Chapter 7 - Selecting Human Resources

Question 1

Define “Selection”.

Answer 1

-The process of choosing individuals with the correct qualifications needed to fill jobs in an organization.
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Question 2

Define “Placement”.

Answer 2

-Fitting a person to the right job.

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Question 3

What does “P/E” stand for in “P/E Fit”?

Answer 3

-Person/environment fit.

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Question 4

Define “Person/Organization Fit”.

Answer 4

-The congruence between individuals and organizational factors.
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Question 5

Define “Person/Group Fit”.

Answer 5

-The congruence between individuals and group or work unit dynamics.
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Question 6

Define “Person/Job Fit”.

Answer 6

-Matching the KSAs and motivations of individuals with the requirements of the job.
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Question 7

Define “Attraction-Selection-Attrition Theory”.

Answer 7

-Job candidates are attracted to and selected by firms where similar types of individuals are employed, and individuals who are very different quit their jobs to work elsewhere.
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Question 8

Define “Selection Criterion”.

Answer 8

-Characteristic that a person must possess to successfully perform job duties.
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Question 9

Define “Predictors of Selection Criteria”.

Answer 9

-Measurable or visible indicators of selection criteria.

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Question 10

Define “Reliability”.

Answer 10

-The extent to which a test or measure repeatedly produces the same results over time.
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Question 11

Define “Validity”.

Answer 11

-The extent to which a test measures what it claims to measure.
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Question 12

Define “Concurrent validity”.

Answer 12

-Measured when an employer tests current employees and correlates the scores with their performance ratings.
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Question 13

Define “Predictive Validity”.

Answer 13

-Measured when applicant’s test results are compared with subsequent job performance.
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Question 14

Define “Job-Relatedness”.

Answer 14

-A qualification or requirement is significantly related to successful performance of job duties.
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Question 15

Define “Business Necessity”.

Answer 15

-A practice that is necessary for safe and efficient operations.
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Question 16

Define “Realistic Job Previews”.

Answer 16

-Process through which a job applicant receives an accurate picture of a job.
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Question 17

Define “Cognitive Ability Tests”.

Answer 17

-Tests that measure an individual’s thinking, memory, reasoning, verbal, and mathematical abilities.
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Question 18

Define “Physical Ability Tests”.

Answer 18

-Tests that measure an individual’s physical abilities such as strength, endurance, and muscular movement.
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Question 19

Define “Psychomotor Tests”.

Answer 19

-Tests that measure dexterity, hand-eye coordination, arm-hand steadiness, and other factors.
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Question 20

Define “Work Sample Tests”.

Answer 20

-Tests that require an applicant to perform a simulated task that is a specified part of the target job.
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Question 21

Define “Situational Judgment Tests”.

Answer 21

-Tests that measure a person’s judgment in work settings.

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Question 22

Define “Structured Interview”.

Answer 22

-Interview that uses a set of prepared job-related questions that are asked of all applicants.
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Question 23

Define “Behavioral Interview”.

Answer 23

-Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past.
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Question 24

Define “Situational Interview”.

Answer 24

-Structured interview that contains questions about how applicants might handle specific job situations.
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Question 25

What does the acronym “STAR” stand for?

Answer 25

-Situation
-Task
-Action
-Result
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Question 26

Define “Group Interview”.

Answer 26

-Several job candidates are interviewed together by a hiring authority.
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Question 27

Define “Nondirective Interview”.

Answer 27

-Interview that uses questions developed from the answers to previous questions.
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Question 28

Define “Panel Interview”.

Answer 28

-Interview in which several interviewers meet with the candidate at the same time.
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Question 29

Define “Team Interview”.

Answer 29

-Interview in which applicants are interviewed by the team members with whom they will work.
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Question 30

Define “Negligent Hiring”.

Answer 30

-Occurs when an employer fails to check an employee’s background and the employee injures someone on the job.
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Question 31

Define “Negligent Retention”.

Answer 31

-Occurs when an employer becomes aware that an employee may be unfit for work but continues to employ the person, and the person injures someone.
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Question 32

Define “Previous Job Tenure”.

Answer 32

-A measure of how long the applicant has stayed on jobs held in the past.
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