Lecture 3 Flashcards
2 types of Integrity testing:
1-Overt Integrity Testing: Asks questions directly about past honesty behavior and attitudes towards various behaviors.
2-Personality-based Integrity test: Infers honesty and integrity based on broader personality constructs.
Types of interviews
1-Structured interview
2-Situational interview
3-Unstructured interview
Work-sample test
Measures job skills by taking samples of behavior under realistic, job-like conditions.
-Speech interview for foreign student.
Controversial Assessment Practices
1-Graphology: Assumes traits can be assessed from person’s handwriting
2-Polygraph: Machine that measures physiological reaction and signals deception.
Incremental validity
Measures whether adding a new test or predictor actually improves our ability to make accurate predictions or decisions
Research about predicting job performance
Integrity and work sample are good ways to predict job performance.
Utility analysis
Assesses the economic return on investment of HR interventions like staffing or training
Impact of Staffing Practice on firm performance
1-High-performance work practices: Use of formal job analysis, selection from within key positions, etc.
2-Staffing practices have a positive association with firm performance.
Staffing from international perspective
1-Job description is universal.
2-Educational qualifications and application forms widely used for initial screening.
3- Interviews and references are common post-screening techniques.
4-Less cognitive ability test more personality tests.
4 types of selection decisions
1-False positive: The applicant accepted but performed poorly
2-False negative: applicant rejected but would perform well
3-True positive: Applicant accepted and performed well
4-True negative: Applicant rejected and would have performed poorly.
Cut score
Giriş puanı
The effects of raising cut score
Fewer false positives more false negatives.
Base rate
percentage of current work force performing well.
Unfair staff decision can lead to?
1- Initiation of lawsuits
2-Filing of formal grievances with the company
3-Counterproducitve
2 staffing models
1-Comprehensive: Enough high-quality information about candidates to predict likelihood of their success.
2-Compensatory: Candidates can compensate for relative weakness.
