CHAPTER 6 Selecting Employees and Placing Them in Jobs Flashcards

1
Q

achievement tests,

A

Tests that measure a person’s existing

knowledge and skills.

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2
Q

aptitude tests,

A

Tests that assess how well a person can

learn or acquire skills and abilities.

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3
Q

assessment center,

A

A wide variety of specific selection
programs that use multiple selection methods to rate applicants
or job incumbents on their management potential

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4
Q

behavior description interview

(BDI),

A

A structured
interview in which the interviewer asks the candidate to
describe how he or she handled a type of situation in the
past.

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5
Q

cognitive ability tests,

A

Tests designed to measure
such mental abilities as verbal skills, quantitative skills,
and reasoning ability.

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6
Q

compensatory model,

A

Process of arriving at a selection
decision in which a very high score on one type of assessment
can make up for a low score on another.

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7
Q

concurrent validation,

A

Research that consists of
administering a test to people who currently hold a job,
then comparing their scores to existing measures of job
performance.

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8
Q

construct validity,

A

Consistency between a high score
on a test and high level of a construct such as intelligence
or leadership ability, as well as between mastery of this
construct and successful performance of the job.

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9
Q

content validity,

A

Consistency between the test items
or problems and the kinds of situations or problems that
occur on the job.

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10
Q

criterion-related validity,

A

A measure of validity
based on showing a substantial correlation between test
scores and job performance scores.

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11
Q

generalizable

A

Valid in other contexts beyond the context

in which the selection method was developed.

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12
Q

Immigration Reform and Control

Act of 1986,

A

Federal
law requiring employers to verify and maintain records on
applicants’ legal rights to work in the United States.

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13
Q

multiple-hurdle model,

A

Process of arriving at a selection
decision by eliminating some candidates at each
stage of the selection process.

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14
Q

non-directive interview,

A

A selection interview in
which the interviewer has great discretion in choosing
questions to ask each candidate.

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15
Q

panel interview,

A

Selection interview in which several
members of the organization meet to interview each
candidate.

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16
Q

personnel selection,

A

The process through which organizations
make decisions about who will or will not be
allowed to join the organization.

17
Q

predictive validation,

A

Research that uses the test scores of
all applicants and looks for a relationship between the scores
and future performance of the applicants who were hired.

18
Q

reliability

A

The difficulty level of written materials.

19
Q

situational interview,

A

A structured interview in
which the interviewer describes a situation likely to arise
on the job, then asks the candidate what he or she would
do in that situation.

20
Q

structured interview,

A

A selection interview that
consists of a predetermined set of questions for the interviewer
to ask.

21
Q

utility,

A

The extent to which something provides economic

value greater than its cost.

22
Q

validity

A

The extent to which performance on a measure
(such as a test score) is related to what the measure
is designed to assess (such as job performance).