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Flashcards in Chap-9 terms Deck (32):
1

Person job fit

fit between a persons abilities and the demands of the job and the fit between a persons desires and motivations and the attributes and rewards of a job

2

person group fit

match between an individual and their work group, including the supervisor

3

person organization fit

fit between an individuals values, beliefs, attitudes, and personality and the values, norms, and culture of the organization

4

person vocation fit

fit between a persons interests, abilities, values, and personality and their chosen occupation, regardless of the persons employer

5

complementary fit

when a person adds something that is missing in the organization or work group by being different from the others

6

supplementary fit

when a person has characteristics that are similar to those that already exist in the organization

7

stereotype threat

awareness of subgroup differences on standardized tests creates frustration among minority test takers and ultimately lower test scores

8

screening assessment methods

methods that narrow a pool of job applicants down to a smaller group

9

evaluative assessment methods

methods that evaluate the pool of job candidates to determine who will be hired

10

contingent assessment methods

methods where a job offer is made contingent upon a candidate passing the assessment

11

job applications

form asking applicant for written info about skills, education, experiences, etc.

12

weighted application blank

job application on which different info receives different weights

13

biodata

info about candidates interests, work experiences, training and education

14

cognitive ability test

tests that assess a persons general mental abilities, including their verbal and mathematical reasoning, logic, and perceptual abilities

15

psychomotor test

tests that assess the capacity of a person to manipulate and control objects

16

sensory test

assess visual, auditory, and speech perception

17

physical ability test

assess physical abilities: strength, flexibility, conditioning, coordination

18

integrity test

test that measures peoples trustworthiness, honesty, moral character, and reliability

19

polygraph test

measures and records physiological factors thought to be indicators of anxiety, including a candidates blood pressure, respiration, pulse, and skin conductivity while the person answers a series of questions

20

job knowledge test

tests that measure candidates knowledge (often technical) required by a job

21

unstructured interview

questions that vary from candidate to candidate and that differ across interviews

22

structured interviews

interviews where candidates are asked a series of standardized, job related questions with predetermined scores for different answers

23

behavioral interviews

interview about what an applicant has done in the past to predict their future behaviors

24

situational interviews

asking how people might react to a hypothetical situation

25

situational judgment test

measures of non-cognitive skills; short scenarios are presented verbally, in writing, or in videos, and candidates are asked what they believe is the most effective response, or to choose the best response from a list of alternatives

26

graphology

any practice that involves determining personality traits or abilities from a persons handwriting

27

job simulations

simulations that measure peoples job skills by having them perform tasks similar to those performed on the job

28

work samples

require a candidate to perform observable tasks or job related behaviors to predict future job success

29

background check

employee screening method that assesses a persons personal/credit info, degrees held, character, lifestyle, criminal history, and general reputation

30

race norming

adjusting scores on a standardized test by using separate curves for different racial groups

31

banding

assigning the same score to applicants who score in a range on the assessment

32

assessment plan

describes which assessment methods will be used to assess each of the important characteristics on which applicants will be evaluated, in what sequence the assessments will take place, and what weight each assessment will receive in determining an overall score for that characteristic based on the importance of each characteristic to job performance