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IO Psych > Employees Selection - Major Consideration and Principles > Flashcards

Employees Selection - Major Consideration and Principles Flashcards

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1
Q
  • The foundation for almost all Human resource activities
  • The Process of Studying positions of describing the duties and responsibilities that go with jobs, groupings similar positions into job categories.
A

Job Analysis

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2
Q

Job analysis Program is usually undertaken when;

A
  • The Organization is starting operations
  • A new Job created
  • A job is changed significantly by the nature of operations
  • Technology Introduction
  • Restructuring
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3
Q

The program that covers Three elements

A
  • Company policy and administration of the Program
  • Job information
  • Methods of securing Job Information
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4
Q

The description of the functions and duties performed and the responsibilities involved, and the relation of the job to other jobs in the company.

A

Job Description

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5
Q

The specification of the minimum personal qualifications in terms of traits, skills, knowledge, and ability required of worker to perform a job satisfactorily.

A

Job Specification

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6
Q
  • Describes the job in terms of key result areas and the functions and the roles and the competencies.
  • Has less emphasis on specific duties and processes.
A

Job Profile

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7
Q

indicated the qualification in terms of skills, experience, training and other special qualifications as well the traits required of the worker to satisfactorily perform the job

A

Job Specification

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8
Q

4 Steps in conducting a Job Analysis

A

Step 1: Identify tasks Performed
Step 2: Write the task Statements
Step 3: Rate the task Statements
Step 4: Determine the essential KSAOs

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9
Q

KSAO means;

A

Knowledge
Skill
Ability
Other Characteristics

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10
Q

__ is a body information needed to perform a task.

A

Knowledge

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11
Q

__ is the proficiency to performed a learned task.

A

Skill

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12
Q

__ is a basic capacity for performing a wide range of different tasks, acquiring a knowledge, or developing skills.

A

Ability

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13
Q

__ Includes such personal factors as personality, willingness, interest, and motivation and such tangible factors as license degrees and years of experience.

A

Other Characteristics

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14
Q

Source such as supervisors and incumbents who are knowledgeable about the job.

A

Subject matter experts (SME)

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15
Q

The person conducting Job Analysis.

A

Job Analyst

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16
Q

A group analysis interview consisting a subject matter expert.

A

SME Conference

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17
Q

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

A

Task Inventory

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18
Q

The process of identifying the task for which employees need to be trained.

A

Task Analysis

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19
Q

JOB ANALYSIS DATA GATHERING includes:

A
  • Questionnaires
  • Interview
  • Observation
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20
Q

An effective way of obtaining job information is to have employees accomplish well designed and adequately explained Job Analysis Questionnaires later reviewed by their immediate superiors.

A

Questionnaires

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21
Q

__ is a structure instrument based on statistical analysis of worker - oriented job elements.

A

Position Analysis Questionnaires (PAQ)

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22
Q

Position Analysis Questionnaires (PAQ) is consist of 194 items developed by:

A

McCormick. Jeanneret and Mechan at Purdue University

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23
Q

Position Analysis Questionnaires (PAQ) is covering the following categories:

A
  • Information Input - information used for the job
  • Mental Processes - reasoning, planning decision makin involved in the job
  • Work Output - physical activities performed and the tools or equipment used.
  • Relationship with other person
  • Job Context- Physical and social context in which the work is done.
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24
Q

__ is an instrument developed as an alternative to the PAQ.

-Easier to read.

A

Job Elements Inventory (JEI)

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25
Q

Job Elements Inventory (JEI) contains of 153 items developed by:

A

Cornelius and Hackel.

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26
Q

A quick method used by the federal government to analyze and compare thousands of jobs.

A

Functional Job Analysis (FJA)

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27
Q

Functional Job Analysis (FJA) is developed by:

A

Fine

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28
Q

Functional Job Analysis (FJA) analyzed three functions:

A

Data (Informantion and Ideas)
People (Clients, customer and Co workers)
Things (Machines, tools, and Equipments)

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29
Q

A practical tool used in curriculum development career guidance and broad training.

A

Job Components Inventory (JCI)

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30
Q

Job Components Inventory (JCI) initiated in England that consists of more than 400 questions developed by:

A

Banks, Jackson, Stanford and Warr

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31
Q

A revised version of the PAQ designed to be used more by the analyst than the workers.

A

Job Structure Profile (JSP)

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32
Q

Job Structure Profile (JSP) is developed by:

A

Patrick and Moore

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33
Q

__ is the process of search for and securing applicants for the various job positions so that the right people in the right number can be selected to fill the job positions which arise from time to time in organization.

A

Recruitment

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34
Q

The process of __ and __ follow sequentially after the recruitment.

A

Selection and Placement

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35
Q

The total process of recruitment selection and placement can be called __.

A

Hiring

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36
Q

The Two Major Sources of candidates to fill the vacant positions?

A

Internal Source and External Source

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37
Q

These are the qualified candidates from the company and within the ranks of its present employees.

A

Internal Source

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38
Q

The hiring from the outside source is a management option.

A

External Source

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39
Q

9 Different Methods of Human Resource Recruitment

A
  1. Job Posting
  2. The Word of Mouth System
  3. Advertising Media
  4. Walk ins and Unsolicited Applicants
  5. Campus or University Recruitment
  6. Job fair and Open House
  7. Government Agencies
  8. Radio and Televisions
  9. The Internet
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40
Q

every time a position becomes available it posted in the company bulletin board for the information of all interested parties.

A

Job Posting

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41
Q
  • It is one of the least expensive recruitment system

- As soon as people learn that there’s a job opening, the word spread around.

A

The Word of Mouth System

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42
Q

A popular and effective means of soliciting applicants.

through media, newspaper, magazines, radio and televisions.

A

Advertising Media

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43
Q

These are ads that do not reveal the identity of the company, instead they give a box number where the resume or pertinent papers will be forwarded.

A

Blind Ads

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44
Q
  • A possible source of outstanding employees.

- Most often the application letters or resume are put in the waste basket or at times put in file.

A

Walk ins and Unsolicited Applicants

45
Q

Many organizations send recruiters to college to answer questions about themselves and interview students for available positions.

A

Campus or University Recruitment

46
Q

Organizational representatives of the company gather and interview several applicants over a period of one or two days in some specified fields.

A

Job Fair and Open House

47
Q

An employment service operated by a state or local government, designed to match applicants with job openings.

A

Government Agencies

48
Q

___ has also an agency that complies applications for referral to the different companies.

A

Department of Labor and Employment (DOLE)

49
Q
  • Used as mediums for man power recruitment.

- The Coverage of advertisement is of great magnitude, more qualified applicants can be reach.

A

Radio and Television

50
Q

Company profiles and job placements could eventually come into __.
-Situation wanted Ads

A

The Internet

51
Q

-Employment agencies that specialize in placing applicants in high paying jobs.
Also called __.

A

Executive Search Firms or “HeadHunters”

52
Q

___ is defined as the process of determining from among the applicants who can meet the job requirements and can be offered the vacant position in the organization.

A

Selection

53
Q

Selection Process Stages

A

Stage 1: Establishing Selection Procedure
Stage 2: Identifying and choosing selection criteria, predictors and instrument to be used.
Stage 3: Gather and Evaluate information about the applicants.
Stage 4: Make communication decision whether to select or reject.

54
Q

The Selection Process

A
  1. Preliminary Screening
  2. Application Form
  3. Testing and Evaluation Results
  4. In depth - Interview
  5. Evaluating References
  6. Physical Examination
  7. Placement
55
Q

Types of Interview

A
  1. Structured Interview

2 Unstructured Interview

56
Q
  • Follow a set of procedures and the interviewer set the lead.
  • All applicants are asked the same questions.
A

Structured Interview

57
Q

Provides no specific reference and the applicant is given a free hand in talking about himself and the interviewer makes an assessment.

A

Unstructured Interview

58
Q

Style of Interview

A
  • One on One Interview
  • Serial Interview
  • Panel and Round table Interview
  • Group Interviews
59
Q

Style of interview that Involve one interviewer interviewing one applicant

A

One on One interview

60
Q

Style of interview that Involves series of interview

A

Serial Interview

61
Q

Style of interview that usually done by managerial and supervisory interview, have multiple interviewers asking questions and evaluating answers.

A

Panel or Round table Interview

62
Q

Style of interview that multiple applicants answering questions during the same interview.

A

Group Interviews

63
Q

Problems with Unstructured interview

A 
Poor Intuitive Ability
Lack of Job relatedness
Primacy  Effect "First Impression"
Contrast Effect
Interviewer Applicants Similarities
Interviewee appearance
Non Verbal Communicaiton
64
Q

“First Impression” information presented early in an interview carries more weight than information presented later.

A

Primacy Effect

65
Q

applicants will receive a higher score if she or he is similar to the interviewer in term of personality, attitude, race.

A

Interviewer - Applicant Similarities

66
Q

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

A

Contrast Effect

67
Q

Attractiveness bias occurred for men and women

A

Interviewee appearance

68
Q

Appropriate non verbal communication is highly correlated with interview scores.

A

Non verbal Communication

69
Q

Types of Interview questions

A
  1. Clarifier
  2. Past Focus (Behavioral Description)
  3. Disqualifiers
  4. Skill or Knowledge Focus
  5. Future Focus (Situational)
  6. Organizational Fit Focus
70
Q

Types of Interview Questions that Allow the interviewer to clarify information in the resume cover letter and application, fill in gaps and obtain other necessary information

A

Clarifier

71
Q

Types of Interview Questions that in which a wrong answer will disqualify a person from further consideration.

A

Disqualifiers

72
Q

Types of Interview Questions that focus on what applicant has done rather that what they do.

A

Past Focus (Behavioral Descriptions)

73
Q

A type o Structured interview question designed to tap an applicant’s knowledge or skill.

A

Skill level Determiner

74
Q

a type of structured interview question in which applicant are given a situation and asked how would they handle it.

A

Future Focus Questions (Situational Questions)

75
Q

A type of structured interview questions that taps how well an applicants personality and values will fit the organization culture.

A

Organizational Fit Question

76
Q

By careful screening, the employees information may be found closely related with success on the job.

A

The Application Form

77
Q

__ is commonly associated with the prediction and selection of subsequent performance job.

A

Testing

78
Q

The art and science of the analysis of individuals trait through his handwriting.

A

Graphology

79
Q

__ measures the trait exhibited by normal individuals in everyday life.

A

Test of Normal Personality

80
Q

__ has four scales and is based on the personality of Carl Jung.

A

Myers - Briggs Type Indicator

81
Q

__ with 15 dimensions is based on the theory of Henry Murray.

A

Edwards Personal Preference Schedule

82
Q

Statistically based test determined through statistically process called ___ by Raymond Cattell

A

16 Personality Factor (16 PF)

83
Q

Determination of the number and type of personality dimensions measured by an inventory can usually be;

A
  • Based on Theory
  • Statistically Based
  • Empirically Based
84
Q

__ determined whether individuals have serious psychological problems such as depression, bipolar disorder and schizophrenia etc.

A

Test of Psychopathology (Abnormal Behavior)

85
Q

__ provide the respondents with unstructured task such as describing ink blots and drawing pictures.

A

Projective Test

86
Q

The theory behind this test is that an individual with interest similar to those of people in a particular field will more likely be satisfied in that field than in a field composed of people whose interest is dissimilar.

A

Interest Inventories

87
Q

A measuring device, a yardstick applied in consistent and systematic fashion to measure a sample behavior

A

Psychological test

88
Q

Two purpose of Psychological test in I/O

A
  1. Selection - emphasis on finding a person with the right qualification for a particular job.
  2. Placement emphasis is on the individual. to find the right kind of job for a particular person.
89
Q

Characteristic of a Psychological Test

A
  • Standardization - the consistency and uniformity of the conditions and procedures for administering a test.
  • Objectivity - refers primarily to the scoring of the test results.
  • Norms - Frame of reference
  • Reliability - the consistency of response on a test
  • Validity - measures what it purports to measure
90
Q

Types of Psychological Test

A
  • Cognitive Ability - better known as an intelligence test
  • Interest - tries to predict the success in the job if the person’s interest and the job are properly matched.
  • Aptitudes
91
Q

Effective selection techniques have for characteristics.

A
  1. Reliable
  2. valid
  3. Cost Efficient
  4. Fair and Legally defensible.
92
Q

__ the extent to which a score from a selection measures is stable and free from error.

A

Reliability

93
Q

The extent which repeated administration of the same test will achieve similar results.

A

Test - Retest Reliability

94
Q

The extent to which two forms of the same test are similar.

A

Alternate forms Reliability

95
Q

The extent ti which similar items are answered in similar way is referred to as internal consistency.

A

Internal Reliability

*the longer the test the higher the internal consistency

96
Q

one factor that affect the internal reliability of the test.

A

Item Homogeneity

*The more homogeneous the item, the higher the internal consistency.

97
Q

Methods used to determine internal consistency

A
  1. Split half Method
  2. Cronbach’s Coefficient Alpha
  3. Kuder-Richardson Formula 20 (K-R20)
98
Q

A form of internal reliability in which the consistency of the item responses is determined by comparing scores on half of the items with scores on the other half of the items.

A

Split Half Meothod

99
Q

A statistics used to determine internal reliability of test that use interval or ratio scale.

A

Cronbach’s Coefficient Alpha

100
Q

A statistic used to determine internal reliability of the test that use items with dichotomous answer (yes/no,true/false)

A

Kuder-Richardson Formula 20 (K-R20)

101
Q

The extent to which two people scoring a test agree on the test score, or the extent to which a test is scored correctly.

A

Score Reliability

102
Q

The degree to which inferences from scores on tests or assessments are justified by the evidence.

A

Validity

103
Q

Five common strategies to investigate the validity of score on a test:

A
  1. Content Validity
  2. Criterion Validity
  3. Construct validity
  4. Face Validity
  5. Known Group
104
Q

the extent to which test items sample content that they are supposed to measure.

A

Content Validity

105
Q

The extent to which a test score is related to some measure of job performance.

A

Criterion Validity

106
Q

The extent to which a test actually measures the construct that it purports to measure.

A

Construct Validity

107
Q

The extent to wich a test appears to be job related.

A

Face validity

108
Q

Statements so general that they can be true of almost everyone.

A

Barnum Statements

109
Q

Test scores from two contrasting groups “known” to differ on a construct are compared.

A

Known Group

IO Psych (3 decks)

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