Hrm Reading Flashcards

Front 1

chp 7

Back 1

foundations of selection

Front 2

assessment center

Back 2

- a facility where perforamnce simulation tests are administred
- these include a series of exercises used for selection , development and performance appraisals

Front 3

comprehensive interview

Back 3

- selection device used to obtain in depth info about a candidate
- designed to probe areas not easily addressed by applicaton form or tests- one's motivation, values, abilities to work under pressure and ability to "fit in" at company

Front 4

impression management

Back 4

- influencing performance evaluations by portraying an image desired by the appraiser
-ones attempt to project an image that will result in a faovrable outcome

Front 5

behavioral interview

Back 5

- observing job candidates not only for what they say but for how they behave

Front 6

realistic job preview (RJP)

Back 6

- a selection device that allows job candidates to learn negative as well as positive info about the job and organization
- applicants that recieve this hold lower and more realistic expectations about the job they will be done and are better prepared for coping with job and frustrating elements
- reduces turnover without lowering acceptance rates
- hires more committed individual

Front 7

background investigation

Back 7

- process of verifying information job candidates provide

Front 8

reliability

Back 8

- a selection devices consistency of measurement
- should produce consistent scores each time device is used

Front 9

validity

Back 9

- proven relationship of a selection device to relevant criterion
- just because test score is consistent does not mean it is measureing important characteristic related to job behavior
- it must also differentiate between satisfactory and unsatisfactor performance on the job

Front 10

content validity

Back 10

- the degree to which test content, as a sample, represents all situtations that could have been included such as typing test for a clerk typist
- degree to which test content or questions about job tasks represent situations on the job

Front 11

construct validity

Back 11

- degree to which test measures a particular traite related to successful performance on the job

Front 12

criterion-related validity

Back 12

- degree to which a particular selection device accurately predicts the level of performance or important elements of work behavior
- shows relationship between some predictor and a criterion (test score and job perforamnce)

Front 13

predictive validity

Back 13

- validating tests by using prospecive applicants as study group

Front 14

concurrent validity

Back 14

- validating tests by using current employees as study group

Front 15

cut score

Back 15

- a scoring point below which applicants are rejected

Front 16

chp 10

Back 16

establishing the performance management system

Front 17

two way feedback

Back 17

- without proper two way feedback about an employees effort and it's effect on performance we run the risk of decreasing his or her motivation

Front 18

documentation

Back 18

- a record of performance appraisal possible outcomes

Front 19

absolute standards

Back 19

- measuring an employees performance against established standards