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53 Cards in this Set

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the degree to which a criterion actually measures the dimension or behaviours in question
relevance
the extent to which criteria will consistently measure performance over time and in different settings
reliability
a construct that is employed to predict how well a person will perform in a job that requires certain KSAOs or competencies
aptitude
groups of related behaviours that are deemed important for the successful performance of a job in a particular organization
competencies
competencies and performance characteristics that are peculiar to specific positions in an organization
role (specific) competencies
the observable behaviour that contributes to organizational goals
job performance
groups of related behaviours that are deemed necessary for successful performance in most employing organizations
core competencies
the set of behaviours that are relevant to the organization or unit in which the job is being performed
job performance domain
leniency, central tendency, severity and halo errors that occur when judgements are made based on the limited parts of the rating scale, or when a score on one part of a rating scale influences other parts
rating errors
sets of related behaviours that link organizational goals to successful job performance
performance dimension
refers to those job performance behaviours that are not adequately measured by a criterion
criterion deficiency
characteristics that all employees require to perform their jobs at a satisfactory level
threshold competencies
biographical data for job applicants that has been gathered from BIBs, application blanks, or other sources
biodata
the first step of the selection process, which involves identifying individuals from the applicant pool who have the minimum qualifications for the target position(s); candidates who 'pass' this first hurdle are referred for more extensive assessments
screening
a preselection questionnaire in which applicants are asked to provide job-related information on their personal background and life experiences
biographical information blank(BIB)
a method of gathering information from a job candidate's former associates, e.g., employers, co-workers, clients and other 'referees'
reference check
groups identified in the federal government's Employment Equity Act as needing legal protection in employment policies and practices due to underrepresentation in the workplace: women, aboriginal peoples, visible minorities, and people with disabilities
designated minority groups
methods for quantitatively combining information from application blank items by assigning weights that reflect each item's value in predicting job success
weighted application blank
a form used by job candidates to provide an employer with basic information about their knowledge, skills, education and other job-related information
application blank
knowledge, skill, abilities, experiences and other attributes that are deemed necessary for minimally acceptable performance in one or more positions; designed for making the "first cut" in screening job applicants
minimum qualifications
a brief, written self-description voluntarily submitted by a job candidate in support of a job application
resume
refers to those (ostensible) characteristics or properties of a candidate that are most likely to explain a person's behaviour in a particular situation, thereby providing a basis for predicting future job success
personality
the testing of genetic material to determine a genetic propensity or susceptibility to illness that results from various workplace chemicals or substances
genetic screening
short, written statements by a job candidate that are related to personality traits
self-report inventory
refers to intelligence or intellectual capabilities
cognitive ability
a procedure for taking physical samples from a job candidate in an attempt to predict whether or not drugs or alcohol might impair job performance in the future
drug/alcohol testing
the use of simulated, abstract tasks as a basis for determining how well a candidate might perform in tasks that are central to a particular job
situational/simulation tests
usually administered after an offer of employment to establish that required standards of health and fitness are met
physical fitness/medical exams
physical traits or characteristics that are associated with the use and control of muscular and skeletal movements
pyschomotor abilities
a procedure (often outsourced) that employs multiple measurement techniques to evaluate job candidates
assessment centre
a series of interviews where the applicant is interviewed separately by each of two or more interviewers
serial interviews
refers to an interview conducted by two or more interviewers at the same time
panel interviews
a traditional method of interviewing that involves no constraints on the questions asked, no requirements for standardization, and a subjective assessment of the candidate
unstructured interview
a structured interview that asks a candidate to describe how he or she responded to specific situations in past employment
behaviour description interview
tactics employed by a job candidate to influence interviewers by monitoring their reactions and responding accordingly
impression management
an interview that consists of a standardized set of job-relevant questions and a scoring guide
structured interview
a highly structured interview that combines situational questions, job knowledge and simulation, and worker characteristic questions
comprehensive structured interview
follow-up questions or prompts used by interviewers to guide a job candidate's responses to specific areas or to elicit more elaborate answers
probes
a behavioural rating scale that uses sample answers to specific questions as a guide to evaluate and score an applicant's responses
scoring guide
gathering of qualitative and quantitative information about a job candidate
pre-employment inquiries
selection rating techniques focused on aspects of employment rather than on candidates' individual attributes
job-related scoring system
a subject in interviews that must be directly related to job requirements, and not to unrelated areas, e.g., social assistance, EI benefits
source of income
legal action arising out of alleged impropriety in pre-employment procedures
selection-related litigation
accepted standard for employer response to union organizing campaigns
"arm's-length rule"
refers to evaluation that employs observation of the quality, frequency or intensity of actual behaviour and the results that can be directly or indirectly attributed to it
behavioural measures
the rate at which employees enter and leave a job
turnover
the frequency and reasons for which employees do not attend at their workplace
absenteeism
rankings performed through a procedure in which peers, supervisors and others assess job performance
performance ratings
refers to the assessment of this trait in the affective domain that arises out of a behaviourist characterization of emotional aspects
attitudinal measures
an assessment of the level at which individuals, departments or organizations should be achieving objectives
performance potential
a method of establishing a relationship between the cost of a program and its benefits based on 'hard data' that includes both direct and indirect costs
cost-benefit analysis
periodic evaluations to ensure that organizational objectives are being met according to agreed criteria (checklists or 'indicators') based on benchmark statistics and information
audits
a method of predicting the probable costs and outcomes in gains and losses to the organization of proposed courses of action that uses behavioural or cost accounting procedures
utility analysis