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Human Resource Management > Chapter 6 > Flashcards

Chapter 6 Flashcards

1
Q

Process of choosing from a group of applicants the individual best suited for a
particular position and the organization

A

Selection

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2
Q

Number of qualified applicants recruited for a particular job.

A

Applicant pool

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3
Q

Management’s perception of the degree to which the prospective
the employee will fit in with the firm’s culture or value system.

A

Organizational fit

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4
Q

In employee selection, a review to eliminate those who

obviously do not meet the position’s requirements.

A

Preliminary screening

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5
Q

Goal-directed summary of a person’s experience, education, and training
developed for use in the selection process.

A

Résumé

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6
Q

Words or phrases that are used to search databases for résumés that match

A

Keywords

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7
Q

Résumé that contains an adequate description of the job seeker’s
characteristics and industry-specific experience presented in keyword terms in order to
accommodate the computer search process.

A

Keyword résumé

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8
Q

Uniformity of the procedures and conditions related to administering
tests

A

Standardization

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9
Q

Condition that is achieved when everyone scoring a given test obtains the
same results.

A

Objectivity

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10
Q

Frame of reference for comparing an applicant’s performance with that of others

A

Norm

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11
Q

Extent to which a selection test provides consistent results.

A

Reliability

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12
Q

Extent to which a test measures what it claims to measure.

A

Validity

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13
Q

Test validation method that compares the scores on selection
tests to some aspect of job performance determined, for example, by performance
appraisal.

A

Criterion-related validity

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14
Q

Test validation method whereby a person performs certain tasks that
are required by the job or completes a paper-and-pencil test that measures relevant job
knowledge.

A

Content validity

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15
Q

Test validation method that determines whether a test measures
certain constructs, or traits, that job analysis finds to be important in performing a job

A

Construct validity

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16
Q

A test of how well a person can learn or acquire skills or abilities.

A

Aptitude test

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17
Q

A test of current knowledge and skills.

A

Achievement tests

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18
Q

Tests that determine general reasoning ability, memory,

vocabulary, verbal fluency, and numerical ability.

A

Cognitive ability test

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19
Q

Individual differences in characteristic patterns of thinking, feeling, and
behaving

A

Personality

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20
Q

Self-reported measures of traits, temperaments, or dispositions.

A

Personality tests

21
Q

Tests designed to measure a candidate’s knowledge of the duties
of the job for which they are applying

A

Job-knowledge tests

22
Q

Tests that require an applicant to perform a task or set of tasks
representative of the job.

A

Work-sample tests

23
Q

Selection technique that requires individuals to perform activities
similar to those they might encounter in an actual job

A

Assessment center

24
Q

Tests given to identify predisposition to inherited diseases, including
cancer, heart disease, neurological disorders, and congenital diseases.

A

Genetic tests

25
Q

Use of handwriting analysis as a selection factor.

A

Graphoanalysis

26
Q

Goal-oriented conversation in which the interviewer and

applicant exchange information

A

Employment interview

27
Q

Interview in which the job applicant is asked probing, open-

ended questions.

A

Unstructured interview

28
Q

Interview in which the interviewer asks each applicant for a
particular job the same series of job-related questions.

A

Structured interview

29
Q

Structured interview in which applicants are asked to relate actual
incidents from their past relevant to the target job

A

Behavioral interview

30
Q

Gives interviewers better insight into how candidates would
perform in the work environment by creating hypothetical situations candidates would be
likely to encounter on the job and asking them how they would handle them.

A

Situational interview

31
Q

Meeting in which several job applicants interact in the presence of one
or more company representatives

A

Group interview

32
Q

An interview approach in which several of the firm’s representatives
interview a candidate at the same time.

A

Board interview

33
Q

Form of interview in which the interviewer intentionally creates
anxiety.

A

Stress interview

34
Q

Method of conveying both positive and negative job

information to an applicant in an unbiased manner.

A

Realistic job preview (RJP)

35
Q

Validations from individuals who know the applicant that provide
additional insight into the information furnished by the applicant and verification of its
accuracy.

A

Reference checks

36
Q

Liability a company incurs when it fails to conduct a reasonable
investigation of an applicant’s background, and then assigns a potentially dangerous
person to a position in which he or she can inflict harm.

A

Negligent hiring

37
Q

Determined when the firm obtains test scores and the

criterion data at essentially the same time.

A

Concurrent validity

38
Q

Involves administering a test and later obtaining the criterion
information.

A

Predictive validity

39
Q

Measure strength, coordination, and

dexterity

A

Psychomotor Abilities Tests

40
Q

Job testing must accurately predict job

success and reduce adverse impact.

A

Title VII and Cognitive Ability Tests

41
Q

Strength test must be job-related and

consistent with business necessity if it disproportionately excludes women.

A

Title VII and Physical Strength Tests

42
Q

Employers must provide reasonable

accommodation on pre-employment test for hourly, unskilled manufacturing jobs.

A

ADA and Test Accommodation

43
Q

Applicant meets one-on-one with an

interviewer.

A

One-On-One Interview

44
Q

Occurs when the interviewer assumes that the applicant

has certain traits because they are members of a certain class

A

Stereotyping bias

45
Q

Occurs when the interviewer generalizes one positive

first impression feature of the candidate.

A

Halo error bias

46
Q

Occurs where the interviewer’s first impression of the
candidate creates a negative first impression that exists throughout the
interview.

A

Horn error bias

47
Q

Occurs when, for example, an interviewer meets with
several poorly qualified applicants and then confronts a mediocre
candidate.

A

Contrast bias

48
Q

Suggests that interviewers often make judgment

about candidates in the first few minutes of the interview.

A

Premature judgment bias

49
Q

Closely related to premature judgment but not the

same. Interviewer’s belief in their interview ability is exaggerated.

A

Premature judgment bias

Human Resource Management (14 decks)

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