Ch6

Question 1

High performance work practices

Answer 1

Practices that include the use of formal job analyses, selection from within for key positions, merit based promotion, and use of formal assessment devices for selection

Question 2

Multinational staffing

Answer 2

Procedures that involve staffing for organizations in more than one country

Question 3

Criterion related validity

Answer 3

Validity approach that is demonstrated by correlating a test score with s performance measure , improves researchers confidence in the inference that people with higher test scores have higher performance

Question 4

Selection ratio

Answer 4

Index ranging from 0 to 1 that reflects the ration of positions to applicants: calculated by diving the number of positions available by number of applicants

Question 5

Cut score

Answer 5

Specified point in a distribution of scored below which candidates are rejected

Question 6

Criterion referenced cut score

Answer 6

Score established by considering the desired level of performance for a new hire and finding the rest score that corresponds to the desired level of performance

Question 7

Norm referenced cut score

Answer 7

Scored based on some index of the test takers scores rather yen any notation of job performance

Question 8

Utility analysis

Answer 8

Technique that assesses the economic return on investment of human resources interventions such as staffing and training

Question 9

Base rate

Answer 9

Percentage of the current work force that is performing successfully

Question 10

Comprehensive staffing model

Answer 10

Model that gathers enough high quality information about candidates to predict the likelihood of their success on the varied demands of the job

Question 11

Clinical decision making

Answer 11

Method used judgement to combine information and to make a decision about the relative value of different candidates or applicants

Question 12

Statistical decision making

Answer 12

Method combined information according to a math formula

Question 13

Compensatory system

Answer 13

Model in which a good score on one test can compensate for a bad score on another test

Question 14

hurdle system

Answer 14

Individual has no opportunities to compensate at s later assessment stage

Question 15

Multiple regression analysis

Answer 15

Method of analysis they results in a equation for combining test scores into a composite based on the correlations among the test scores and correlations of each test score with the performance score

Question 16

Cross validation

Answer 16

Process used with multiple regression techniques in which s regression equation developed on s first sample is tested to determine if it still first well.

Question 17

Score banding

Answer 17

Approach in which individuals with similar test scores are grouped together in a category or score band and selection within the band is then made base on other consideration

Question 18

Standard error of measurement

Answer 18

Statistic that provides a measure of the amount of error in a test score distribution, function of the reliability of the test and the variability in test scores

Question 19

Sub group norming

Answer 19

Approach that develops separate lists for individuals within different demographic groups then ranks the candidates within their respective demographic group

Question 20

Termination for cause

Answer 20

Job loss that occurs when an individual is fired from an Organization for a particular reason, the individual has usually been warned one or more times but a problem and either cannot or will not

Question 21

Layoff

Answer 21

Travelocity to employer downsizing or reduction in force, often comes without warning or a generic warning that the workforce will be produced

Question 22

Adverse or disparate treatment

Answer 22

Type of discrimination in which the plaintiff attempt to show that the employer actually treated the plaintiff differently from majority applicants or employees intentional discrimination

Question 23

Adverse impact

Answer 23

Type of discrimination that acknowledges the employer may not have intended to discriminate against a plaintiff, but an employer practice did have an adverse impact on the group to which the plaintiff belongs

Question 24

Staffing decision

Answer 24

Decisions associated with recruiting, selecting, promoting, and separating employees

Question 25

Performance dimension training

Answer 25

Raters can better identify dimensions if they are trained on what behaviors they involve

Question 26

Psychometric training

Answer 26

Training so raters are aware of errors and can watch for them

Question 27

What does psychometric training not do

Answer 27

Doesn’t increase accuracy