leave each year for family or medical reasons
55
Define: Affirmative Action
The voluntary development of organizational policies that attempt to ensure that jobs are made available to qualified persons regardless of sex, age, or ethnic background.
56
Define: Bona Fide Occupational Qualifications (BFOQs)
Real and valid occupational needs required for a particular job
57
What is an example of a Bona Fide Occupational Qualifications (BFOQs)?
Hiring only female models for a women’s clothing line, or males for a men's locker room attendant
58
Goals of recruitment process
1. Attract a large pool of qualified applicants 2. Provide a realistic job preview 3. Avoid discrimination against underrepresented groups
59
Recruitment Methods
1. Formal or Direct a. Media advertisements b. Point of purchase c. Direct mail d. Employment agencies e. College recruiters f. Computer databases g. Special events h. Employee referral programs 2. Informal or Indirect a. Situation-wanted ads b. Direct applications c. Employee referrals
60
Most Common Methods of Recruitment
Newspaper Ads 96%, Networking 95%, Employee Referrals 91%
61
What is the hiring process?
Recruitment, Screening, Selection/Placement
62
What information needs to be checked for resume fraud?
1. Verifying Information a. truth b. error c. embellishment d. fabrication 2. Obtaining Missing information a. unintentional omission b. strategic omission c. deceptive omission 3. Alternative methods a. bogus application items b. social security reports c. hire professional reference checkers
63
Why check for resume fraud?
1/3 resumes contain inaccurate info and | over 500,000 people have bogus degrees
64
Predicting Future Performance with References
1. References are not good predictors of performance a. Uncorrected validity is .18 2. References are not reliable (r = .22) 3. References are lenient a. Fewer than 1% of applicants are rated below average!
65
Predictors in Selection Systems
1. Are Reliable 2. Are Valid a. Based on a job analysis (content validity) b. Predict work-related behavior (criterion validity) 3. Reduce the Chance of a Legal Challenge 4. Are Cost Effective a. Cost to purchase/create b. Cost to administer c. Cost to score
66
Define: Reliability
The extent to which a score from a test is consistent, stable over time, and free from errors of measurement
67
Methods of Determining Reliability
1. Test-retest (temporal stability) 2. Parallel/Alternate forms (form stability) 3. Internal reliability (item stability) 4. Scorer reliability
68
Define: Validity
Accuracy of a measurement instrument and its ability to make accurate inferences about a criterion
69
Common Ways to Measure Validity
1. Content Validity 2. Criterion Validity 3. Construct Validity
70
Test Formats
1. Group vs. individual 2. Objective vs. open-ended 3. Paper and pencil vs. performance 4. Power vs. speed
71
10 Personnel Screening Methods/Tests
1. Biodata: Background and personal characteristics 2. Cognitive ability 3. Mechanical ability 4. Motor and sensory ability 5. Skills & Knowledge 6. Personality 7. Honesty & Integrity 8. Assessment Centers 9. Leaderless group discussion 10. Unstructured vs. Structured Hiring Interviews
72
Which interview method is best?
Structured Interviews
73
Structured interviews are best because....
They are: Reliable, valid, and not as prone to legal challenge. They: Are based on a job analysis, Ask the same questions of each applicant, Have a standardized scoring procedure
74
Selection: Process of choosing applicants
1. Regression: Statistical Multiple Predictors 2. Multiple Cutoff 3. Multiple Hurdle

Industrial Organizational Psychology (8 decks)

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