Unit 5

Front 1

the degree to which a criterion actually measures the dimension or behaviours in question

Back 1

relevance

Front 2

the extent to which criteria will consistently measure performance over time and in different settings

Back 2

reliability

Front 3

a construct that is employed to predict how well a person will perform in a job that requires certain KSAOs or competencies

Back 3

aptitude

Front 4

groups of related behaviours that are deemed important for the successful performance of a job in a particular organization

Back 4

competencies

Front 5

competencies and performance characteristics that are peculiar to specific positions in an organization

Back 5

role (specific) competencies

Front 6

the observable behaviour that contributes to organizational goals

Back 6

job performance

Front 7

groups of related behaviours that are deemed necessary for successful performance in most employing organizations

Back 7

core competencies

Front 8

the set of behaviours that are relevant to the organization or unit in which the job is being performed

Back 8

job performance domain

Front 9

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

Back 9

rating errors

Front 10

sets of related behaviours that link organizational goals to successful job performance

Back 10

performance dimension

Front 11

refers to those job performance behaviours that are not adequately measured by a criterion

Back 11

criterion deficiency

Front 12

characteristics that all employees require to perform their jobs at a satisfactory level

Back 12

threshold competencies

Front 13

biographical data for job applicants that has been gathered from BIBs, application blanks, or other sources

Back 13

biodata

Front 14

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

Back 14

screening

Front 15

a preselection questionnaire in which applicants are asked to provide job-related information on their personal background and life experiences

Back 15

biographical information blank(BIB)

Front 16

a method of gathering information from a job candidate's former associates, e.g., employers, co-workers, clients and other 'referees'

Back 16

reference check

Front 17

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

Back 17

designated minority groups

Front 18

methods for quantitatively combining information from application blank items by assigning weights that reflect each item's value in predicting job success

Back 18

weighted application blank

Front 19

a form used by job candidates to provide an employer with basic information about their knowledge, skills, education and other job-related information

Back 19

application blank

Front 20

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

Back 20

minimum qualifications

Front 21

a brief, written self-description voluntarily submitted by a job candidate in support of a job application

Back 21

resume

Front 22

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

Back 22

personality

Front 23

the testing of genetic material to determine a genetic propensity or susceptibility to illness that results from various workplace chemicals or substances

Back 23

genetic screening

Front 24

short, written statements by a job candidate that are related to personality traits

Back 24

self-report inventory

Front 25

refers to intelligence or intellectual capabilities

Back 25

cognitive ability

Front 26

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

Back 26

drug/alcohol testing

Front 27

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

Back 27

situational/simulation tests

Front 28

usually administered after an offer of employment to establish that required standards of health and fitness are met

Back 28

physical fitness/medical exams

Front 29

physical traits or characteristics that are associated with the use and control of muscular and skeletal movements

Back 29

pyschomotor abilities

Front 30

a procedure (often outsourced) that employs multiple measurement techniques to evaluate job candidates

Back 30

assessment centre

Front 31

a series of interviews where the applicant is interviewed separately by each of two or more interviewers

Back 31

serial interviews

Front 32

refers to an interview conducted by two or more interviewers at the same time

Back 32

panel interviews

Front 33

a traditional method of interviewing that involves no constraints on the questions asked, no requirements for standardization, and a subjective assessment of the candidate

Back 33

unstructured interview

Front 34

a structured interview that asks a candidate to describe how he or she responded to specific situations in past employment

Back 34

behaviour description interview

Front 35

tactics employed by a job candidate to influence interviewers by monitoring their reactions and responding accordingly

Back 35

impression management

Front 36

an interview that consists of a standardized set of job-relevant questions and a scoring guide

Back 36

structured interview

Front 37

a highly structured interview that combines situational questions, job knowledge and simulation, and worker characteristic questions

Back 37

comprehensive structured interview

Front 38

follow-up questions or prompts used by interviewers to guide a job candidate's responses to specific areas or to elicit more elaborate answers

Back 38

probes

Front 39

a behavioural rating scale that uses sample answers to specific questions as a guide to evaluate and score an applicant's responses

Back 39

scoring guide

Front 40

gathering of qualitative and quantitative information about a job candidate

Back 40

pre-employment inquiries

Front 41

selection rating techniques focused on aspects of employment rather than on candidates' individual attributes

Back 41

job-related scoring system

Front 42

a subject in interviews that must be directly related to job requirements, and not to unrelated areas, e.g., social assistance, EI benefits

Back 42

source of income

Front 43

legal action arising out of alleged impropriety in pre-employment procedures

Back 43

selection-related litigation

Front 44

accepted standard for employer response to union organizing campaigns

Back 44

"arm's-length rule"

Front 45

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

Back 45

behavioural measures

Front 46

the rate at which employees enter and leave a job

Back 46

turnover

Front 47

the frequency and reasons for which employees do not attend at their workplace

Back 47

absenteeism

Front 48

rankings performed through a procedure in which peers, supervisors and others assess job performance

Back 48

performance ratings

Front 49

refers to the assessment of this trait in the affective domain that arises out of a behaviourist characterization of emotional aspects

Back 49

attitudinal measures

Front 50

an assessment of the level at which individuals, departments or organizations should be achieving objectives

Back 50

performance potential

Front 51

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

Back 51

cost-benefit analysis

Front 52

periodic evaluations to ensure that organizational objectives are being met according to agreed criteria (checklists or 'indicators') based on benchmark statistics and information

Back 52

audits

Front 53

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

Back 53

utility analysis