Ch 6 Key Terms
Management 351 with Finney at University of South Alabama
About this deck
By: William Palacio
Textbook:
Managing Human Resources
Created: 2012-02-20
Size: 21 flashcards
Views: 5
Textbook:
Managing Human ResourcesCreated: 2012-02-20
Size: 21 flashcards
Views: 5
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achievement tests
Measures of what a person knows or can do right now
aptitude tests
Measures of a person’s capacity to learn or acquire skills
behavioral description interview (BDI)
An interview in which an applicant is asked questions about what he or she actually did in a given situation
compensatory model
A selection decision model in which a high score in one area can make up for a low score in another area
construct validity
The extent to which a selection tool measures a theoretical construct or trait
content validity
The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job
criterion-related validity
The extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior
cross-validation
Verifying the results obtained from a validation study by administering a test or test battery to a different sample (drawn from the same population)
multiple cutoff model
A selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions
multiple hurdle model
A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages
negligent hiring
The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others
nondirective interview
An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks
panel interview
An interview in which a board of interviewers questions and observes a single candidate
predictive validity
The extent to which applicants’ test scores match criterion data obtained from those applicants/employees after they have been on the job for some indefinite period
Reliability
The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures
selection
The process of choosing individuals who have relevant qualifications to fill existing or projected job openings
selection ratio
The number of applicants compared with the number of people to be hired
situational interview
An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it
structured interview
An interview in which a set of standardized questions having an established set of answers is used
validity
The degree to which a test or selection procedure measures a person’s attributes
validity generalization
The extent to which validity coefficients can be generalized across situations
About this deck
By: William Palacio
Textbook: Managing Human Resources
Created: 2012-02-20
Size: 21 flashcards
Views: 5
Textbook:
Managing Human ResourcesCreated: 2012-02-20
Size: 21 flashcards
Views: 5
About StudyBlue
STUDYBLUE makes things that make you better at school.
Things like online flashcards with photos and audio.
Things like personalized quizzes and friendly reminders about when (and what) to study next.
Think of it as a digital backpack™: access to all of your study materials online and on your phone.
STUDYBLUE exists to make studying efficient and effective for every student, for free. Join us.
“I have used this website for three exams, and I see a huge difference in my test results.”
Naj
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