Ch6 Flashcards
High performance work practices
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
Multinational staffing
Procedures that involve staffing for organizations in more than one country
Criterion related validity
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
Selection ratio
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
Cut score
Specified point in a distribution of scored below which candidates are rejected
Criterion referenced cut score
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
Norm referenced cut score
Scored based on some index of the test takers scores rather yen any notation of job performance
Utility analysis
Technique that assesses the economic return on investment of human resources interventions such as staffing and training
Base rate
Percentage of the current work force that is performing successfully
Comprehensive staffing model
Model that gathers enough high quality information about candidates to predict the likelihood of their success on the varied demands of the job
Clinical decision making
Method used judgement to combine information and to make a decision about the relative value of different candidates or applicants
Statistical decision making
Method combined information according to a math formula
Compensatory system
Model in which a good score on one test can compensate for a bad score on another test
hurdle system
Individual has no opportunities to compensate at s later assessment stage
Multiple regression analysis
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
Cross validation
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.
Score banding
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
Standard error of measurement
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
Sub group norming
Approach that develops separate lists for individuals within different demographic groups then ranks the candidates within their respective demographic group
Termination for cause
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
Layoff
Travelocity to employer downsizing or reduction in force, often comes without warning or a generic warning that the workforce will be produced
Adverse or disparate treatment
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
Adverse impact
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
Staffing decision
Decisions associated with recruiting, selecting, promoting, and separating employees
Performance dimension training
Raters can better identify dimensions if they are trained on what behaviors they involve
Psychometric training
Training so raters are aware of errors and can watch for them
What does psychometric training not do
Doesn’t increase accuracy
