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hr quiz 2
Terms in this set (63)
the ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance.
Applicant tracking systems
online systems that help employers attract, gather, screen, compile and manage applicants.
The use of nontraditional recruitment services. (In house temporary employees, contract technical employees)
On-demand recruiting services
A service that provides short term specialized recruiting to support specific projects without the expense of retaining traditional search firms.
Sending an employer's representatives to college campuses to prescreen applicants and create an applicant pool from the graduating class.
The form that provides information on education, work history and skills.
Hiring workers with questionable backgrounds without proper safeguards.
The consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test.
The accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill.
A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion).
A test that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question.
A graph showing the relationship between a test scores and job performance for a group of people.
A personal development and selection device that compares the person's current interests with those of others now in various occupations so as to determine the preferred occupation for the individual.
Actual job tasks used in testing applicant's performance.
Work sampling technique
A testing method based on measuring performance on actual basic job tasks.
Management assessment center
A simulation in which management candidates are asked to perform realistic tasks in hypothetical situations and are scored on their performance. It usually involves testing and the use of management games.
A test that requires examinees to respond to situations representative of the job.
A situational test in which examinees respond to video simulations of realistic job situations.
Miniature job training and evaluation
Training candidates to perform several of the job's tasks, and then evaluating the candidates' performance prior to hire.
Local, state and federal government employers may use this test. Private employers can use them but only under strictly limited circumstances.
Handwriting analysis used to determine the writer's basic personality traits. Generally not valid.
Medical exams can assure that an employee is able to meet the position's physical requirements. Under the ADA, an employer cannot reject someone with a disability if it does not disqualify them from performing the job at hand
Unstructured (or nondirective) interview
An unstructured conversational-style interview in which the interviewer pursues points of interest as they come up in response to questions.
Structured or directive interview
An interview following a set sequence of questions.
A series of job related questions that focus on how the candidate would behave in a given situation.
A series of job related questions that focus on how the candidate reacted to actual situations in the past.
a series of job-related questions that focus on relevant past job-related behaviors.
An interview in which the applicant is made uncomfortable by a series of often rude questions. This technique helps identify hypersensitive applicants and those with low or high stress tolerance.
An interview in which a group of interviewers questions the applicant.
A panel interviews several candidates simultaneously.
Candidate order (or contrast) error
An error of judgment on the part of the interviewer due to interviewing one or more very good or very bad candidates just before the interview in question.
Structured situational interview
A series of job-relevant questions with predetermined answers that interviewers ask of all applicants for the job.
The process of teaching new or current employees the basic skills they need to perform their jobs.
A situation where an employer fails to train adequately, and the employee subsequently harms a third party.
A detailed study of a job to identify the specific skills required.
A graphic model that consolidates, usually in one diagram, a precise overview of the competencies (knowledge, skills and behavior) someone would need to do the job well.
Verifying that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means such as transferring the employee.
Training a person to learn the job while working on it.
a structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training.
Job Instruction training
Listing each job's basic tasks, along with key points, in order to provide step-by-step training for employees.
A systematic method for teaching job skills, involving presenting questions or facts, allowing the person to respond, and giving the learner immediate feedback on the accuracy of his or her answers.
Electronic performance support systems
Sets of computerized tools and displays that automate training, documentation, and phone support, integrate this automation into applications and provide support that's faster, cheaper and more effective than traditional methods.
A set of instructions, diagrams, or similar methods available at the job site to guide the worker.
Teaching method that used special collaboration software to enable multiple remote learners, using their PCs or laptops, to participate in live audio and visual discussions, communicate via written text, and learn via content such as PowerPoint slides.
Provides employees with continuing learning experiences over their tenure with the firm, with the aims of ensuring that they have the opportunity to learn the skills they need to do their jobs and to expand their occupational horizons.
A developmental technique in which teams of managers compete by making computerized decisions regarding realistic but simulated relations.
A training technique in which trainees act out parts in a realistic management situation.
Evaluating an employee's current and/or past performance relative to his or her performance standards.
Graphic rating scale
A scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her level of performance for each trait.
Alternation ranking method
Ranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked.
Paired comparison method
Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair.
Electronic performance monitoring
having supervisors electronically monitor the amount of computerized data an employee is processing per day, and thereby his or her performance.
An appraisal that is too open to interpretation.
In performance appraisal, the problem that occurs when a supervisor's rating of a subordinate on one trait biases the rating of that person on another trait.
Tendency to rate all employees the same way, such as rating them all average.
The problem that occurs when a supervisor has a tendency to rate all subordinates either high or low.
The tendency to allow individual differences, such as age, race and sex to affect the appraisal ratings employees receive
An interview in which the supervisor and subordinate review the appraisal and make plans to remedy the deficiencies and reinforce strengths.
The continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization's goals.
Training effects to measure
Reaction - trainees reactions to the program.
Trainees to determine whether they learned the principles.
Ask whether the employees on-the-job behavior changed.
Most important. Ask "What results did we achieve?"
Recommended textbook explanations
Myers' Psychology for the AP Course
David G Myers
Psychology: Principles in Practice
Spencer A. Rathus
A Concise Introduction To Logic (Mindtap Course List)
Lori Watson, Patrick J. Hurley
Myers' Psychology for AP
David G Myers
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