Chapter 5 Flashcards

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0
Q

Schematic representation of froces

A

Organization and organizational needs (outcomes) -> (scientific theory) -> research and development (outcomes) -> assessment of qualifications -> assessment-based decisions -> outcomes -> cultural values

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1
Q

Nepotism

A

An approach to personnel staffing whereby family members perceive preferential treatment b/c of birth or marriage

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2
Q

Protected group

A

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

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3
Q

Reasonable Accommodation

A

Employers must provide disabled persons assistance in being evaluated for employment and in the conduct of their jobs

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4
Q

Adverse impact

A

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

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5
Q

Disparate treatment

A

Unfair discrimination in which protected group members are afforded differential employment procedures compared to members of other groups

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6
Q

Uniform guidelines on employee selection procedures

A

Employment decisions organizations follow

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7
Q

Diversity

A

Goal of staffing whereby demographical differences in society are reflected in the workforce

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8
Q

Diversity-validity dilemma

A

Paradox of organizations being unable to simultaneously hire the most qualified applicants and members of full range of demographic groups that populate society

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9
Q

Affirmative action

A

Social policy that advocates members of protected groups will be actively recruited and considered for selection in employment

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10
Q

Four goals of affirmative action

A

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

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11
Q

Recruitment

A

Process which individuals are solicited to apply for jobs

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12
Q

Bona fide occupational qualification (BFOQ)

A

Requirement applicant must have in order to be considered for a job

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13
Q

Model of personnel decisions in organizations

A

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

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14
Q

Principles

A

Specify established scientific findings and generally accepted professional practices in the field of personnel selection; responsibility to assist in accurate and fair personnel selection

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15
Q

Regression analysis

A

Statistical procedure used to predict one variable on the basis of another variable

16
Q

Multiple correlation

A

Degree of predictability (ranging from 0 to 1.00) in forecasting one variable based on two or more other variables

17
Q

Multiple regression analysis

A

A statistical procedure used to predict one variable on the basis of two or more other variables

18
Q

Validity generalization

A

Degree to which a predictive relationship empirically established in one content spreads to other populations or contexts (jobs)

19
Q

Personnel selection

A

Process of determining those applicants who are selected for hire vs those who are rejected

20
Q

Predictor cutoff

A

Score on a test that differentiates those who passed the test vs those who failed

21
Q

Selection ratio

A

Numeric index ranging between 0 and 1 that reflects the selectivity of the hiring organization in filling jobs (# of job openings/# of job applicants)

22
Q

Base rate

A

% of current employees in a job who are judged to be performing their jobs satisfactorily

23
Q

Criterion cutoff

A

Standard that separates successful from unsuccessful job performance

24
Q

True positives

A

Individuals who were correctly selected for hire b/c they became successful employees

25
Q

True negatives

A

Individuals who were rejected b/c they would have been unsuccessful employees

26
Q

False negatives

A

Individuals who were incorrectly rejected b/c they would have been successful employees

27
Q

False positive

A

Individuals who were incorrectly accepted because they were unsuccessful employees

28
Q

Cutoff determinations

A

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

29
Q

Banding

A

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

30
Q

Utility

A

Reflecting the economic value (monetary terms) of making personnel decisions; value

31
Q

Benchmarking

A

Comparing a company’s products or procedures with those of leading companies in an industry

32
Q

Placement

A

Assigning individuals to jobs based on test score

33
Q

Classification

A

Assigning individuals to jobs based on two or more test scores