CHAPTER 6

Question 1

What is the aim of employee selection

Answer 1

achieve person-job fit

Question 2

Why is employee selection important

Answer 2

a candidate might be “right for a job, but wrong for the organization

Question 3

Means hiring employees with criminal record

Answer 3

negligent hiring

Question 4

A sample of a person’s behavior

Answer 4

test

Question 5

What is the two characteristics of screening tool

Answer 5

reliability and validity

Question 6

It is the consistency of the scores obtained by the same person when retested with the identical tests or with alternate forms of the same test

Answer 6

Reliability

Question 7

It is a form of reliability that administer a test to a group one day, re-administer the same test several days later to the same group and then correlate the first set of scores with the second

Answer 7

Test - retest reliability estimates

Question 8

form of reliability wherein you administer a test and then administer what experts believe to be an equivalent

Answer 8

Equivalent or alternate form estimate

Question 9

Give some things that can cause a test to be unreliable

Answer 9

1. physical conditions
2. differences in test taker
3. differences in test administration
4. questions may do a poor job of sampling the material
5. temperature

Question 10

shows the degree to which two measure are correlated

Answer 10

reliability coefficient

Question 11

Tells you whether the test is measuring what you think it’s supposed to be measuring

Answer 11

Validity

Question 12

The accuracy with which a test, interview, and so on, measures what it purports to measure or fulfills the function it was designed

Answer 12

test validity

Question 13

type of validity based on showing that scores on the test are related to job performance

Answer 13

criterion validity

Question 14

type of validity that contains a fair sample of tasks and skills actually needed for the job in question

Answer 14

content validity

Question 15

type of validity that requires a demonstration that the test measures the construct or characteristic it claims to measure

Answer 15

construct validity

Question 16

It involves revolutionizing employee selection and includes numbers-crunching data analysis tools

Answer 16

Talent analytics

Question 17

who usually conducts validation study

Answer 17

industrial psychologist

Question 18

Steps in validation process

Answer 18

1. analyze the job
2. choose the tests
3. administer the test
4. relate your scores and criteria
5. cross - validate and revalidate

Question 19

steps in validation process
- write job descriptions and job specifications
- aim is to specify the human traits and skills you believe are required for job performance

Answer 19

Analyze the job

Question 20

In analyzing the job, what are the standards of success criteria

Answer 20

1. production related criteria
2. personnel data
3. worker performance

Question 21

steps in validation process

• decide how to test them
• employers usually base this choice on experience, previous research, and “best guesses”

Answer 21

Choose the test

Question 22

Aims to measure an array of possible predictors

Answer 22

Test Battery

Question 23

A validation that administers the test on the employees currently on the job

Answer 23

concurrent validation

Question 24

What is the advantage and disadvantage of concurrent validation

Answer 24

Advantage - data on performance are readily available

disadvantage - current employees may not be representative of new applicants

Question 25

A validation that is more dependable way to validate a test

Answer 25

predictive validation

Question 26

a validation that administer the test before hiring the applicant

Answer 26

predictive validation

Question 27

steps in validation process - ascertain if there is a significant relationship between the test scores and performance

Answer 27

relate your scores and criteria

Question 28

Graph showing the relationship between test scores and job performance for a group of people

Answer 28

expectancy chart

Question 29

steps in validation process - revalidate the test periodically

Answer 29

cross-validate and revalidate

Question 30

The process that describes, predicts and/or explains what determines the usefulness or desirability of decision options, and examines how that information affects decision

Answer 30

Utility Analysis

Question 31

measure of job performance in dollars, applicants' average test scores, cost testing an applicant, and the number of applicants tested and selected

Answer 31

Selection Measure

Question 32

refers to the degree to which evidence of a measure's validity obtained in one situation can be generalized to another situation without further study

Answer 32

Validity Generalization

Question 33

Test takers have rights such as?

Answer 33

1. the confidentiality of test results 2. to informed consent regarding use of these results 3. to expect the test is fair 4. to expect that only people qualified to interpret the scores will have access to them, or that sufficient information will accompany the scores to ensure their appropriate

Question 34

what measures of specific mental abilities, such as deductive reasoning, verbal comprehension, memory, and numerical ability

Answer 34

Specific Cognitive abilities

Question 35

measure motor abilities such as finger dexterity, manual dexterity and reaction time

Answer 35

Tests of motor and physical abilities

Question 36

measures basic aspects of an applicant's personality such as introversion, stability, and motivation

Answer 36

personality tests

Question 37

compare one's interests with those of people in various occupations

Answer 37

interest inventories

Question 38

measure what someone has learned

Answer 38

Achievement tests

Question 39

- actual job tasks used in testing applicants' performance - tests that require applicants to perform tasks or work activities that mirror the tasks employees perform on the job

Answer 39

Work Samples

Question 40

- Involves real activities an employee might do in the role - offer a way to assess a candidate on real - life skills and abilities required for the role in question

Answer 40

Simulations

Question 41

- a testing method based on measuring performance on actual basic job tasks - tries to predict job performance by requiring job candidates to perform one or more samples of the job's tasks

Answer 41

Work Sampling Technique

Question 42

Personnel tests "designed to assess an applicant's judgment regarding a situation encountered in the workplace"

Answer 42

Situational Judgment Tests

Question 43

- A simulation in which management candidates are tasked to perform realistic tasks in hypothetical situations and are scored on their performance - involved testing and the use of management games - 2 to 3 days simulation in which 10 to 12 candidates perform realistic management

Answer 43

Management Assessment Centers

Question 44

Typical simulated tasks

Answer 44

1. The in - basket 2. Leaderless group discussion 3. Management games 4. Individual Oral presentations 5. Testing 6. The interview

Question 45

- gets reports, memos, notes of incoming phone calls, e-mails, and other materials collected - must take appropriate action on each item - evaluators review the candidate’s efforts

Answer 45

In - basket

Question 46

- give a question and tell members to arrive at a group decision - evaluate each member’s interpersonal skills, acceptance by the group, leadership ability, and individual influence

Answer 46

leaderless group discussion

Question 47

- solve realistic problems as members of simulated companies competing in a marketplace

Answer 47

management games

Question 48

trainers evaluate each participant's communication skills and persuasiveness

Answer 48

individual oral presentations

Question 49

these may include tests of personality, mental ability, interests and achievements

Answer 49

testing

Question 50

most require an interview with a trainer to assess interests, past performance and motivation

Answer 50

the interview

Question 51

test that requires examines to respond to situations representative of the job

Answer 51

situational test

Question 52

a situational test in which examinees respond to video simulations of realistic job situations

Answer 52

video - based simulations

Question 53

applicants with actual samples of the job, inherently content relevant and valid

Answer 53

miniature job training and evaluation tests

Question 54

involves training candidate to perform several of the job's tasks, and then evaluating the candidates' performance prior to hire

Answer 54

Miniature job training and evaluation approach

Question 55

- sometimes, a dose of realism makes the best screening tool - in general, applicants who receive realistic job previews are more likely to turn down job offers, but their employers are more likely to have less turnover

Answer 55

realistic job previews

Question 56

the number of hired candidates compared to the total number of candidates

Answer 56

selection ratio

Question 57

a device that measures physiological changes like increased perspiration

Answer 57

polygraph

Question 58

psychological tests designed to predict job applicants' proneness to dishonesty and other forms of counter productivity

Answer 58

written honesty tests

Question 59

the use of handwriting analysis to determine the writer's basic personality traits

Answer 59

graphology

Question 60

device that can be able to identify lying just by watching candidates

Answer 60

human lie detectors