Week 2 Exam 2

Question 1

Personnel Selection System

Answer 1

tools and procedures used to choose a person who is qualified for a certain role, and who can bring valuable contributions to an organization

Question 2

Personnel Selection Process:

Answer 2

1. HR professional reviews applicants for basic requirements
2. Those who meet basic requirements are administered tests to rate their abilities
3. Those with the best abilities are invited for interviews
4. Top candidates are given background checks
5. Future employees selected!

Question 3

What makes a selection system effective?

Answer 3

High reliability
High validity
Generalizable in the context
High utility
Follows legal standards

Question 4

Reliability

Answer 4

the degree to which a selection measure gives consistent scores across time

Question 5

Validity

Answer 5

the degree to which a measure (test) is related to what the measure is designed to assess (job performance)

Question 6

Types of Validity

Answer 6

Criterion-Related validity
Content validity
Construct validity

Question 7

Criterion-Related Validity (and types)

Answer 7

a measurement that predicts actual performance

Predictive Validation (applicants are tested)

Concurrent Validation (current jobholders are tested)

Question 8

Content Validity

Answer 8

consistency between the test items and the kinds of situations that occur on the job

Question 9

Construct Validity

Answer 9

a method for evaluating how well a test or other measure accurately represents a theoretical concept that can’t be directly observed or measured

Question 10

Generalizability

Answer 10

the measure is general in the context in which the organization wants to use it

Question 11

Utility

Answer 11

whether the selection method provides economic value greater than the cost of using it

Question 12

Interview Contents

Answer 12

Application forms
Resumes
Reference checks
Background checks

Question 13

Pros/Cons of Interview Paperwork

Answer 13

Application forms: low-cost way to gather basic data from applicants
Able to screen people out if they don’t possess certain KSAO’s

Resumes: applicants control the information (could be biased)

Question 14

Nondirective Interview

Answer 14

the interviewer has discretion in choosing questions to ask each candidate

Pros: open-ended (strengths, weaknesses, career goals, experience, etc.)
Cons: reliability, validity, and legal issues

Question 15

Panel Interview

Answer 15

several members meet to interview each candidate

Pros: multiple perspectives on each candidate
Cons: intimidating, difficult to organize, and costly

Question 16

Structured Interview

Answer 16

a predetermined set of questions to be asked

Pros: Higher reliability and validity in predicting job performance
Types: Situational Interview, Behavior Description Interview

Question 17

How can you improve the reliability and validity of interviews?

Answer 17

Standardized process
Multiple interviewers

Question 18

Interviewing Pros/Cons

Answer 18

Pros: recruiters get to see a candidate’s interpersonal skills first-hand; provide a means to check the accuracy of information on a candidate’s application
Cons: can be unreliable, biased, low on validity, costly, time-consuming, and can put a company in legal trouble

Question 19

Multiple-Hurdle Model

Answer 19

gradually narrowing the pool of candidates for a job , each stage is a hurdle and you must overcome one stage to move onto the next

Question 20

Compensatory Model

Answer 20

a very high score on one form of measurement can make up for a low score on another form of measurement

Question 21

Training

Answer 21

organizations planned efforts to help employees acquire skills, knowledge, behaviors, and abilities with the purpose of applying these on the job

Question 22

Orientation & its purpose

Answer 22

Training designed to prepare new employees

Purpose: help familiarize new employees with company values, policies, and procedures

Question 23

Onboarding

Answer 23

an ongoing process that prepares new employees for full participation

Question 24

Development

Answer 24

the combination of formal education, job experience, and assessment of individuals to help employees prepare for the future
FUTURE ORIENTED

Question 25

Instructional Design

Answer 25

the process of developing training to meet specific needs

1. Assess Needs
2. Ensure Readiness
3. Plan the Program
4. Implement
5. Evaluate Training

Question 26

Assess Needs

Answer 26

-Process of evaluation of the organization/individual employees, and employees’ tasks to determine what kinds of training are needed

-Conduct an organization analysis, person analysis, and task analysis

Question 27

Organization Analysis

Answer 27

process for determining appropriateness of training by evaluating characteristics of the organization

Question 28

Person Analysis (and what it asks)

Answer 28

process for determining individuals’ needs and readiness for training

Asks: Who needs training? Do performance deficiencies result from a lack of knowledge, skill, or ability? Are these employees ready for training?

Question 29

Task Analysis

Answer 29

the process of identifying the tasks, knowledge, skills, and behaviors that training should emphasize

Question 30

Ensure Readiness

Answer 30

Whether individuals have the ability to learn the subject matter, favorable attitudes toward training, and motivation to learn

Question 31

Plan the Program (and what it asks)

Answer 31

Begins with establishing objectives for the program and selecting a training method

Asks who will provide the training? What topics will the training cover? What training methods should be used? How should the training be evaluated?

Question 32

Training Methods

Answer 32

Classroom instruction, computer-based, on-the-job, and simulations

Business games, case studies, behavior modeling, and experimental programs

Team training and action learning

Question 33

Evaluating Training

Answer 33

Reaction Outcomes: evaluate trainee and supervisor satisfaction

Learning Outcomes: evaluate whether the trainees remember what is taught

Behavior Outcomes: was there a transfer of training?

Performance Outcomes: did individual, group, or company performance improve after training?