Chapter 7 - Selecting Human Resources Flashcards
Define “Selection”.
-The process of choosing individuals with the correct qualifications needed to fill jobs in an organization.
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Define “Placement”.
-Fitting a person to the right job.
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What does “P/E” stand for in “P/E Fit”?
-Person/environment fit.
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Define “Person/Organization Fit”.
-The congruence between individuals and organizational factors.
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Define “Person/Group Fit”.
-The congruence between individuals and group or work unit dynamics.
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Define “Person/Job Fit”.
-Matching the KSAs and motivations of individuals with the requirements of the job.
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Define “Attraction-Selection-Attrition Theory”.
-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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Define “Selection Criterion”.
-Characteristic that a person must possess to successfully perform job duties.
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Define “Predictors of Selection Criteria”.
-Measurable or visible indicators of selection criteria.
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Define “Reliability”.
-The extent to which a test or measure repeatedly produces the same results over time.
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Define “Validity”.
-The extent to which a test measures what it claims to measure.
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Define “Concurrent validity”.
-Measured when an employer tests current employees and correlates the scores with their performance ratings.
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Define “Predictive Validity”.
-Measured when applicant’s test results are compared with subsequent job performance.
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Define “Job-Relatedness”.
-A qualification or requirement is significantly related to successful performance of job duties.
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Define “Business Necessity”.
-A practice that is necessary for safe and efficient operations.
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Define “Realistic Job Previews”.
-Process through which a job applicant receives an accurate picture of a job.
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Define “Cognitive Ability Tests”.
-Tests that measure an individual’s thinking, memory, reasoning, verbal, and mathematical abilities.
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Define “Physical Ability Tests”.
-Tests that measure an individual’s physical abilities such as strength, endurance, and muscular movement.
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Define “Psychomotor Tests”.
-Tests that measure dexterity, hand-eye coordination, arm-hand steadiness, and other factors.
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Define “Work Sample Tests”.
-Tests that require an applicant to perform a simulated task that is a specified part of the target job.
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Define “Situational Judgment Tests”.
-Tests that measure a person’s judgment in work settings.
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Define “Structured Interview”.
-Interview that uses a set of prepared job-related questions that are asked of all applicants.
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Define “Behavioral Interview”.
-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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Define “Situational Interview”.
-Structured interview that contains questions about how applicants might handle specific job situations.
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What does the acronym “STAR” stand for?
-Situation
-Task
-Action
-Result
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Define “Group Interview”.
-Several job candidates are interviewed together by a hiring authority.
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Define “Nondirective Interview”.
-Interview that uses questions developed from the answers to previous questions.
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Define “Panel Interview”.
-Interview in which several interviewers meet with the candidate at the same time.
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Define “Team Interview”.
-Interview in which applicants are interviewed by the team members with whom they will work.
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Define “Negligent Hiring”.
-Occurs when an employer fails to check an employee’s background and the employee injures someone on the job.
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Define “Negligent Retention”.
-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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Define “Previous Job Tenure”.
-A measure of how long the applicant has stayed on jobs held in the past.
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