Chapter 5 Flashcards
Schematic representation of froces
Organization and organizational needs (outcomes) -> (scientific theory) -> research and development (outcomes) -> assessment of qualifications -> assessment-based decisions -> outcomes -> cultural values
Nepotism
An approach to personnel staffing whereby family members perceive preferential treatment b/c of birth or marriage
Protected group
Designation for members of society who are granted legal status by virtue of demographic characteristic i.e. race, sex national origin, color, religion, age, and disability
Reasonable Accommodation
Employers must provide disabled persons assistance in being evaluated for employment and in the conduct of their jobs
Adverse impact
Disparate impact; unfair discrimination in which the result of using a particular personnel selection method has a negative effect on protected group members compared with majority group members
Disparate treatment
Unfair discrimination in which protected group members are afforded differential employment procedures compared to members of other groups
Uniform guidelines on employee selection procedures
Employment decisions organizations follow
Diversity
Goal of staffing whereby demographical differences in society are reflected in the workforce
Diversity-validity dilemma
Paradox of organizations being unable to simultaneously hire the most qualified applicants and members of full range of demographic groups that populate society
Affirmative action
Social policy that advocates members of protected groups will be actively recruited and considered for selection in employment
Four goals of affirmative action
1) Correct present inequities: eliminate discriminating practices
2) Compensate past inequities: past discrimination puts minorities in a disadvantage
3) Provide role models: increasing the frequency of minority group members acting as role models
4) Promote diversity: increasing the minority representation in education/workforce
Recruitment
Process which individuals are solicited to apply for jobs
Bona fide occupational qualification (BFOQ)
Requirement applicant must have in order to be considered for a job
Model of personnel decisions in organizations
Work and organizational analyses -> criteria and their measurement or predictors and their measurements -> linkage between predictors and criteria: validity -> design of recruitment strategies -> selection systems and factors affecting their use -> accessing the utility of selection systems
Principles
Specify established scientific findings and generally accepted professional practices in the field of personnel selection; responsibility to assist in accurate and fair personnel selection
Regression analysis
Statistical procedure used to predict one variable on the basis of another variable
Multiple correlation
Degree of predictability (ranging from 0 to 1.00) in forecasting one variable based on two or more other variables
Multiple regression analysis
A statistical procedure used to predict one variable on the basis of two or more other variables
Validity generalization
Degree to which a predictive relationship empirically established in one content spreads to other populations or contexts (jobs)
Personnel selection
Process of determining those applicants who are selected for hire vs those who are rejected
Predictor cutoff
Score on a test that differentiates those who passed the test vs those who failed
Selection ratio
Numeric index ranging between 0 and 1 that reflects the selectivity of the hiring organization in filling jobs (# of job openings/# of job applicants)
Base rate
% of current employees in a job who are judged to be performing their jobs satisfactorily
Criterion cutoff
Standard that separates successful from unsuccessful job performance
True positives
Individuals who were correctly selected for hire b/c they became successful employees
True negatives
Individuals who were rejected b/c they would have been unsuccessful employees
False negatives
Individuals who were incorrectly rejected b/c they would have been successful employees
False positive
Individuals who were incorrectly accepted because they were unsuccessful employees
Cutoff determinations
1) Cutoff should begin with a work analysis
2) data on the actual relationship of test scores to criterion on job performance should be considered
3) Cutoff scores should be set high to ensure minimum standards of job performance is met
Banding
Method of interpreting test scores such that of scores of different magnitude in a numeric range or band i.e. 90-95 are considered equivalent
Utility
Reflecting the economic value (monetary terms) of making personnel decisions; value
Benchmarking
Comparing a company’s products or procedures with those of leading companies in an industry
Placement
Assigning individuals to jobs based on test score
Classification
Assigning individuals to jobs based on two or more test scores
