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108 Cards in this Set
- Front
- Back
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recommendations of Assesment Centers
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use exercises that assess specific dimensions
standardize role player seeks elicit (uitlokken) behaviors let participant know about dimensions Assessor rec,: use FOR, focus on quality, use psychologist Dimensions rec: clear job related, niet met elkaar te vergelijken dimensies |
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Frame of Reference (FOR)
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Training die 'accuracy' van de supervisor verbeterd bij Performance Mangaement System
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Skills that assessors should gain:
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-knowledge of organisation&job
-assessment techniques of dimensions/ typical behavior -ass. dimensions & how they relate to job performance -techniques for reccord/classificate behavior, how to use forms -evaluation, rating & data integration -objective & consistent behavior as role-player -feedbach |
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Situation Judgment Test
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Gaat om hypothetische gebeurtenissen
-meerkeuze vragen -low fidelity +goedkoop/makkelijk +goede voorspeller job performance - weten niet waarom JST werkt |
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Business Game
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'live'case- role play. measures cognitive complexity
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In-Basket Test
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Simulates aspects of managers position
+direct observation in context van job relevante situaties maar toch standardized + discriminates well -Does behavior in in-basket reflect job behavior? |
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Leaderless Group Discussion
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beoordeeld agressiveness, persuasiveness/selling ability, oral communications, self confidence, resistance to stress, energy level, interpesonal contact
-Val. .38 -sprake van training effect |
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specifications managerial selection
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-individual vs group exercises
-bandwith -fidelity -task specificity -necessary experience -task type -mode of delivery & response |
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Situational questions in interviews
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future-oriented questions. maakt gebruik van behaviorally anchored rating en is gebaseerd op job analyses dat gebruik maakt van the critival inicident method
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structure of interview
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4 dimensies: question consitency evaluation standardization, question sophistication, rapport building
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voordelen structured interview
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-meer valide
-verlaagt het verschil tussen racial groups -sterker bij de rechtbank -meer job related |
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cognitive inteview bias
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prior info zorgt voor self-fulfilling prophecy
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behavior interview bias
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prior info over sollicitant zorgt voor gedrag bij interviewer dat de prior impression bevestigd.
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Bias in interviewer decision-making
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-expectancy effect
-confirmatory information seeking -primacy effect/firts impression -proto/stereotyping -similar-to-me-bias -negative info bias -contract effect -halo effect -info overload/selective attention -behavior biases (self-fulfilling prophecy) |
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Mc Gill's four Major interview findings
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-Interviewer develops stereotype of good candidate
-Bias early in interview wat zorgt voor +/- besluit -Interviewer wordt meer beinvloed door negatieve informatie dan positieve info (geneigd positief persoon sneller aan te nemen na aantal -) -Interviewer zoekt naar bevestiging van de hypothese |
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Workforce planning
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an effort to anticipate future business and environmental demands on an organization and to meet the HR requirments dedicated by these conditions
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Talent Inventory
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manier om overzicht te krijgen van huidige resources (SKA's, promotional potential etc.) aan de hand van de volgende vragen:
Who included? What information? How to obtain info? How record info? How report info? How often updated? How info protected? |
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Time-lapse data
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average intervals between the offer and the acceptance of the job
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Positive organisation images might influence candidates to apply because
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-vergroot self-esteem candidate (trots)
-positive image implies other desirable attributes -makes applicant more receptive to info organisation |
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Yield ratios
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precentage of applicants from a recruitment source that make it to the next stage of selection process (ratios of leads> invites>interviews>offers>hires
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Gross-Cost per Hire
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Total cost of requiting (TCOR)/number individuals hires (NH)
-TCOR bestaat uit: staff costs+operational costs+overhead |
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Sources for recruiting (formal/informal)
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Formal:
-advertising -employment agencies -educational institution Informal: walk-ins write-ins intracompany transfer employee referrals |
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ways to reduce faking on interview
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-vragen naar beliefs about faking
-vragen of ze antwoorden willen toelichten (elaborate) -vertellen dat er een lie scale is -vragen stellen die geferificeerd kunnen worden |
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Weighted application Blanks
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identificeerd welke aspecten welk gewicht moet krijgen bij een selectie (bijv. hoe belangrijk is previous experience)
-cross-validated -grote N -goed voor bedrijven met veel werknemers die vergelijkbaar werk doen en informatie beschikbaar is |
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Voorwaarden voor recommendations
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-genoeg job-relevante situaties geobserveerd?
-bereid open en eerlijk te zijn? (ontbreekt vaak negatieve info) -able to express evaluations in an interpretable way? doe verder: consistency checks, is info relevant? |
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Information gatherd from recommendations
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-employment & educational history
-evaluation of character/personality/interpersonal competence -job performance ability -willingnes to retire |
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Goal screening & selection
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capatalize on individual differences to selet persons who possess the greates amount of particular characteristics judged important for job succes
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Social factor of interviewing
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-interviewer-applicant overeenkomsten hoog dan: hogere beoordeling. Om dit te voorkomen gebruik structured interview en veel variatie in interviewteam
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Tips interviewee
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gebruik nonverbale cues, geef consistence volledige antwoorden, takes responsibility for past failures
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Interview
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Doel: verduilijken van informatie, checken van informatie die alleen face-to-face te verkrijgen is (spraak)
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Factoren Interview
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-social/interpersonal
-cognitive -individual differences -structure -use of alternative media |
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CAT
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vorm van computer based training waarbij bij een goed antwoord de volgende vraag moeilijker wordt en bij een fout antwoord het niveau later wordt. op welk punt is 50% goed?
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Behavior consistency method
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manier van evalueren van work experience
-beschrijven van Major Achievement van behavior dimensies -beoordeling op schalen ontworpen door SME's -val .45 |
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Evaluation of training and experience
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-behavior consistency method
-accomplishment record |
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accomplishment record
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manier van evalueren van training&experience
-indentify important dimensions of job performance -develop principle & scales for rating achievements -ask applicants to describe major accomplishments -rate applicants achievements on anchored rating scales |
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Honesty test
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soorten:
-polygraphs -overt integrity tests .41 -personality-oriented measures .41 -conditional reasoning |
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Overt integrity test
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Honesty test die bestaat uit
-testen van attitudes toward different forms of dishonesty -admission of illegal activities |
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Personality-oriented measures
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Honesty test. predictor of variety of couterproductive behaviors such as concientiousnes/socialization
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accomplishment record
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manier van evalueren van training&experience
-indentify important dimensions of job performance -develop principle & scales for rating achievements -ask applicants to describe major accomplishments -rate applicants achievements on anchored rating scales |
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conditional reasoning
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Honesty test
Doel: achterhalen van onderliggend biases&preferences door op het oog traditionele inductive-reasoning problemen te laten oplossen |
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Problemen Honesty test
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-need more knowledge about construct validity
-women score > than men -older score >> than younger -may block individual with bad record -possibility of answer distortion |
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biographical information blanks
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goal: predict succes in particular type of work
-life history items, present values, attitudes, interests.. -does item pertain to historical efvents that may have shaped a persons behavior and identity? |
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realistic job preview
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een realistische job preview zorgt voor minder applications maar ook voor minder turn over
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Personality-oriented measures
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Honesty test. predictor of variety of couterproductive behaviors such as concientiousnes/socialization
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Forecasting workforce supply
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supply of human resources relates more to conditions inside the orga (bijv. age/turnover/retirement)
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conditional reasoning
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Honesty test
Doel: achterhalen van onderliggend biases&preferences door op het oog traditionele inductive-reasoning problemen te laten oplossen |
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Forecasting workforce demand
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depends ond the behaviors of business factors (bijv. sales/product volume)
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Problemen Honesty test
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-need more knowledge about construct validity
-women score > than men -older score >> than younger -may block individual with bad record -possibility of answer distortion |
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biographical information blanks
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goal: predict succes in particular type of work
-life history items, present values, attitudes, interests.. -does item pertain to historical efvents that may have shaped a persons behavior and identity? |
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accomplishment record
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manier van evalueren van training&experience
-indentify important dimensions of job performance -develop principle & scales for rating achievements -ask applicants to describe major accomplishments -rate applicants achievements on anchored rating scales |
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Forecasting workforce supply
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supply of human resources relates more to conditions inside the orga (bijv. age/turnover/retirement)
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Forecasting workforce demand
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depends ond the behaviors of business factors (bijv. sales/product volume)
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Overt integrity test
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Honesty test die bestaat uit
-testen van attitudes toward different forms of dishonesty -admission of illegal activities |
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Personality-oriented measures
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Honesty test. predictor of variety of couterproductive behaviors such as concientiousnes/socialization
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conditional reasoning
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Honesty test
Doel: achterhalen van onderliggend biases&preferences door op het oog traditionele inductive-reasoning problemen te laten oplossen |
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biographical information blanks
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goal: predict succes in particular type of work
-life history items, present values, attitudes, interests.. -does item pertain to historical efvents that may have shaped a persons behavior and identity? |
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realistic job preview
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een realistische job preview zorgt voor minder applications maar ook voor minder turn over
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Forecasting workforce supply
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supply of human resources relates more to conditions inside the orga (bijv. age/turnover/retirement)
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Forecasting workforce demand
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depends ond the behaviors of business factors (bijv. sales/product volume)
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Loose labor market
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meer vraag naar werk dan aanbod waardoor er veel werkloosheid is en er weinig werknemers mobiliteit is
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tight labor market
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veel werkaanbod waardoor er weinig werkloosheid is en er een mobile market is
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valued-based view of strategy
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stappen:
-fundemental values -design management practises that reflect and embody the values -use thes to build core capabilities -invent an strategy that is consistent with the values and uses the capabilities to compete -senior managements role |
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hiring insider succesors
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+goedkoop/snel
+capatalise on past investments in employees +bekend met employee +signal to other employees: effort leeds to promotion -kans op employment cloning -employee could lack KSA's -competitions within organisation |
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waarom strategic business&workforce plans?
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-planning leeds to succes
-sense of control -beter coping with change -requires manger to define objectives> -without objectives control is impossible |
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Types of data combination/collection strategies
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Combination:
-Mechanical:data are combined in preestablished mathematical fashion -judgemental/clinical: data are combined subjectively collection: -mechanical: prescribed rules data collection (G-tes) -judgemental/clinical: colected data could be differently assesd between applicants (unstructured interview) |
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Effectiveness of strategies of data collection & combination
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Combining methods: Mechanical>Judgemental, maakt niet uit hoe collected
-judgmental methods should be used to complement mechanic methods when collecting |
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Strategiesof Data collection & combination
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Pure clinical (J+J)=OV
behavior rating (J+M) profile interpretation (M+J)=OV pure statistical (M+M)=G clinical composite (JM+J)= OV mechanical composite (JM+M)= ZG |
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Multiple regression approach
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All predictors weighting adjusted to importance.
voorwaarde: lineair regressie, trait additivity, groot genoeg N. Needs cross-validation |
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Multiple-cut off approach
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approach gebruik als er een minimumstandaard op een of meer vaiabele wordt geeist (kunnen zien bij een piloot)
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Unit Weighting
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all predictors weighted by 1
+ als N klein is + als populatie soms veranderd +do not consume df -loss of predictive accuracy |
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suppressor variables
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variabele die geen correlatie heeft met het te voorspellen construct maar wel een postieve correlatie heeft met een voorspeller van het construct.> presentatievaardigheden zijn niet relevant voor administrator maar kunnen bij bepaalde test toch bij beoordeling mee worden genomen
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angoff method
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manier om cut off score te bepalen:
x aantal raters rate likelyhood that minimal competent candidate would answer item correct -wat is destandaard van de raters? |
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expectancy charts
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manier om cut off score te bepalen: berekend likelihood of succes criterion performance per predictore score
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selection ratio
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ratio of the number of available job openings to the total number of applicants
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base rate
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the proportion of selected applicants who subsequently are judged succesful
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Brogden-Cronbach-Gleser model
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utility analyses: putting $ value to incremental quality.
-assumptie: linear related to utility +productivity hoger, labor costs lager U=(N)(T)(SDy)(Rxy)(Zx)-(N)(C) |
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why are the dollar gains not as high as predicted with the BCG model?
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-Top scorers may turn the offer down
-discrepancy between expected and actual performance scores -economic factors: discounting, variable costs, taxes -management is often sceptical |
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5 camps of unproctored internet testing
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-UIT is never acceptable because you're not sure of the identity of the test taker
-UIT is appropriate for some kinds of tests and attempts to define the parameters for acceptable usage (personal development tests) -prevent cheating before it occurs or stop it as soon as there is evidence that it is occuring -detect cheating through verification testing or statistical means -accept IT without extraordinary measures because of its utility - |
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PRO Unproctored Internet Testing
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+minimizing staffing and other on-site testing costs
+consistency in test admnistration +positive image of company becaus of the use of cutting-edge technology +opens the door for new candidates +cheating not much greater in UIT and proctored testing |
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CON Unproctored Internet Testing
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-many forms of cheating possible
-costs for verification testing -bad image orga: it turns its head to cheating/endorses it -you don't know in what kind of environment the candidate takes the test -security of test materials is low because candidate can see the items before taking test |
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Staffing Tables
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method for forecasting internal labor supply
-graphic representations of the jobs of the organisations. what are the future employment requirments |
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Markov analysis
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method for forecasting internal labor supply
-tracking the pattern of employee movements through various jobs |
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succession planning
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method for forecasting internal labor supply
-process of identifying developing and tracking key individuals for executive positions |
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management forecasts
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method for qualitative forecasting workforce damand:
-opinions of SME |
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Delphi technique
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method for qualitative forecasting workforce damand:
soliciting & summarizing judgments of pre-selected group of experts |
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Trend analysis
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method for qualitative forecasting workforce damand
-find business factor predicting HR needs (links directly to business nature) |
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internal methods of locating qualified job candidates
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-Human resources information systems (HRIS)
-job posting and bidding (lists of employees looking for upgraded positions |
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Factors determining the relevant labor market
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-skills and knowledge required for a job
-level of compensation offered for a job -reluctance of job seekers ro relocate -ease of commuting to workplace -location of job (non/urban) |
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Mating theory of recruitment
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orgas seek out prospective employees & vice versa
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advantages of headhunters
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+prepares client & candidate for the blind date
+headhunter takes blame +fill structural holes/connection between different worlds |
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sequential job search
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search broadly to develop poop of possible jobs > search in detail within the pool
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application blank pro/con
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+lot's of information
+easy way of screening +check references +cheap way of recruitment and selection -socially desirable answers -different interpretations -inability to elaborate -not enough for recruitment and selections |
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Pro behavior Description interview
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+the best predictor of future performance is past performance
+less social desirability +hoge reliability +hoge validity +hoog job related +high face-validity |
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Con behavior Description interview
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-time consuming to develop
-relevant anchors? -you are not sure the applicant has experienced the asked situations -memory biases |
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advantages of headhunters
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+prepares client & candidate for the blind date
+headhunter takes blame +fill structural holes/connection between different worlds |
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sequential job search
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search broadly to develop poop of possible jobs > search in detail within the pool
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application blank pro/con
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+lot's of information
+easy way of screening +check references +cheap way of recruitment and selection -socially desirable answers -different interpretations -inability to elaborate -not enough for recruitment and selections |
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Pro behavior Description interview
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+the best predictor of future performance is past performance
+less social desirability +hoge reliability +hoge validity +hoog job related +high face-validity |
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Con behavior Description interview
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-time consuming to develop
-relevant anchors? -you are not sure the applicant has experienced the asked situations -memory biases |
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Tri-modal approach to suitability diagnosis
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tries to combine Character-, Simulation-and Biography-oriented Methods:
-Task and Outcome Demands (IQtest) -Behavior demands (vlieg test) -Demands on Character Traits (CV) |
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steps of Multimodal Interview
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tries to overcome the deficiencies of the BDI and the situational interview by combining several different question-formats
-Conversation opener -Self introduction of the applicant. -Open Questions -Choice of Employment or Knowledge about the Profession -Biography-related Questions -Realistic Job-Information -Situation-dependant Questions -End of Conversation |
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Reliability screening devices
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recommendations: .14
refference checks: .26 personal history data: .35 behavioural consistency method: .45 cognitive ability: .53 |
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PRO personality test
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+High additional value (bias reduction, objective, selection, promotions)
+measure compatibility with culture (employee-organization fit) +intangible characteristics objectively measured +legally defensible +predicive ofjob performance |
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CONS personality test
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-risk for faking
-bad predictor of job performance -correlation with job performance constant -insulting, with consequences for evaluationsof organization, reactions to job offers, recomending employer to others |
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PRO/CON situational judgment test
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+inexpensive to develop and administer
+average validity of .34 +reduced levels of adverse impact -not truly work samples -does not measure on particular construct -response formats may not cover all possible responses |
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Group discussion CON
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-high costs and a lot of time involved with training the individuals rating the applicants
-every group is different the process is biased -a repeat of the group discussion is not possible -the process is not standardized -if the candidate has the competences but is too shy so that he/she cannot present them |
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Group discussion PRO
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-Interaction between candidates
-Good atmosphere, spontaneous speaking -With group discussions a lot of skills can be proved directly -Competencies assessed: verbal communication; leadership; assertiveness; confidence; listening |
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International Organization for Standardization ISO
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develops standards in all the industrial and service sectors
ISO-Norm: It covers instruments and procedures for assessing people for purposes: Employment related decisions Career related decisions Group decisions Organization decisions |
