Final Flashcards
Road map
Extraversion Conscientiness Emotional stability Agreeableness Openess to experience
Types of fit
Person-job
Person-organization
Person-group
What is person job fit?
Fit between a person’s abilities and the demands of the job and fit between a person’s desires and motivations and the attributes and rewards of a job
Person organization
Fit between an individuals values, beliefs, attitudes, and culture of the organization
Person group
Match between an individual and his or her work group
Which type of fit is the primary focus?
Person-job
Three types of assessment methods
Screening methods
Evaluation methods
Contingent methods
Asset perspective
Focused on efficiency in assessment minimizing the time and cost
Investor perspective
Will evaluate candidates for long terms career potential
External assessment methods
Contingent methods
Big 5 personality traits
Extraversion Conscientiness Emotional stability agreeableness openness to experience
This involves asking a departing employee why he or she is leaving
Exit interview
this is a scoring approach whereby candidates must receive a passing score on an assessment before being allowed to continue on in the selection process
Multiple hurdles
this assessment relies on trained psychologists to subjectively analyze a candidate’s attributes, values, and styles in the context of a particular job
clinical assessment
this personality trait refers to being organized, self disciplined, thorough and careful
conscientiousness
these refer to measurable factors critical to the firm’s success and long and short-term goals
key performance indicator
this is an ongoing process of learning the social structure of the organization
socialization
this refers to the analysis of a staffing system to assess its performance and effectiveness
staffing evaluations
this type of fit refers to a person adding something that is missing from an organization by being different from others
complementary fit
supplementary fit
is when someone is hired who has similar competencies to current employees
this is a combined assessment of an employee’s performance and potential
nine-box matrix
this type of turnover results in the highest level of long-term business improvement
optimal turnover
also known as on boarding, this process involves familiarizing new employees with their job
orientation
this is a minimum assessment score needed to advance to the next assessment phase
cut score
this is the process of creating backup candidates for specific senior management positions
replacement planning
drug tests and background tests are which type of assessment
contingent
the concept which refers to the idea that individuals rise to their lowest level of incompetence is the
peter principle
this refers to backing out of an employment contract after a job offer is accepted
reneging
this involves the fit between a person’s abilities and demands of the job
person-job fit
types of fit, primary focus
person-job fit
evaluation an assessment methods effectiveness
- Validity
- Return on investment
- application reaction
- selection ratio
- usability
- adverse impact
mentoring
consists of a mentor and a protege
performance evaluation internal assessment methods
- skills inventories
- mentoring programs
- performance reviews of task and interpersonal behaviors
- multi-source assessments
- job knowledge tests
- assessment center methods
- clinical assessment
multiple hurdles approach
candidates must receive a passing score on an assessment before being allowed to continue on in the selection processes
compensatory approach
allows high scores on some assessments to compensate for low scores on job knowledge tests
3 compensatory approaches
unit weighting
rational weighting
statistic weighting
unit weighting
giving multiple assessments equal weight
rational weighting
weight is assign based on importance
statistical weighting
assigning different weights to each assessment score base on predictor
cut score
minimum score that must be met in order to be eligible to move on to the next step
rank order
ranking candidates from highest to lowest score
banding
everyone who score within a certain range is considered to have scored equally
internal equity
paying employees fairly compared to coworkers as well as having those employees view their payment as fair compared to other employees
types of fairness
distributive
procedural
interactional
distributive fairness?
perceived fairness of the hiring promotion outcome
procedural fairness?
peoples beliefs that the policies and procedures that produced the hiring decisions were fair
interactional fairness?
relates to people’s perceptions of the interpersonal treatment and the amount of information they received during the hiring process
phases of socialization
anticipatory socialization
encounter
settling in
