CHAPTER 6 Selecting Employees and Placing Them in Jobs Flashcards Preview

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Flashcards in CHAPTER 6 Selecting Employees and Placing Them in Jobs Deck (22)
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1

achievement tests,

Tests that measure a person’s existing
knowledge and skills.

2

aptitude tests,

Tests that assess how well a person can
learn or acquire skills and abilities.

3

assessment center,

A wide variety of specific selection
programs that use multiple selection methods to rate applicants
or job incumbents on their management potential

4

behavior description interview
(BDI),

A structured
interview in which the interviewer asks the candidate to
describe how he or she handled a type of situation in the
past.

5

cognitive ability tests,

Tests designed to measure
such mental abilities as verbal skills, quantitative skills,
and reasoning ability.

6

compensatory model,

Process of arriving at a selection
decision in which a very high score on one type of assessment
can make up for a low score on another.

7

concurrent validation,

Research that consists of
administering a test to people who currently hold a job,
then comparing their scores to existing measures of job
performance.

8

construct validity,

Consistency between a high score
on a test and high level of a construct such as intelligence
or leadership ability, as well as between mastery of this
construct and successful performance of the job.

9

content validity,

Consistency between the test items
or problems and the kinds of situations or problems that
occur on the job.

10

criterion-related validity,

A measure of validity
based on showing a substantial correlation between test
scores and job performance scores.

11

generalizable

Valid in other contexts beyond the context
in which the selection method was developed.

12

Immigration Reform and Control
Act of 1986,

Federal
law requiring employers to verify and maintain records on
applicants’ legal rights to work in the United States.

13

multiple-hurdle model,

Process of arriving at a selection
decision by eliminating some candidates at each
stage of the selection process.

14

non-directive interview,

A selection interview in
which the interviewer has great discretion in choosing
questions to ask each candidate.

15

panel interview,

Selection interview in which several
members of the organization meet to interview each
candidate.

16

personnel selection,

The process through which organizations
make decisions about who will or will not be
allowed to join the organization.

17

predictive validation,

Research that uses the test scores of
all applicants and looks for a relationship between the scores
and future performance of the applicants who were hired.

18

reliability

The difficulty level of written materials.

19

situational interview,

A structured interview in
which the interviewer describes a situation likely to arise
on the job, then asks the candidate what he or she would
do in that situation.

20

structured interview,

A selection interview that
consists of a predetermined set of questions for the interviewer
to ask.

21

utility,

The extent to which something provides economic
value greater than its cost.

22

validity

The extent to which performance on a measure
(such as a test score) is related to what the measure
is designed to assess (such as job performance).