Midterms 3 Flashcards
- the extent to which a score from
a test or from an evaluation is consistent and
free from error.
Reliability
Types of Reliability
Test retest reliability- temporal
stability
● Alternate forms reliability- form
stability
● Internal stability- consistency of
stability
● Scorer reliability
- the degree to which interferences
from test scores are justified by the
evidence.
Validity
Types of validity
Content Validity
Criterion Validity-
Concurrent Validity
Predictive Validity
Construct Validity
Face Validity
Cost Efficiency
extent to which
tests or test items sample the
content that they are supposed to
measure.
Content Validity-
extent to which
test score is related to some
measure of job performance
Criterion Validity-
- form of
criterion validity that correlates test
scores with measures of job
performance for employees
currently working for an
organization.
Concurrent Validity
- in which test
scores of applicants are compared
at a later date with a measure of job
performance.
Predictive Validity
- a test actually measures
the construct that it purports to measure.
Construct Validity
which a test appears to be
valid. Weakiest
Face Validity
MAKING the HIRING DECISION
Unadjusted top-down Decision Selection
Rules of three
Passing scores
Banding
● Applicants are rank-ordered on the
basis of their test score.
Unadjusted top-down Decision Selection
● 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.
Rules of three
● 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.
Passing scores
● Attempts to hire the top test scorers
while still allowing some flexibility
for affirmative.
Banding
USE of EMPLOYEE COMPARISONS,
OBJECTIVE MEASURES, or RATING
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)
- easiest and most common of
these method
Rank order
- a predetermined
percentage of employees are placed in each
of the 5 categories.
Forced distribution
- most common rating
scale is the
Graphic rating scale
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.
Behavioral Checklists
ISSUES in RATING FORMS
Leniency Error
Central Tendency Error
Strictness Error
Halo Error
Proximity Error
Contrast Error
Recency Error
Infrequent observation
- which a rater consistently
gives all employees high ratings, regardless
of their actual levels of performance.
Leniency Error
- which a rater
consistently rates all employees in the
middle of their actual levels of performance.
Central Tendency Error
- which a rater consistently
gives all employees low ratings, regardless
of their actual levels of performance.
Strictness Error
- 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.
Halo Error
- when a rating made on
one dimension affects the rating made on the
dimension that immediately follows it on the
rating scale.
Proximity Error
- performance rating one
person receives can be influenced by the
performance of a previously evaluated
person.
Contrast Error
- performance appraisal is
typically conducted once a year.
Recency Error
- the idea that
supervisors do not see most of an
employee’s behavior.
Infrequent observation
LEGAL REASONS to TERMINATE an
EMPLOYEE
Probationary Period
Inability to Perform
Economically Caused Reduction in Force
(Layoffs)
- employees are given
a probationary period in which to prove that
they can perform well.
Probationary Period
- employees can also be
terminated for an inability to perform the job.
Inability to Perform
employees can be terminated if
it’s in the best economic interest of an
organization to do so.
Economically Caused Reduction in Force
(Layoffs)-
● the “systematic acquisition of skills,
rules, concepts, or attitudes that
result in improved performance”
Training
DETERMINING TRAINING NEEDS
Needs Analysis
Organizational Analysis
Task Analysis
Person Analysis
- 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.
Organizational Analysis
- 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.
Task Analysis
- which employees need
training and in which areas. based on the recognition that not every
employee needs further training for every
task
●
Person Analysis
PROVIDING INDIVIDUAL TRAINING
Programmed Instruction
Computer Based or Web-based
Programmed Instruction
On-the-job Training
Job Rotation
Apprentice Training
- using Books,
Videos, or Interactive Video
Programmed Instruction
- informal training that
works best for teaching skills that require
supervision to learn, are best learned
through repetition, and benefit from role
modeling
On-the-job Training
employee performs several
different jobs within an organization
Job Rotation-
- typically found in
crafts and trades such as carpentry and
plumbing.
Apprentice Training
● experienced employees working
with new employees.
Coaching
- 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.
Mentoring
● If a firefighter is learning to perform
CPR, he must overlearn the task
through constant practice.
Overlearning
