h&m chap 6 Flashcards
Onboarding (aka organizational socialization)
the process that tries to ensure that new hires feel welcome in the organization and are prepared to fill their new position
Recruitment
The process by which individuals are solicited to apply for jobs
Selection methods that produced the highest ratings of fairness have these characteristics
1) job-related 2) candidates can demonstrate job-related skills 3) provide prompt feedback on their performance
Personnel Selection
The process of determining those applicants who are selected for hire versus those who are rejected
Selection
the process of separating the accepted from the rejected applicants
3 major factors influence the quality of our personnel selection decisions
1) the validity of the predictor, 2) the selection ratio, and 3) the base rate
Predictor Cutoff
A score on a test that differentiates those who passed the test from those who failed; often equated with the passing score on a test
What happens to the value of a predictor as its criterion-related validity increases? As measured by what?
The value of a predictor increases as its criterion-related validity increases, as measured by the increase in average criterion performance for the accepted group over that of the total group.
Selection ratio
A numeric index ranging between 0 and 1.00 that reflects the selectivity of the hiring organization in filling jobs; the number of job openings divided by the number of job applicants
Selection ratio equation
SR = n/N
What does “n” mean in the selection ratio equation?
number of job openings
What does “N” mean in the selection ratio equation?
number of job applicants
What does it mean when the SR is equal to 1.00 in the selection ratio equation?
there are as many openings as there are applicants
What does it mean when the SR is greater than 1.00 in the selection ratio equation?
there are more openings than applicants
What does it mean when the SR value is smaller in the selection ratio equation?
the predictor’s value is greater
Base rate
The percentage of employees who would be successful if individuals are randomly hired
When it comes to having an effective predictor, what three things do we want to optimize for criterion-related validity, selection ratio, and base rate?
We want: criterion-related validity to be as high as possible,
selection ratio to be as low as possible, & base rate to be in the middle
Criterion Cutoff
A standard that separates successful from unsuccessful job performance
True Positives
A term to describe individuals who were correctly selected for hire because they became successful employees
False Positives
A term to describe individuals who were incorrectly accepted for employment as they became unsuccessful employees
True Negatives
A term to describe individuals who were correctly rejected for employment as they would have been unsuccessful employees
Multiple correlation
A statistical index used to indicate the degree of predictability (ranging from 0 to 1.00) in forecasting the criterion on the basis of two or more other variables (R)
What is the conceptual difference between r & R?
the range of R is from 0 to 1.00, whereas r ranges from -1.00 to 1.00. When R is squared, the resulting R^2 value represents the total amount of variance in the criterion that can be explained by two or more predictors
What can combining two or more predictors do for predictability of the criterion?
Combining two or more predictors often improves the predictability of the criterion
Coefficient of determination
The amount of criterion variance that can be predicted or explained from using predictors, computed as the squared multiple correlation (R^2)
Coefficient of non-determination
The amount of criterion variance that cannot be predicted or explained from using predictors, computed by subtracting the coefficient of determination from 1.00 (1-R^2)
Validity Generalization
A concept that reflects the degree to which a predictive relationship empirically established in one context spreads to other populations or contexts
What issue with criterion-related validity studies results in the false conclusion that test validity is situation-specific?
The average sample size in typical criterion-related validity studies is too small to produce stable, generalizable conclusions, resulting in the (erroneous) conclusion that the test validity is situation-specific
3 suggestions for the setting of cutoff scores
1) Conduct work analysis identifying critical KSA proficiency levels 2) Consider test score data related to actual job performance 3) Set cutoffs high enough to meet minimum job standards
Banding
A method of interpreting test scores such that scores of different magnitude in a numbering range or band (eg. .90-.95) are regarded as being equivalent
What is an alternative method to top-down selection?
banding
Do highly reliable or less reliable tests produce wider test score bands?
Highly reliable tests produce relatively narrow test score bands, whereas less reliable tests produce wider test score bands
Utility
A concept reflecting the economic value (expressed in monetary terms) of making personnel decisions
Benchmarking
The process of comparing a company’s products or procedures with those of the leading companies in an industry
Placement
The process of assigning individuals to jobs based on one test score
Classification
The process of assigning individuals to jobs based on two or more test scores
What is the reason classification is not always used instead of placement?
It is often difficult to find two or more valid predictors to use in assigning people to jobs
