Fundamentals of Human Resource Management Sixth Edition Chapter 6 – Flashcards
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Personal Selection (P168)
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The process through which organizations make decisions about who will or will not be allowed to join the organization
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Reliability (P170)
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The extent to which a measurement is free from random error
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Validity (P170)
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The extent to which performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance)
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Criterion-Related Validity (P171)
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A measure of validity based on showing a substantial correlation between test scores and job performance scores
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Predictive Validation (P171)
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Research that uses the test scores of all applicants and looks for a relationship between the scores and future performance of the applicants who were hired
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Concurrent Validation (P172)
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Research that consists of administering a test to people who currently hold a job, the comparing their scores to existing measures of job performance
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Content Validity (P172)
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Consistency between the test items or problems and the kinds of situations or problems that occur on the job
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Construct Validity (P172)
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Consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job
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Generalizable (P172)
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Valid in other contexts beyond the context in which the selection method was developed
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Utility (P173)
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The extent to which something provides economic value greater then its cost
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Immigration Reform and Control Act of 1986 (P175)
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Federal law requiring employers to verify and maintain records on applicants' legal rights to work in the United States
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Aptitude Tests (P181)
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Tests that assess how well a person can learn or acquire skills and abilities
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Achievement Tests (P181)
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Tests that measure a person's existing knowledge and skills
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Cognitive Ability Tests (P182)
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Tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability
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Assessment Center (P183)
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A wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential
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Nondirective Interview (P186)
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A selection interview in which the interviewer has great discretion in choosing questions to ask each candidate
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Structured Interview (P186)
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A selection interview that consists of a predetermined set of questions for the interviewer to ask
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Situational Interview (P187)
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A structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what he or she would do in that situation
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Behavior Description Interview (P187)
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A structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past
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Panel Interview (P187)
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Selection interview in which several members of the organization meet to interview each candidate
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Multiple-Hurdle Model (P190)
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Process of arriving at a selection decision by eliminating some candidates at each stage of the section process
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Compensatory Model (P190)
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Process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another
