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