topic 3: selection and training Flashcards
person-environment fit
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.
contemporary fit theory
environment component spans different hierarchical levels of an organization, affecting individuals’ compatibility with different aspects.
person-group fit
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.
personnel effectiveness
including situational characteristics, collective personal characteristics, or a system of aligned elements.
procedural knowledge
knowing how
declarative knowledge
knowing that
competencies
sets of behaviors instrumental in accomplishing various activities combination of individual difference characteristics.
prehire anticipatory fit
focuses on the relationship between an applicant’s perceived fit and their likelihood of joining an organization.
perceived anticipatory fit
subjective measure of an applicant’s satisfaction with a job or organizational context.
psychometric test
a standardised sample of behavior which can be described by a numerical scale or category system.
essence of a test
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.
cognitive ability tests
allow individuals to demonstrate what they know, perceive, remember, understand or work they can do mentally
personality
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.
OCEAN
openness to experience
conscientiousness
extraversion
agreeableness
emotional stability (neuroticism)
HEXACO
Honesty humility
emotionality
extraversion
agreeableness
conscientiousness
openness to experience
overt integrity testing
asks questions directly about past honesty behavior as well as attitudes toward various behaviors
personality based integrity test
test that infers honesty and integrity from questions dealing with broad personality constructs.
training
systematic acquisition of skills, concept, or attitudes resulting in improved performance in another environment, basic foundation is learning.
on the job training
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.
off the job training
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.
reaction and satisfaction (level 1, training evaluation)
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)
learning (level 2, training evaluation)
assesses KSAOs related to the intervention and implementation on the job observation (tests and assessments)
application and implementation (level 3 training evaluation)
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.
business results (level 4, training evaluation)
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.
IQ
historical term that stands for intelligence quotient
