topic 3: selection and training

Question 1

person-environment fit

Answer 1

refers to the alignment between an individual’s characteristics and their environment or organization. this includes identifying employees with personalities and values that fit the organization.

Question 2

contemporary fit theory

Answer 2

environment component spans different hierarchical levels of an organization, affecting individuals’ compatibility with different aspects.

Question 3

person-group fit

Answer 3

interpersonal compatibility between individuals and their work teams or units. it can manifest in various ways, such as matching individual personality, preferences, values, and group norms, or through compatibility between individuals and group members.

Question 4

personnel effectiveness

Answer 4

including situational characteristics, collective personal characteristics, or a system of aligned elements.

Question 5

procedural knowledge

Answer 5

knowing how

Question 6

declarative knowledge

Answer 6

knowing that

Question 7

competencies

Answer 7

sets of behaviors instrumental in accomplishing various activities combination of individual difference characteristics.

Question 8

prehire anticipatory fit

Answer 8

focuses on the relationship between an applicant’s perceived fit and their likelihood of joining an organization.

Question 9

perceived anticipatory fit

Answer 9

subjective measure of an applicant’s satisfaction with a job or organizational context.

Question 10

psychometric test

Answer 10

a standardised sample of behavior which can be described by a numerical scale or category system.

Question 11

essence of a test

Answer 11

all candidates are observed in the same standardised situation, performance is evaluated objectively against a common yardstick, the taks performed an accurate measure of a job relevant ability and is a valid predictor of job succes.

Question 12

cognitive ability tests

Answer 12

allow individuals to demonstrate what they know, perceive, remember, understand or work they can do mentally

Question 13

personality

Answer 13

the relatively stable set of psychological characteristics that influence the wat an individual interacts with their environment. an individual’s unique and relatively stable patterns of behavior thoughts and emotions.

Question 14

OCEAN

Answer 14

openness to experience
conscientiousness
extraversion
agreeableness
emotional stability (neuroticism)

Question 15

HEXACO

Answer 15

Honesty humility
emotionality
extraversion
agreeableness
conscientiousness
openness to experience

Question 16

overt integrity testing

Answer 16

asks questions directly about past honesty behavior as well as attitudes toward various behaviors

Question 17

personality based integrity test

Answer 17

test that infers honesty and integrity from questions dealing with broad personality constructs.

Question 18

training

Answer 18

systematic acquisition of skills, concept, or attitudes resulting in improved performance in another environment, basic foundation is learning.

Question 19

on the job training

Answer 19

advantages: inexpensive, learn while doing increases chances of transfer and get immediate feedback, increases experiences and oppurtunities. requirements: trainers need to be trained and given the required materials and train them to be good instructors.

Question 20

off the job training

Answer 20

advantages: two way dialogue options like conferences and workshops create shared learning. disadvantages: may hamper transfer, may be general to meet all audience needs, sometimes difficult to apply, one way dialogue if lectures, costly to rewrite.

Question 21

reaction and satisfaction (level 1, training evaluation)

Answer 21

assesses participants initial reactions to the intervention and stakeholder satisfaction with project and perception of value (satisfaction surveys, questionnaire measuring reaction and application issues, interviews of reaction and application)

Question 22

learning (level 2, training evaluation)

Answer 22

assesses KSAOs related to the intervention and implementation on the job observation (tests and assessments)

Question 23

application and implementation (level 3 training evaluation)

Answer 23

assess changes in behavior on the job. variety of follow-up measures are used to determine if participants have applied training on the job. assessment is based on the objectives of the intervention and assessed through tests, observations, surveys, interviews with co-workers.

Question 24

business results (level 4, training evaluation)

Answer 24

assesses the business impact of the intervention at various times, measurement focused on the results achieved by the intervention. examples may be the use of business measures, observations, behavior competencies and surveys.

Question 25

IQ

Answer 25

historical term that stands for intelligence quotient