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33 Cards in this Set

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Job analysis
obtain info re tasks & requirements
-interviews, obs, work diairies
performance eval
in organs
- det if bonus, raise, promo
objectiven vs subj measures
categorization of ljob performance (criterion) measures.
-ob= sales, $
-sub= judgement, susceptible to rater bias.
paired comparisoms
performance appraisal
-compare to other empe
critical incidents
statements re specific work beh'rs
-very good &/0r bad
behaviorally anchored rating scales (BARS)
ragter chooses critical incident for ea job dimension that describes empe
rater bias
error of subj measures of job performance
-halo effect, central tendency, strictness & leniency bias
cure= rater training
cognitive ability tests
mst accurate of job performance
work samples
predictor of prospective empe
-tasks sim to job
-also trainablilty tests on job previews
realistic perview
accurate, unbiaed job desc & org given to prospective empe
-reduce turnover, lo disapp't & disillus't
interviews
selective tech
-lo reliability & validity
-improved if structured W/ ++ interviewers
assessment ctrs
eval empe re promo
-multidimensional
-work sims, written tests, interviews
criterion contamination
rater's knowledge of empe's performnce = biases.
- causes artificially high correlation btwn predictor & criterion
personality tests
Selection tests
-better when specific measure not global traits
interests tests
selection tool
-not good to pred performance
-good pred job choice,sat, persistence
adverse impact
Determine when a selection process might be discriminatory
-minortity is < 80% than occurs
-4/5 rule of employment
differential validity
predictors validity coefficient sig dif btwn subgrps
-eg lo'r for women/men
-rare, usually due to methodological probs
unfairness
job selection when minorities consistently score lo'r on predictor but can do job as well.
-cause of adverse impact
incremental validity
++ in decision making accuracy fr a particular predictor
combining predictors
- multiple predictors give > comprehensive info
-multiple regression, multiple cutoff, multiple hurdles
multi-collinearity
term used to describe predictors when highly correlated
Mutli-regression
est applicants score on criterion based on scores fr other preds.
-compensatory (ie lo score on one can be made up on oth)
multi-cutoff
must score above a min cutoff on ea predictor to be hired.
-noncompensatory
multi-hurdle
must meet min level of performance on mult preds.
-pred given 1 @ time w/ ea new given only if successful
-noncompensatory
needs analysis
det if & what kind of training is necess by id'g job perf & empe deficits
-1st step in dev't of training prog
-aka needs assessment
vestibule training
combo on & off job training
-physical replica or sim
-classroom, programmed instr
prgram eval
eval peformance to det raise, bonus or promo
apititude tests
measure of potential for learning/performance
achievement tests
measure of how well has mastered material
Holland's personality typology
theory of career choice
- 6 types realistic (tools,mach), investigative (analytical), artistic (expressive), social (work w/ oths), enterprising (manip oths, $, goals), conventional (records, filing, bookkeeping)
congruence
fit btwn personality type and occupation
Holland
Super's careet dev't theory
career choice
-career maturity has predictable stages
-related to self-concept
Teideman & O;Hara decision making model
based on Erikson theory of ego.
career-related correlates to 8 psychosocial crisis resolution
-differentiation = realization occupation not fitting
-personal and common reality