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BLEPP 2017 Industrial Psychology > Employee Selection > Flashcards

Employee Selection Flashcards

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1
Q

Foundation for almost all human resource activities

A

Job analysis

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2
Q

Captures a wealth of Job Information which serves as a guide for variety of uses

A

Job Analysis

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3
Q

Usually undertaken when the org is starting operations

A

Job Analysis Program

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4
Q

Duties performed and responsibilities involved - relation of job to other jobs in the company (JOB)

A

Job Description

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5
Q

Specification of minimum personal qualifications (PERSON)

A

Job Specification

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6
Q

Job in terms of key results areas and the function and roles and the competencies

A

Job Profile

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7
Q

What is KSAO

A

Knowledge - Skill - Ability - Other Characteristics

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8
Q

Sources such as Supervisors and incumbents who are knowledgeable about the job

A

Subject Matter Experts (SME)

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9
Q

A group analysis interview consisting of subject matters experts

A

SME Conference

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10
Q

Person conducting the Job Analysis

A

Job Analyst

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11
Q

A questionnaire containing a list of task of each of which the job incumbent rates on a series of scales

A

Task Inventory

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12
Q

Process of identifying the tasks for which the employees need to be trained

A

Task Analysis

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13
Q

Structured instrument developed by McCormick, Jeanneret and Mechan at Purdue Univeristy

A

Position Analysis Questionnaires (PAQ)

  • Info Input
  • Mental Processes
  • Work Output
  • Relationships with other people
  • Job context
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14
Q

Instrument designed as an alternative to PAQ and was developed by Cornelius and Hackel. It contains 153 items

A

Job Elements Inventory (JEI)

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15
Q

Instrument designed by Fine. Used by federal gov to compare thousand of jobs

A

Functional Job Analysis (FJA)

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16
Q

Developed by Banks, Jackson, Stanford and Warr used for curriculum development, career guidance and broad based training

A

Job Components Inventory (JCI)

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17
Q

Revised version of the PAQ was developed by Patrick and Moore

A

Job Structure Profile (JSP)

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18
Q

Can obtain a whole perspective of the job. You can clarify all aspects of the job and better personal impression

A

Interview

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19
Q

Observes people performing in their work setting

A

Observation

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20
Q

Process of searching and securing applicants for the various job positions

A

Recruitment

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21
Q

Two major sources of candidates for hiring?

A
  1. Internal Source

2. External Source

22
Q

Recruitment process that is posted in the company bulletin board

A

Job Posting

23
Q

Least expensive recruitment systems

A

Word of the mouth system

24
Q

Recruitment through social media, newspapers, magazines, radio or television

A

Advertising Media

25
Q

Ads that do not reveal the identity of the company

A

Blind Ads

26
Q

Applicants go directly to the office to pass resume and apply for a job

A

Walk ins and unsolicited Applicants

27
Q

Recruitment done in colleges

A

Campus or University Recruitment

28
Q

Interviewers interview several applicants over a period of one or two days in some specified fields

A

Job Fair or Open House

29
Q

Recruitment operated by a state or local government

A

Government Agencies (Search firms, head hunters, DOLE)

30
Q

Medium of Man Power recruitment

A

Radio And TV

31
Q

Process of determining from among the applicants who can meet the job requirements

A

Selection

32
Q

Interview that follows a set of procedures

A

Structured Interview

33
Q

Interview that has no specific reference and the applicant can talk freely

A

Unstructured Interview

34
Q

Involves ONE ON ONE interviewer interviewing one applicant

A

One on One Interview

35
Q

Involves a SERIES of interviews

A

Serial Interview

36
Q

Done for managerial and supervisory interview, have multiple interviewers

A

Panel or Round Table Interview

37
Q

Multiple applicants answering questions during the same interview

A

Group Interviews

38
Q

Interviewers base their decisions on gut reactions or intuition

A

Poor Intuitive Ability

39
Q

“First impressions”

A

Primacy Effects

40
Q

The perception of one applicant affects the perception and the performance of the next applicant

A

Contrast Effect

41
Q

Applicants will receive a higher score if he or she is similar in terms of personality, attitude and race with the interviewer

A

Interviewer - Applicants Similarities

42
Q

Attractiveness Bias

A

Interviewee Appearance

43
Q

Type of interview question that allows the interviewer to CLARIFY information in the resume

A

Clarifier

44
Q

Questions in which a wrong answer will DISQUALIFY a person from further consideration

A

Disqualifiers

45
Q

Focuses on what the applicant has done rather than what they can do

A

Past Focus (Behavior)

46
Q

Interview question designed to tap an applicant’s knowledge or skill

A

Skill Level Determiner (Skill or Knowledge Focus)

47
Q

Interview question in which an applicant is given a situation and asked how they would handle it

A

Future Focused Questions (Future Focus)

48
Q

Interview questions that taps on how well an applicant’s personality values will FIT WITH THE ORGANIZATION culture

A

Organizational Fit Questions

49
Q

Analysis of individuals’ traits through handwriting

A

Graphology

50
Q

Finding a person with the right qualifications for a particular job

A

Selection

51
Q

Finding the right kind of job for a particular person

A

Placement

BLEPP 2017 Industrial Psychology (8 decks)

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