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33 Cards in this Set
- Front
- Back
- 3rd side (hint)
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Job analysis
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obtain info re tasks & requirements
-interviews, obs, work diairies |
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performance eval
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in organs
- det if bonus, raise, promo |
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objectiven vs subj measures
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categorization of ljob performance (criterion) measures.
-ob= sales, $ -sub= judgement, susceptible to rater bias. |
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paired comparisoms
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performance appraisal
-compare to other empe |
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critical incidents
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statements re specific work beh'rs
-very good &/0r bad |
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behaviorally anchored rating scales (BARS)
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ragter chooses critical incident for ea job dimension that describes empe
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rater bias
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error of subj measures of job performance
-halo effect, central tendency, strictness & leniency bias cure= rater training |
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cognitive ability tests
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mst accurate of job performance
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work samples
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predictor of prospective empe
-tasks sim to job -also trainablilty tests on job previews |
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realistic perview
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accurate, unbiaed job desc & org given to prospective empe
-reduce turnover, lo disapp't & disillus't |
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interviews
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selective tech
-lo reliability & validity -improved if structured W/ ++ interviewers |
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assessment ctrs
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eval empe re promo
-multidimensional -work sims, written tests, interviews |
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criterion contamination
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rater's knowledge of empe's performnce = biases.
- causes artificially high correlation btwn predictor & criterion |
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personality tests
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Selection tests
-better when specific measure not global traits |
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interests tests
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selection tool
-not good to pred performance -good pred job choice,sat, persistence |
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adverse impact
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Determine when a selection process might be discriminatory
-minortity is < 80% than occurs -4/5 rule of employment |
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differential validity
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predictors validity coefficient sig dif btwn subgrps
-eg lo'r for women/men -rare, usually due to methodological probs |
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unfairness
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job selection when minorities consistently score lo'r on predictor but can do job as well.
-cause of adverse impact |
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incremental validity
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++ in decision making accuracy fr a particular predictor
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combining predictors
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- multiple predictors give > comprehensive info
-multiple regression, multiple cutoff, multiple hurdles |
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multi-collinearity
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term used to describe predictors when highly correlated
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Mutli-regression
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est applicants score on criterion based on scores fr other preds.
-compensatory (ie lo score on one can be made up on oth) |
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multi-cutoff
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must score above a min cutoff on ea predictor to be hired.
-noncompensatory |
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multi-hurdle
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must meet min level of performance on mult preds.
-pred given 1 @ time w/ ea new given only if successful -noncompensatory |
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needs analysis
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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 |
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vestibule training
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combo on & off job training
-physical replica or sim -classroom, programmed instr |
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prgram eval
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eval peformance to det raise, bonus or promo
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apititude tests
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measure of potential for learning/performance
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achievement tests
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measure of how well has mastered material
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Holland's personality typology
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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) |
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congruence
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fit btwn personality type and occupation
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Holland
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Super's careet dev't theory
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career choice
-career maturity has predictable stages -related to self-concept |
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Teideman & O;Hara decision making model
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based on Erikson theory of ego.
career-related correlates to 8 psychosocial crisis resolution -differentiation = realization occupation not fitting -personal and common reality |
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