Reading...
Play button
Play button
Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
29 Cards in this Set
- Front
- Back
|
task inventory approach
|
a job-oriented approach to job analysis in which task statements are generated by experts who are familiar with the job in question
|
|
|
in job analysis, employees who are currently occupying the job of interest
|
incumbents
|
|
|
tool developed by the Dept. of Labor in the 1930s that has been used to classify occupations and jobs, consisting of narrative descriptions of tasks, duties, and working conditions of about 12,000 jobs
|
Dictionary of Occupational Titles (DOT)
|
|
|
a worker-oriented approach to job analysis that was designed to identify the characteristics of superior workers in a particular job
|
Job Element Method (JEM)
|
|
|
a widely used job analysis instrument that focuses on general work behaviors
|
Position Analysis Questionnaire (PAQ)
|
|
|
an outcome of job analysis delineating the KSAOs deemed necessary to perform a job
|
job specifications
|
|
|
a doctrine maintaining that jobs of equal (or comparable) worth to the organization should be compensated equally
|
comparable worth
|
|
|
evaluative standards that can be used as yardsticks for measuring an employee's success or failure
|
criteria
|
|
|
a theoretical construct encompassing all performance aspects that define success on the job
|
ultimate criterion
|
|
|
our best real-world representative of the ultimate criterion, which we develop to reflect or overlap with the ultimate criterion as much as possible
|
actual criterion
|
|
|
measures reflecting performance levels that change over time
|
dynamic criteria
|
|
|
performance measures that are based on counting rather than on subjective judgments or evaluations
|
objective criteria
|
|
|
performance measures that are based on the judgments or evaluations of others rather than on objective measures such as counting
|
subjective criteria
|
|
|
the work-related activities performed by employees that contribute to the technical core of the organization
|
task performance
|
|
|
the systematic review and evaluation of employees' job performance, as well as the provision of feedback to the employees
|
performance appraisal
|
|
|
a system of individual performance improvement that typically includes 1. objective goal setting, 2. continuous coaching and feedback, 3. performance appraisal, and 4. development planning
|
performance management
|
|
|
the social-psychological climate in which performance appraisal takes place
|
context
|
|
|
the rating error that results from either a rater's tendency to use his or her global evaluation of a ratee in making dimension-specific ratings for that ratee or a rater's unwillingness to discriminate between independent dimensions of ratee's performance
|
halo
|
|
|
halo that results from accurate intercorrelations among performance dimensions rather than from rating error
|
true halo
|
|
|
the tendency to use only the midpoint of the scale in rating one's employees
|
central tendency
|
|
|
the tendency to use only the low end of the scale or to give consistently lower ratings to one's employees than other raters do
|
severity
|
|
|
ratings provided by individuals whose status, in an organizational-hierarchy sense, is below that of the ratees
|
upward appraisal ratings
|
|
|
a systematic procedure for observing behavior and describing it with the aid of numerical scales or fixed categories
|
test
|
|
|
tests used in an attempt to predict whether an employee will engage in counterproductive or dishonest work-related behaviors like cheating, stealing, or sabotage
|
integrity tests
|
|
|
an individual exercise in which as assessee is asked to act as if he or she is a manager in a particular company with certain issues or ideas that need to be considered and responded to
|
in-basket
|
|
|
a set of predictors, or tests, that are used to make employee hiring decisions
|
selection battery
|
|
|
the degree to which a selection battery is useful and cost efficient
|
utility
|
|
|
the percentage of current employees who are successful on the job
|
base rate
|
|
|
the number of job openings divided by the number of applicants
|
selection ratio
|
