h&m chap 6

Question 1

Onboarding (aka organizational socialization)

Answer 1

the process that tries to ensure that new hires feel welcome in the organization and are prepared to fill their new position

Question 2

Recruitment

Answer 2

The process by which individuals are solicited to apply for jobs

Question 3

Selection methods that produced the highest ratings of fairness have these characteristics

Answer 3

1) job-related 2) candidates can demonstrate job-related skills 3) provide prompt feedback on their performance

Question 4

Personnel Selection

Answer 4

The process of determining those applicants who are selected for hire versus those who are rejected

Question 5

Selection

Answer 5

the process of separating the accepted from the rejected applicants

Question 6

3 major factors influence the quality of our personnel selection decisions

Answer 6

1) the validity of the predictor, 2) the selection ratio, and 3) the base rate

Question 7

Predictor Cutoff

Answer 7

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

Question 8

What happens to the value of a predictor as its criterion-related validity increases? As measured by what?

Answer 8

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.

Question 9

Selection ratio

Answer 9

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

Question 10

Selection ratio equation

Answer 10

SR = n/N

Question 11

What does “n” mean in the selection ratio equation?

Answer 11

number of job openings

Question 12

What does “N” mean in the selection ratio equation?

Answer 12

number of job applicants

Question 13

What does it mean when the SR is equal to 1.00 in the selection ratio equation?

Answer 13

there are as many openings as there are applicants

Question 14

What does it mean when the SR is greater than 1.00 in the selection ratio equation?

Answer 14

there are more openings than applicants

Question 15

What does it mean when the SR value is smaller in the selection ratio equation?

Answer 15

the predictor’s value is greater

Question 16

Base rate

Answer 16

The percentage of employees who would be successful if individuals are randomly hired

Question 17

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?

Answer 17

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

Question 18

Criterion Cutoff

Answer 18

A standard that separates successful from unsuccessful job performance

Question 18

True Positives

Answer 18

A term to describe individuals who were correctly selected for hire because they became successful employees

Question 18

False Positives

Answer 18

A term to describe individuals who were incorrectly accepted for employment as they became unsuccessful employees

Question 18

True Negatives

Answer 18

A term to describe individuals who were correctly rejected for employment as they would have been unsuccessful employees

Question 19

Multiple correlation

Answer 19

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)

Question 19

What is the conceptual difference between r & R?

Answer 19

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

Question 20

What can combining two or more predictors do for predictability of the criterion?

Answer 20

Combining two or more predictors often improves the predictability of the criterion

Question 21

Coefficient of determination

Answer 21

The amount of criterion variance that can be predicted or explained from using predictors, computed as the squared multiple correlation (R^2)

Question 22

Coefficient of non-determination

Answer 22

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)

Question 23

Validity Generalization

Answer 23

A concept that reflects the degree to which a predictive relationship empirically established in one context spreads to other populations or contexts

Question 24

What issue with criterion-related validity studies results in the false conclusion that test validity is situation-specific?

Answer 24

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

Question 25

3 suggestions for the setting of cutoff scores

Answer 25

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

Question 26

Banding

Answer 26

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

Question 27

What is an alternative method to top-down selection?

Answer 27

banding

Question 28

Do highly reliable or less reliable tests produce wider test score bands?

Answer 28

Highly reliable tests produce relatively narrow test score bands, whereas less reliable tests produce wider test score bands

Question 29

Utility

Answer 29

A concept reflecting the economic value (expressed in monetary terms) of making personnel decisions

Question 30

Benchmarking

Answer 30

The process of comparing a company’s products or procedures with those of the leading companies in an industry

Question 31

Placement

Answer 31

The process of assigning individuals to jobs based on one test score

Question 32

Classification

Answer 32

The process of assigning individuals to jobs based on two or more test scores

Question 33

What is the reason classification is not always used instead of placement?

Answer 33

It is often difficult to find two or more valid predictors to use in assigning people to jobs