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HRM > Chapter 6 > Flashcards

Chapter 6 Flashcards

1
Q

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

A

Selection

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2
Q

Environmental Factors Affecting the Selection Process

A
  • Other HR Functions
  • Legal considerations
    -Decision-making Speed
  • Organizational Hierarchy
  • Applicant Pool and Selection Ratio
  • Type of Organization
  • Probationary Period
  • Organizational Fit
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3
Q

Number of qualified applicants recruited for a particular job

A

Applicant Pool

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4
Q

Number of people hired for a particular job compared to the number of people in applicant pool

A

Selection Ratio

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5
Q

Types of Organizations

A

Private Sector
Government Civil Service Systems
Not-for-profit Organizations

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6
Q

Type of organization that screen applicants with regard to how they can help achieve profit goals

A

Private Sector

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7
Q

Type of organization that identify qualified applicants through competitive examination

A

Government civil service systems

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8
Q

Period that permits evaluating an employee’s ability based upon performance
May be a substitute for certain phases of the selection process

A

Probationary Period

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9
Q

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

A

Organizational Fit

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10
Q

Selection Process

A
  1. Preliminary Screening
  2. Review of Applications
  3. Review of Resumes
  4. Selection Tests
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11
Q

Removes obviously unqualified individuals. Benefit: Applicant may be qualified for another position in the firm

A

Preliminary Screening

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12
Q

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

A

Resume

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13
Q

Professional/managerial applicants often begin the selection process by submitting _______

A

resume

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14
Q

Concept of _______ is crucial in selling the applicant to the company

A

relevance

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15
Q

Adequate description of job-seeker’s characteristics and industry-specific experience using keyword terms.

A

Keyword Resume

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16
Q

Reliable and accurate means of selecting qualified candidates. Cost is small in comparison. Identify attitudes and job-related skills that interviews cannot recognize

A

Selection Tests

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17
Q

Characteristics of Properly Designed Selection Tests

A
  1. Standardization
  2. Objectivity
  3. Norms
  4. Reliability
  5. Validity
  6. Requirement for job-relatedness
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18
Q

uniformity of procedures and conditions of administering test.

A

Standardization

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19
Q

Everyone scoring a test obtains same results

A

Objectivity

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20
Q

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

A

Norms

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21
Q

Provided consistent results

A

Reliability

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22
Q

Measures what it is supposed to measure (basic requirement)

A

Validity

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23
Q

Must not have adverse impact on minorities, females, and individuals with background or characteristics protected under law

A

Requirement for job relatedness

24
Q

Types of Employment Tests

A
  • Cognitive Aptitude Tests
  • Psychomotor Ability Tests
  • Work-sample
  • Vocational Interests
  • Personality Tests
25
Q

Measles individuals ability to learn, as well as to perform a job. Form of IQ Test

A

Cognitive Aptitude Test

26
Q

Strength, coordination, dexterity, miniaturization in assembly operations

A

Psychomotor Ability Tests

27
Q

perform set of test representative of job

A

Work-sample

28
Q

Indicate occupation in which person is most interested and that will most likely provide satisfaction

A

Vocational Interests

29
Q

Self-reported measure of: Traits, Temperaments, Dispositions

A

Personality Tests

30
Q

Goal-directed conversation where interviewer and applicant exchange information. Continues to be primary method used to evaluate applicants

A

Employment Interview

31
Q

At this point, candidates are assumed to be qualified

A

Employment Interview

32
Q

Content of the Interview

A
  • Occupational Experience
  • Academic Achievement
  • Interpersonal Skills
  • Personal Qualities
  • Company
  • Job
  • Expectations
33
Q

Types of Interviews

A
  1. Unstructured Interview
  2. Structured Interview
  3. Behavioral Interview
  4. Situational Interview
34
Q

Asks probing, open-ended questions. Encourages applicant to do much of the talking. Is often time-consuming

A

Unstructured Interview

35
Q

Series of job-related questions asked of each applicant. Increases reliability and accuracy by reducing subjectivity and inconsistency of unstructured interviews

A

Structured Interview

36
Q

prompt applicants to relate actual incidents relevant to target job

A

Behavioral Interview

37
Q

Creates hypothetical situations candidates would be likely to encounter on the job and ask how they would handle them

A

Siuational Interview

38
Q

Methods of Interviewing

A
  1. One-on-one Interview
  2. Group Interview
  3. Board Interview
  4. Multiple Interviews
39
Q

Provide both positive and negative job information to applicant in unbiased manner

A

Realistic Job Previews

40
Q

Interviewer makes assumptions about interviewee which may be incorrect and lets these biases influence the selection decision

A

Interviewer Bias

41
Q

Types of Interviewer Bias

A
  • Stereotyping bias
  • Halo Error Bias
  • Horn Error Bias
  • Contrast Bias
  • Premature Judgment Bias
  • Interview Illusion Bias
42
Q

occurs when interviewer assumes that applicant has certain traits because they are members of a certain class

A

Stereotyping Bias

43
Q

Occurs when interviewer generalizes one positive first impression feature of the candidate

A

Halo Error Bias

44
Q

occurs when interviewer’s first impression of candidate creates a negative first impression that exists throughout interview

A

Horn Error Bias

45
Q

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

A

Contrast Bias

46
Q

Interviewers makes judgment about candidates in first few minutes of interview

A

Premature Judgment Bias

47
Q

Belief in interview ability was exaggerated

A

Interview Illusion Bias

48
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

49
Q

Test Validation Approaches

A
  1. Criterion-Related Validity
  2. Content Validity
  3. Construct Validity
50
Q

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

A

Content Validity

51
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

52
Q

A test of current knowledge and skills

A

Achievement Tests

53
Q

It is determined when the firm obtains test scores and the criterion data at essentially the same time

A

Concurrent Validity

54
Q

It involves administering a test and later obtaining the criterion information.

A

Predictive validity

55
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

56
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

57
Q
A

HRM (7 decks)

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