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44 Cards in this Set
- Front
- Back
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Reliability is an indication of the _________ or _____________ ofa set of measurements over repeated application. |
stability or dependability |
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True or False A matter of chance is considered a factor affecting reliability. |
True |
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True or False It is better to ask the exact same questions when interviewing an applicant twice. |
False issues of reliability |
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What are the 4 methods of estimating reliability? |
- test and retest - alternate forms - internal consistency - inter-rater reliability |
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____________ is the legitimacy of the inferences that are drawn from a set of measurements |
Validity |
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True or False Construct and content validity are strategies based on test content. |
True |
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Criterion validity is related validity that provides evidence based on ___________ to other variable. |
relationship |
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What are the 3 factors that affect validity? |
- range restrictions - measurement error - sampling error |
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________ is defined as inferences made from measurements that are related to different identifiable group characteristics. |
Bias |
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What law is viewed under the Supreme Law of Canada? |
Constitutional Law |
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What does EE stand for? |
Employment Equity |
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What legislation prohibits discrimination in both employment and the provision of goods and services? |
Human Rights Law |
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Under the Employment Equity Legislation, what characteristics are considered the designated groups? |
- women - visible minorities - Aboriginal peoples - people with disabilities |
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The Labour Law stipulate rights of employees to organize trade __________ and bargain ___________ agreements with employers |
organize trade unions and bargain collective agreements |
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True or False EE Legislation regulates the minimum age of employment. |
False |
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_____________ refers to any refusal to employ or to continue to employ any person on the basis of that individual’s membership in a protected group. |
Discrimination |
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What is the difference between direct and indirect discriminatio |
direct - occurs where an employer adopts a practice that discriminates on a prohibited ground indirect - occurs when an employer adopts policy business reasons but when applied to all employees it has an unintended negative impact on members of a protected group |
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______ _____________ is the legally acceptable way of determining job-relatedness. |
Job Analysis |
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What does SME stand for? |
Subject-Matter Experts (SME) |
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Under the National Occupational Classification System,each occupation is given a ___ (#) digit code. |
4 |
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What are the 3 levels of analysis? |
- Micro - Meso - Macro |
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What level of analysis is focused on the process of producing output to achieve goals? |
Meso |
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True or False Worker Oriented JA is a collection of techniques that emphasize work outcomes and descriptions of tasks performed to accomplish those outcomes. |
False |
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True or False A Position Analysis Questionnaire (PAQ) is a survey method for Work Oriented JA. |
False |
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Being expensive and time consuming are 2 disadvantages of using an _____________ survey method. |
interview |
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True or False Interviews are the most common survey method used. |
True |
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_____ ____________ data is used to provide information on otherwise unobservable cognitive and intellectual processes involved in the job. |
Self-Monitoring Data |
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What does CMQ stand for? |
Common-Metric Questionnaire (CMQ) |
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Work Profiling System (WPS) is a job analysis method that consists of three versions applicable to managerial, service, and _________ occupations. |
technical
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What does F-JAS stand for? |
Fleishman Job Analysis Survey (F-JAS) |
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_____ _________ Method attempts to distinguish between superior and inferior workers on the basis of job-related abilities. |
Job Elements Method (JEM) |
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What are the 3 types of competencies? |
- Core competencies - Functional competencies - Job specific competencies |
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Name 3 issues with recruitment. |
- shortage of skilled workers - legislative and diversity pressures - broader more encompassing jobs - commitment strategies - costs - misrepresentation - hiring in-house or outsource - centralize or decentralize recruitment |
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___________ _____________ Planning is the process of anticipating and providing for the movement of employees into, within, and out of an organizatio. |
Human Resource Planning |
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True or False HRIS is a computer-based system that track employee data, needs of HR, and position requirements. |
True |
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__________ job postings generate applicants that are more likely to have more realistic expectations, job satisfaction and organizational commitment. |
Internal |
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Name 3 sources of external candidates. |
- job advertisements - newspapers - professionalperiodicals and trade journals - radio andtelevision - public displays - direct mail - open houses - job fairs - employee referral - networking - walk-ins - employmentagencies - ServiceCanada Centres - privateemployment agencies - executivesearch firms - in-house recruiters - temporaryhelp agencies |
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_______________ is the use of the Internet to match candidates to jobs through electronic database. |
E-Recruiting |
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True or False Person-Organization fit is when the candidate fits the salary and benefits provided by HR. |
False |
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True or False The promotion or lateral transfer of people within the organization |
True |
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________-based selection is an analytical process used in structured procedures. |
nScience-Based Selectio |
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________-based selection is an intuitive process used when there's comfort and flexibility with the process. |
Practice-Based Selection |
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What does BIB stand for? |
Biographical Information Blank (BIB) |
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_____________ tests measure the traits or characteristics that involve the control of muscle movements |
Psychomotor Tests |
