exam 2

Question 1

z scores

Answer 1

• will have a mean of 0 and a SD of 1
• more positive or negative scores are farther aware from the mean and are more extreme
• z-score = (score-mean)/standard deviation
• part of distribution model

Question 2

why are measurement and statistics important to staffing?

Answer 2

• understanding how staffing and talent contribute to growth or change is one of the most important goals of talent analytics
• predicting trends can give insight into where a firm can generate returns

Question 3

4 scales of measurement

Answer 3

1. nominal
2. ordinal
3. interval
4. ratio

Question 4

how are correlations used in selection to estimate criterion-related validity?

Answer 4

• the empirical relationship between predictor and outcome variables is usually estimated using correlation
• can use either concurrent or predictive relationship
• concurrent is between predictor and outcome variables when both types of data are collected on job incumbents
  predictive is between predictor and outcome variables when data is collected on job applicants and outcome data is collected after some of these applicants are hired and become job incumbents

Question 5

what is selection?

Answer 5

• refers to the strategies, processes, methods, and practices used to assess and hire applicants on job and organization related KSAOs
• strategically valuable
• goal is to identify those applicants that will fit with the job, org., and national culture
• using selection practices/methods that best identify talent and are unique to one’s firm and culture can create talent resources that generate competitive advantage

Question 6

basic logic of selection

Answer 6

• we make a hiring decision because the KSAOs assessed with the predictor are linked to effective performance on critical tasks
• essentially make a bet on the future

Question 7

validity

Answer 7

• the degree to which the inferences we make from predictor scores are appropriate, accurate, meaningful, and useful
• predictor: measures of KSAOs
• criterion: the thing we are trying to predict (ex: job performance, sales, turnover, etc.)
• reliability sets the limit on validity

Question 8

selection process

Question 9

predictor KSAOS and methods

Question 10

the best predictor of future behavior is _______ ______

Question 11

biodata predictor

Answer 11

• biographical data
• best predictor of future behavior is past behavior
• good reliability and moderate validity
• identify past history items that maximize performance on the criterion
• more verifiable items reduce faking
• requiring elaboration reduces faking (ex: “how many languages do you speak? list them”)

Question 12

personality predictor

Answer 12

• consistency in behavior
• five factor model (big five)
  
  1. neuroticism (emotional stability)
  2. extraversion
  3. agreeableness
  4. openness to experience
  5. conscientiousness

Question 13

cognitive ability predictor

Question 14

interview predictor

Answer 14

• most commonly used selection method
• many are done poorly
• interview can be effective is properly developed and administered
• effective interviews are structured (ask the same questions of everyone, minimize use of prior info, use behavioral rating scale, minimize deviations from questions, train interveiwers)
• structured interviews are the most valid predictor method

Question 15

simulation predictor

Question 16

cognitive ability

Question 17

interviews

Question 18

simulations

Question 19

selection decision making

Question 20

nominal

Answer 20

1. nominal - when scores represent simple categories by provide no additional info (ex: gender, race, country, etc.)
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Question 21

ordinal

Answer 21

2. ordinal - provide slightly more info and tell us about category membership and rank order (ex: forced ranking performance assessment programs, school grades, top ten lists, etc.)

Question 22

interval

Answer 22

3. interval - takes into account both rank order and ensures differences between each rank order is the same (ex: 5 point or 7 point scales used in surveys/performance management systems)

Question 23

ratio

Answer 23

4. ratio - has all the elements of the ordinal scales but includes a true zero point (ex: money, temperature, or weight)

Question 24

why are scales of measurement that provide more info better for staffing?

Answer 24

• the more info provided by a measure, the more insight we have into the conceptt
• the more fine distinctions we can make, the more sophisticated analytical models can be used to make predictions

Question 25

4 types of validity

Answer 25

1. criterion related
2. content
3. construct
4. face

Question 26

criterion related validity

Answer 26

• empirically correlate predictor and criterion scores
• concurrent (one point in time; collect predictor scores from job incumbents)
• predictive (two points in time; collect predictor scores from applicants, hire some of the, and collect criterion scores from those hired)
• differences are negligible but important
• must have large samples for criterion-related validation

Question 27

content validity

Answer 27

• there is no criterion measure
• compare the content of the test to the content of the job
• requires the use of expert judgment
• most common type of validity because it is not dependent on sample size

Question 28

construct validity

Answer 28

• ultimately what we are interested in (does the test tell us info about the underlying attribute)
• is especially relevant when we change the format (convert from paper to internet)
• convergent (a test should correlate with tests measuring similar attributes)
• discriminant (a test should not correlate with tests measuring different attributes)

Question 29

face validity

Answer 29

• does a test look like it measures the attribute
• is not a true form of validity, a test may or may not look job-related but still predicts performance
• face validity helps reduce complaints
• try to make valid tests that are also face valid

Question 30

type of predictor KSAOs

Answer 30

• cognitive (quantitative, verbal, analytical; knowledge and skill)
• noncognitive (experience and history; resumes, biodata, accomplishment records, references; personality, values, motivation, employability)
• physical