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HRM > Module 5 > Flashcards

Module 5 Flashcards

1
Q

also known as candidate selection

A

employee selection

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2
Q

comprises of conducting interviews and evaluating candidates for specific job roles, with a goal of selecting a candidate to hire based on predefined criteria such as qualifications, skills and expertise

A

employee selection

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3
Q

effective candidate selection is crucial for three major reasons

A
  • performance
  • cost
  • legal obligations
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4
Q

employees with the right skills contribute significantly to individual and organizational performance

A

performance

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5
Q

recruitment and hiring costs can be high as a result of inefficient selection

A

cost

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6
Q

during selection process, it is essential to follow equal employment regulations

A

legal obligations

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7
Q

cause of a resulting in legal consequences if workers with questionable backgrounds are employed without conducting the necessary background screenings

A

negligent hiring

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8
Q

essential in the employee selection process

A

human resource (HR) recruiters

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9
Q

basic employee selection method

A

tests

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10
Q

two important factors to determine effectiveness of test

A
  • reliability
  • validity
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11
Q

provides consistent scores when taken by the same person on different occasions or with alternate forms of the test

A

reliability

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12
Q

one method of determining reliability

A

test-retest reliability

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13
Q

establishes whether a test assesses the things it is supposed to measure

A

validity

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14
Q

assures consistency

A

reliability

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15
Q

centers on job relevance making sure that test results precisely reflect the job performance

A

validity

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16
Q

three types of validity are used

A
  • criterion validity
  • content validity
  • construct validity
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17
Q

involves statistically demonstrating a relationship between scores on a selection procedure and job performance

A

criterion validity

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18
Q

demonstrates that the content of a selection procedure is a representative of crucial aspects of job performance

A

content validity

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19
Q

proves that a selection procedure measures an abstract idea crucial for successful job performance

A

construct validity

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20
Q

how to validate a test (hint: ACARC)

A
  1. analyze the job
  2. choose the tests
  3. administer the test
  4. relate test scores and criteria
  5. cross-validate and revalidate
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21
Q

includes creating detailed job descriptions and requirements

A

analyze the job

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22
Q

choose appropriate tests to access the predictors that have been identified

A

choose the tests

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23
Q

two primary approaches in administering tests

A
  • concurrent validation
  • predictive validation
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24
Q

type of approach where test scores are given to current employees in the company and these scores are then compared to their current performance

A

concurrent validation

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25
Q

more dependable way of validating test where tests are administered to applicants before being hired in the company

A

predictive validation

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26
Q

determine if there is a significant relationship between the test scores and the job performance through a correlation analysis

A

relate your test scores and criteria

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27
Q

created to visually present the significant correlation between both variables once it is determined and shows the probability of outstanding work performance among each group and grouping people according to test results

A

expectancy chart

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28
Q

periodically cross-validate them with the new samples of employees and predicted correlation matches with updated sample

A

cross-validation

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29
Q

constantly re-analyzing the relationship between test scores and job performance and maintains test’s predictive power over time

A

revalidation

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30
Q

2 bias in employees selection

A
  1. test measurement of the characteristic or trait it seeks to evaluate is biased by design
  2. the assumptions from the test findings are biased
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31
Q

method used to assess the effectiveness of HR practices, including tests

A

utility analysis

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32
Q

requirement for utility analysis

A
  • validity of the selection measure
  • measure of job performance in terms of money
  • applicants’ average test scores
  • cost of testing an applicant
  • total number of applicants tested and selected
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33
Q

refers to which evidence of a measure’s validity obtained in one situation can be generalized to another situation without further study

A

validity generalization

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34
Q

factors to consider when doing validity generalization

A
  • existing validation evidence
  • similarity of subjects
  • similarity of jobs
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35
Q

according to the American Psychological Association, the following test takers have the right to

A
  • privacy and feedback
  • confidentiality of test results
  • informed consent
  • expect that only people qualified to interpret scores will have access to them
  • test to be fair
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36
Q

4 main types of tests

A
  • cognitive abilities
  • motor and physical abilities
  • personality and interests
  • achievement tests
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37
Q

tests of general reasoning ability and tests of specific mental abilities like memory, and inductive reasoning

A

cognitive tests

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38
Q

examples of cognitive tests

A
  • IQ test
  • aptitude test
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39
Q

motor abilities measured in motor and physical abilities tests

A

finger dexterity, manual dexterity, and reaction time

40
Q

example of motor abilities test that measures the speed and accuracy of simple judgment and speed of finger, hand and arm movements

A

Crawford Small Parts Dexterity Test

41
Q

physical abilities measured in motor physical abilities test

A

static strength, dynamic strength, body coordination and stamina

42
Q

measures the basic aspects of an applicant’s personality such introversion, stability and motivation

A

personality tests

43
Q

“big five” personality dimensions

A
  • neuroticism
  • extraversion
  • agreeableness
  • openness
  • conscientiousness
44
Q

represents a tendency to exhibit poor emotional adjustment and experience negative effects, like anxiety, insecurity and hostility

A

neuroticism

45
Q

represents a tendency to be sociable, assertive, and active, and to experience positive effects, such as energy and zeal

A

extraversion

46
Q

to experience is the disposition to be imaginative, nonconforming, unconventional, and autonomous

A

openness

47
Q

tendency is to be trusting, compliant, caring and gentle

A

agreeableness

48
Q

exhibit traits of self-control through being capable of planning, organizing, working strategically towards goals and carrying out tasks

A

conscientiousness

49
Q

two related facets for conscientiousness

A

achievement and dependability

50
Q

conducted with a psychologist and they present an ambiguous stimulus and the person reacts

A

projective personality tests

51
Q

two ways to conduct a personality assessment

A
  1. projective personality tests
  2. self-reported personality tests
52
Q

when applicants fill the personality tests

A

self-reported personality tests

53
Q

example of self-reported personality tests

A

MBTI (Myers-Briggs Test)

54
Q

compare one’s interests with those of people in various occupations

A

interest inventories

55
Q

example of interest inventory

A

Strong Campbell Interest Inventory

56
Q

measure what someone has learned

A

achievement tests

57
Q

involve presenting candidates with tasks that are representative of the actual job responsibilities they would handle

A

work samples

58
Q

involve creating a scenario or environment that mimics aspects of the job to observe how candidates react and perform

A

simulations

59
Q

predict job performance by requiring job candidates to perform one or more samples of the job’s tasks

A

work sampling technique

60
Q

technique to select a sample of several tasks crucial to performing the job, and then to test applicants on them

A

basic procedure

61
Q

tests are personnel tests designed to assess an applicant’s judgment regarding situation encountered in the workplace

A

situational judgment

62
Q

a 2-3 day simulation in which 10 to 12 candidates perform realistic management tasks under the observations of experts who appraise each candidate’s leadership potential

A

management assessment centers

63
Q

typical simulated tasks in management assessment centers

A
  • in-basket
  • leaderless group discussion
  • management games
  • individual presentation
  • objective tests
  • the interview
64
Q

exercise confronts candidates with an accumulation of reports, memos, notes of incoming phone calls, in the actual or computerized in-basket of the simulated job he or she is about to start

A

in-basket

65
Q

trainers give a leaderless group a discussion question and tell members to arrive at a group decision

A

leaderless group discussion

66
Q

participants solve realistic problems as members of simulated companies competing in a marketplace

A

management games

67
Q

trainers evaluate each participant’s communication skills and persuasiveness by having each make an assigned oral presentation

A

individual presentation

68
Q

assessment center includes tests of personality, mental ability, interests and achievements

A

objective tests

69
Q

most also require an interview between at least one trainer and each participant, to assess the latter’s interests, past performance and motivation

A

the interview

70
Q

require examinees to respond to situations representative of the job

A

situational test

71
Q

presents the candidate with several online or PC-based video situations, each followed by one or more multiple choice questions

A

video-based situational testing

72
Q

CMCAT testing tool

A

computerized multimedia candidate assessment tool

73
Q

means training candidates to perform several of the job tasks and then evaluating the candidates’ performance prior to hire. similar to work sampling

A

miniature job training and evaluation approach

74
Q

sometimes a dose of realism makes the best screening tool

A

realistic job previews

75
Q

background investigations and other selection methods

A
  • background check
  • reference check
  • social media screening
  • preemployment information services
  • polygraph & honesty testing
  • graphology
  • human lie detectors
  • physical exams
  • substance use screening
  • complying with immigration
76
Q

refers to any kind of examination or assessment given to a job applicants as a part of the hiring process

A

testing

77
Q

a process of confirming key details about a job applicant to verify their identification, education, employment history, and criminal history, and checking legal records

A

background check

78
Q

involves contacting the applicant’s provided references and previous supervisors to confirm their qualifications and obtain an unfiltered viewpoint or candid insights of the individual in question

A

reference check

79
Q

Philippine law of data privacy

A

Republic Act 10173, Data Privacy Law 2012

80
Q

two reasons to do background checks on applicants

A
  1. to verify the accuracy of the information
  2. to uncover potential damaging information that was not disclosed by patient
81
Q

process of evaluating a candidate’s social media presence and reviewing the content they post

A

social media screening

82
Q

verification of applicants’ information and background through hiring companies that offer background checks

A

preemployment information services

83
Q

two reasons why employers must exercise caution when using such services

A
  1. compliance with EEO laws
  2. federal and state laws
84
Q

conducting background checks and compliance with laws involve these 4 steps

A
  1. Disclose and Authorization
  2. Certification
  3. Provide copies of the reports
  4. Notice after adverse action
85
Q

measures body changes like sweating, assuming they indicate lying

A

polygraph

86
Q

law that restricts employers from using polygraphs and other honesty measuring devices

A

Employee Polygraph Protection Act of 1988

87
Q

who can use polygraphs?

A
  • national security and nuclear power
  • protector of highly classified information
  • FBI, DOJ
  • access to drugs
  • conducting ongoing investigatinos
88
Q

How to Screen for honesty

A
  1. direct questions
  2. listen
  3. background check
  4. references
  5. honesty tests
  6. drug testing
  7. search and seizure policy
89
Q

states that restrict paper and pencil honesty testing

A

masachusetts and rhode island

90
Q

analysis of handwriting to determine the personality tests, resembles projective personality tests but lacks credibility

A

graphology

91
Q

these experts observe candidates during interviews for signs of deception

A

human lie detectors

92
Q

medical exam either before or after the new employee starts to ensure applicant meets demand of the job, identifies any medical conditions that may affect their placement and establish baseline for future insurance

A

physical exam

93
Q

a common practice among employers before hiring or after incidents like work accidents or noticeable behavior changes.

testing include urine, saliva, blood, hair, skin patches

A

substance abuse screening

94
Q

process involves meticulous verification of both identity and work authorization, facilitated through rigorous procedures

A

complying with immigration

95
Q

how to check if one is compliant to immigration laws

A

E-verify or I-9 Employment Eligibility Verification Form

HRM (5 decks)

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