Chapter 6 Flashcards
Person-Organization Fit
The fit between an individual’s values, attitudes, and personality and the organization’s values, norms, and culture
Procedural Fairness
The perceived fairness of the policies and the procedures used to determine the outcome
Implicit Employment Contract
An understanding that is not part of a written or verbal contract
Job Applications
Written Information about skills and education, job experiences, and other relevant information
Explicit Employment Contract
A written or verbal employment contract
Selection
The process of gathering and evaluating the information used for deciding which applicants will be hired
Job Knowledge Tests
Tests that measure the knowledge (often technical) required by a job
Behavioral Interview
Use information about what the applicant has done in the past to predict future behaviors
Situational Interview
Ask how the candidates might react to hypothetical Situations
Person-group fit
Match between an individual and his or her work-group and supervisor
Succession Management
The process of identifying critical jobs too important to be left vacant and creating a strategic plan to quickly fill them when they become available
Structured Interview
Uses consistent, job-related questions with pre-determined scoring keys
Interactional Fairness
The degree of respect and the quality of the interpersonal treatment received during the decision-making process
Case Interview
The candidate is given a business situation, challenge, or problem and asked to present a well thought-out solution
Person-Job Fit
The fit between a person’s abilities and the job’s demands and the fit between a person’s desires and motivations and the job’s attributes and rewards
