Human Resource Policies & Practices' Flashcards
Performance Manager Cylcle
Set performance expectations (Choose the right people)
Assess Performance
Feedback Performance
Employee Selection Process
Know the Job-job Descriptions
Establish a Standardized Process-Treat all candidates the same
Choose Appropriate Assessment Methods
Decide Method and Assess
Use different methods for different jobs
Collect multiple pieces of data before drawing conclusions
Define performance before testing
Use reliable and valid tests
Criteria when Deciding Which Hiring Method to Use
Test:
Validity
Fairness
Feasibility
Face Validity
Types of interviews
Unstructured
Structured
Unstructured Interview
The interviewer and applicant have a conversation that’s unscripted
Structured interview
interviewer follows an interview script designed specifically to target certain KSAs required for the job
Performance test
are specifically designed to measure “hands-on” skills and are highly predictive of job performance
Examples of Performance Tets
Work Sample
Assessment Center
Work Sample
Select the sample
Define performance
Create a realistic environment
Assessment Center
Elaborate simulations that mimic “the day in the life” of a manager
Include Group discussions, oral presentations, in-baskets
Cognitive Ability Test
These tests measure a person’s ability to learn and acquire cognitive skills including verbal, mathematical, spatial, and memory-based skills
-Best predictors of job performance
What are the considerations for using a Cognitive Ability Test
Job COmplexity
Diversity Goals
Experience
Personality Test
Also helps identify Job Performance
Integrity test
a form of personality test, that measures factors such as dependability, responsibility, and honesty also have been shown to predict job performance as well as counterproductive employee behaviors (e.g. theft)
