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40 Cards in this Set

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Reliability
Reliability refers to how dependably or consistently a measure assesses a particular characteristic
3 Types of Reliability
Test-retest reliability
Alternate or parallel form reliability
Inter-rater reliability
Test-retest reliability
Reflects the repeatability of scores over time
Alternate or parallel form reliability
Measures consistency of scores when two or more forms of the same measurement are completed
Inter-rater reliability
Consistency of scores when two or more raters using the same item, scale, or instrument assign measurement
3 Types of Validity (validation processes)
Content
Criterion
Construct
What Is Validation
Cumulative and ongoing process of establishing the job relatedness of a measure
Content-related validation:
Demonstrating that the content of a measure assesses important job-related behaviors
Construct-related validation:
Showing a measure assesses the construct, or characteristic, it claims to measure
Criterion-related validation:
Showing there is a statistical relationship between scores from a measure and the criterion, usually some aspect of job success
Validity
How well a measure assesses a given construct and the degree to which you can make specific conclusions or predictions based on observed scores.
Reliability
Tells you how consistent scores from that measure will be.
External Assessment Goals
Maximize fit
Accurate assessment
Maximize return on investment
Generate positive stakeholder reactions
Support talent philosophy and HR strategy
Establish and reinforce employer image
Identify new hires’ development needs
Assess ethically
Ensure legal compliance
Types of Job Fit
Person-Job Fit
Person-Group Fit
Person-Organization Fit
Person-Vocation Fit
Person-Job Fit:
Potential of an individual to meet the needs of job and the potential of the job to meet the needs of the individual
Dimensions:
Intelligence
KSOs
Previous Experience
Person-Group Fit:
Match between individuals and their work groups, including supervisor
Dimensions:
Teamwork skills
Conflict mgmt. style
Communication skills
Person Org. Fit:
Fit between an individual’s values, beliefs, and personality and the value, norms, and culture of the org.
Person-Vocation Fit:
Fit between an individual’s interests, abilities, values, and personality and occupation
Dimensions:
Aptitudes
Interests
Personal Values
Long-term Goals
Complementary fit:
When a person adds something that is missing in the organization by being different from the others
Supplementary fit:
When a person has characteristics that are similar to those that already exist in the organization
External Assessment Methods
Screening
Evaluative
Contingent
Screening Method:
Narrows a pool of applicants down to smaller group
Evaluative Method:
Evaluates the pool to determine who will be hired
Contingent Method:
When job offer is made, its contingent upon candidate passing assessment
Screening Method Examples
Biographical Information
Resumes
Telephone Interviews
Evaluative Method Examples
Biodata
Cognitive Tests
Personality Assessments
Integrity Tests
Job Knowledge Tests
Behavioral/Situational Interviews
Job Simulations
Reference Checks
Contingent Method Examples:
Medical/Drug Tests
Background Checks
Structured Interviews:
Questions that vary from candidate to candidate that differ across interviews
2 Types of Structured Interviews:
Behavioral
Situational
Behavioral interviews:
Using information about what the applicant has done in the past to predict future behaviors (Describe a situation when…)
Situational interviews:
Asking people how they might react to hypothetical situations (Imagine you are…and then…What would you do?)
Unstructured Interviews:
Interviews in which candidates are asked a series of standardized job-related questions with predetermined scores for different answers
Internal Assessment Methods
Skills inventories
Mentoring programs
Performance reviews of task and interpersonal behaviors
Multi-source assessments
Job knowledge tests
360s (Multisource Assessment)
Self
Supervisor
Peers
Supervisor’s Boss
Subordinates
Internal Customers
External Customers
Succession management:
Ongoing process of systematically identifying, assessing and developing organizational leadership capabilities to enhance its performance
Succession management plans:
Written policies that guide the succession management process
Replacement planning:
Identifying specific back-up candidates for specific positions
Multi Hurdle Approach
Scoring approach whereby cnadidates must recieve a passing score before being allowed to continue on in the selection process
Hurdles:
Assessments candidates need to do and pass to move to the next level
Exmple: Pre-screen test, must pass and meet satisfaction of recruiter
Exmple2: Phone interview
Hiring Stages:
Job Applicants
Job Candidates
Finalist