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HRM > 4 - Selection > Flashcards

4 - Selection Flashcards

1
Q

What is personnel selection?

A

The process through which organisations make decisions about who will or not be allowed to join the organization.

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2
Q

How does selection begin?

A

Selection begins with the candidates identified through recruitment.

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3
Q

What does selection attempt?

A

It attempts to reduce their number to the individuals best qualified to perform available jobs.

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4
Q

How does selection end?

A

It ends with the selected individuals placed in jobs with the organisation.

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5
Q

What are the steps in the selection process?

A
  1. Screening applications and resumes
  2. testing and reviewing work samples
  3. interviewing candidates
  4. checking references and background
  5. making a selection
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6
Q

What is the criteria for measuring the effectiveness of selection tools and methods?

A

The method provides reliable information and valid information, the information can be generalised to apply to the candidates, the method offers high utility, and the selection criteria are legal.

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7
Q

What is reliability?

A

The extent to which a measure is free from random error. A reliable measurement generates consistent results.

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8
Q

What is the statistical test organisation’s use to compare results over time?

A

Correlation coefficient. A higher correlation coefficient means a greater degree of reliability.

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9
Q

What is validity?

A

The extent to which the performance on a measure is related to what the measure is designed to assess.

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10
Q

What are the three ways to measure validity?

A

Criterion-related, content, construct.

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11
Q

What is criterion-related validity?

A

A measure of validity based on showing a substantial correlation between test scores and job performance scores.

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12
Q

What are the two kinds of research that are possible for arriving at criterion-related validity?

A

Predictive validation and concurrent validation.

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13
Q

What is predictive validation?

A

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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14
Q

What is concurrent validation?

A

Research that consist of administering a test to people who currently hold a job, and then comparing their scores to existing measures of job performance.

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15
Q

What is content validity?

A

Consistency between the test items or problems and the kinds of situations or problems that occur on the job.

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16
Q

What is construct validity?

A

Consistency between a high score on a test and high level of a construct as well as between mastery of this construct and successful performance of the job.

17
Q

What is ability to generalise?

A

A generalizable selection method applies not only to the conditions in which the method was originally developed. It also applies to other organisations, jobs, applicants, etc.

18
Q

What is the practical value and utility of the selection method?

A

Being valid, reliable, and generalisable adds value to a selection method. Another consideration is the cost of using the selection method. Selection method should cost significantly less than the benefits of hiring new employees. Methods that provide economic value greater than the cost of using them are said to have utility.

19
Q

What are examples of impermissible questions for applications and interviews?

A

What is your religion?
Are you pregnant?

20
Q

What are application forms?

A

A low-cost way to gather basic data from many applicants. It ensures that the organization has certain standard categories of information such as contact information, work experience, educational background…

21
Q

What are the different forms of implementation of interview panels?

A

Structured/standardized interviews; unstructured interviews; semi.standardized interviews.

22
Q

What are the goals of the interview?

A

Allows for getting to know each other personally; social validity; allows for realistic job preview; possibly negotiation of job condition.

23
Q

What are the components of the multimodal interview?

A
  1. Start of the conversation: informal, small talk, clarify upcoming course of events.
  2. Applicant’s self-introduction: brief description of professional background, expectations.
  3. Free part: open questions regarding self-introduction and application documents.
  4. Professional interests, vocational and organizational choice.
  5. Questions concerning biography: related to the vacant position.
  6. Realistic job preview.
  7. Situational questions: explanation of incidents critical for success; applicant describes own behavior in this situation.
  8. End of the conversation.
24
Q

What are the big five personality tests?

A

Neuroticism, extraversion, openess for experiences, conscientiousness, agreeableness.

25
Q

What is neuroticism?

A

sensitive/nervous vs secure/confident. A tendency to experience unpleasant
emotions easily, such as anger, anxiety, depression, or vulnerability.

26
Q

What is extraversion?

A

outgoing/energetic vs solitary/reserved. Energy, positive emotions, and the tendency to seek stimulation in the company of others.

27
Q

What is openess for experiences?

A

inventive/curious vs consistent/cautious. Appreciation for art, emotion, adventure, unusual ideas, curiosity, and variety of experience.

28
Q

What is conscientiousness?

A

efficient/organized vs easy-going/careless. A tendency to show self- discipline, act dutifully, aim for achievement; planned rather than spontaneous behavior.

29
Q

What is agreeableness?

A

riendly/compassionate vs cold/unkind. A tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others.

30
Q

What are the two intelligence test?

A

Intelligence tests are performance tests: further performance tests and assumption.

31
Q

What are the further performance tests?

A

Concentration tests, memory tests, learning tests, language test.

32
Q

What is the assumption of intelligence tests?

A

Differences in cognitive abilities have an influence on work performance.

33
Q

What is direct effect?

A

People with higher cognitive abilities perform better.

34
Q

What is the indirect effect?

A

People with higher cognitive abilities acquire task-relevant skills faster; acquire more task-relevant skills.

35
Q

What is an assessment centre?

A

An assessment center is (usually) a seminar with over 1-3 days with 8-12 applicants or employees who are observed and evaluated by executives and HR professionals in role-plays and case studies.

36
Q

What is the objective of an assessment centre?

A

Evaluation of strengths and weaknesses in terms of certain job requirements.

37
Q

What are the assessment centre exercises?

A

Presentations, role-plays, in-basket exercise, groups discussions.

38
Q

Which selection tools are best suited for personnel selection?

A

Predictive validity is the most important criterion to determine most suitable selection instruments.

HRM (11 decks)

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