Midterms 3

Question 1

• the extent to which a score from
  a test or from an evaluation is consistent and
  free from error.

Answer 1

Reliability

Question 2

Types of Reliability

Answer 2

Test retest reliability- temporal
stability
● Alternate forms reliability- form
stability
● Internal stability- consistency of
stability
● Scorer reliability

Question 3

• the degree to which interferences
  from test scores are justified by the
  evidence.

Answer 3

Validity

Question 4

Types of validity

Answer 4

Content Validity
Criterion Validity-
Concurrent Validity
Predictive Validity
Construct Validity
Face Validity
Cost Efficiency

Question 5

extent to which
tests or test items sample the
content that they are supposed to
measure.

Answer 5

Content Validity-

Question 6

extent to which
test score is related to some
measure of job performance

Answer 6

Criterion Validity-

Question 7

• form of
  criterion validity that correlates test
  scores with measures of job
  performance for employees
  currently working for an
  organization.

Answer 7

Concurrent Validity

Question 8

• in which test
  scores of applicants are compared
  at a later date with a measure of job
  performance.

Answer 8

Predictive Validity

Question 9

• a test actually measures
  the construct that it purports to measure.

Answer 9

Construct Validity

Question 10

which a test appears to be
valid. Weakiest

Answer 10

Face Validity

Question 11

MAKING the HIRING DECISION

Answer 11

Unadjusted top-down Decision Selection
Rules of three
Passing scores
Banding

Question 12

● Applicants are rank-ordered on the
basis of their test score.

Answer 12

Unadjusted top-down Decision Selection

Question 13

● Names of the top three scorers are
given to the person making the
hiring decision. This person can
then choose any of the three based
on the immediate needs.

Answer 13

Rules of three

Question 14

● Means for reducing adverse impact
and increasing flexibility. With this
system, an organization determines
the lowest score on a test that is
associated with acceptable
performance on the job.

Answer 14

Passing scores

Question 15

● Attempts to hire the top test scorers
while still allowing some flexibility
for affirmative.

Answer 15

Banding

Question 16

USE of EMPLOYEE COMPARISONS,
OBJECTIVE MEASURES, or RATING

Answer 16

Rank order
Forced distribution
Graphic rating scale
Behavioral Checklists
Behaviorally Anchored Rating Scales
(BARS)
Forced Choice Rating Scales
Mixed Standards Scales
Behavioral Observation Scales (BOS)

Question 17

• easiest and most common of
  these method

Answer 17

Rank order

Question 18

• a predetermined
  percentage of employees are placed in each
  of the 5 categories.

Answer 18

Forced distribution

Question 19

• most common rating
  scale is the

Answer 19

Graphic rating scale

Question 20

consists of a list of
behavior, expectations, or results for each
dimension. This list is used to force the
supervisor to concentrate on the relevant
behaviors that fall under a dimension.

Answer 20

Behavioral Checklists

Question 21

ISSUES in RATING FORMS

Answer 21

Leniency Error
Central Tendency Error
Strictness Error
Halo Error
Proximity Error
Contrast Error
Recency Error
Infrequent observation

Question 22

• which a rater consistently
  gives all employees high ratings, regardless
  of their actual levels of performance.

Answer 22

Leniency Error

Question 23

• which a rater
  consistently rates all employees in the
  middle of their actual levels of performance.

Answer 23

Central Tendency Error

Question 24

• which a rater consistently
  gives all employees low ratings, regardless
  of their actual levels of performance.

Answer 24

Strictness Error

Question 25

• when a rater allows either a
  single attribute or an overall impression of an
  individual to affect the ratings that she makes
  on each relevant job dimension.

Answer 25

Halo Error

Question 26

• when a rating made on
  one dimension affects the rating made on the
  dimension that immediately follows it on the
  rating scale.

Answer 26

Proximity Error

Question 27

• performance rating one
  person receives can be influenced by the
  performance of a previously evaluated
  person.

Answer 27

Contrast Error

Question 28

• performance appraisal is
  typically conducted once a year.

Answer 28

Recency Error

Question 29

• the idea that
  supervisors do not see most of an
  employee’s behavior.

Answer 29

Infrequent observation

Question 30

LEGAL REASONS to TERMINATE an
EMPLOYEE

Answer 30

Probationary Period
Inability to Perform
Economically Caused Reduction in Force
(Layoffs)

Question 31

• employees are given
  a probationary period in which to prove that
  they can perform well.

Answer 31

Probationary Period

Question 32

• employees can also be
  terminated for an inability to perform the job.

Answer 32

Inability to Perform

Question 33

employees can be terminated if
it’s in the best economic interest of an
organization to do so.

Answer 33

Economically Caused Reduction in Force
(Layoffs)-

Question 34

● the “systematic acquisition of skills,
rules, concepts, or attitudes that
result in improved performance”

Answer 34

Training

Question 35

DETERMINING TRAINING NEEDS

Answer 35

Needs Analysis
Organizational Analysis
Task Analysis
Person Analysis

Question 36

• focus on the
  goals the organization wants to achieve, the
  organization’s ability to conduct training and
  the extent to which employees are willing
  and able to be trained.

Answer 36

Organizational Analysis

Question 37

• the tasks performed by
  each employee, the conditions under which
  these tasks are performed, and the
  competencies (knowledge, skills, abilities)
  needed to perform the tasks.

Answer 37

Task Analysis

Question 38

• which employees need
  training and in which areas. based on the recognition that not every
  employee needs further training for every
  task
  ●

Answer 38

Person Analysis

Question 39

PROVIDING INDIVIDUAL TRAINING

Answer 39

Programmed Instruction
Computer Based or Web-based
Programmed Instruction
On-the-job Training
Job Rotation
Apprentice Training

Question 40

• using Books,
  Videos, or Interactive Video

Answer 40

Programmed Instruction

Question 41

• informal training that
  works best for teaching skills that require
  supervision to learn, are best learned
  through repetition, and benefit from role
  modeling

Answer 41

On-the-job Training

Question 42

employee performs several
different jobs within an organization

Answer 42

Job Rotation-

Question 43

• typically found in
  crafts and trades such as carpentry and
  plumbing.

Answer 43

Apprentice Training

Question 44

● experienced employees working
with new employees.

Answer 44

Coaching

Question 45

• a veteran in the organization
  who takes a special interest in a new
  employee and helps him not only to adjust to
  the job but also to advance in the
  organization. Typically, mentors are older
  and at least one level or position above the
  employee being mentored.

Answer 45

Mentoring

Question 46

● If a firefighter is learning to perform
CPR, he must overlearn the task
through constant practice.

Answer 46

Overlearning