HRM 360 Chapter 6 Definition Flashcards
Human Resources 360 with Pierce at University of Tennessee - Knoxville
About this deck
By: Anonymous
Textbook:
Human Resource Management (11th Edition)
Created: 2009-10-28
Size: 37 flashcards
Views: 30
Textbook:
Human Resource Management (11th Edition)Created: 2009-10-28
Size: 37 flashcards
Views: 30
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--> Define each of the following <--
Define Stress Interview
Stress interview: Form of interview in which the interviewer intentionally creates anxiety.
Define applicant pool
Applicant pool: Number of qualified applicants recruited for a particular job.
Define selection ratio
Selection ratio: Number of people hired for a particular job compared to the total number of individuals in the applicant pool.
Define Selection
Selection: Process of choosing from a group of applicants the individual best suited for a particular position and the organization.
Resume
Résumé: Goal-directed summary of a person?s experience, education, and training developed for use in the selection process.
Keywords
Keywords: Words or phrases that are used to search databases for résumés that match.
Keyword resume
Keyword résumé: Résumé that contains an adequate description of the job seeker?s characteristics and industry-specific experience presented in keyword terms in order to accommodate the computer search process
standardization
Standardization: Uniformity of the procedures and conditions related to administering tests.
Objectivity
Objectivity: Condition that is achieved when everyone scoring a given test obtains the same results
Norm
Norm: Frame of reference for comparing an applicant?s performance with that of others.
Reliability
Reliability: Extent to which a selection test provides consistent results.
Validity
Validity: Extent to which a test measures what it claims to measure.
Criterion-related validity
Criterion-related validity: Test validation method that compares the scores on selection tests to some aspect of job performance determined, for example, by performance appraisal.
Content calidity
Content validity: Test validation method whereby a person performs certain tasks that are actual samples of the kind of work a job requires or completes a paper-and-pencil test that measures relevant job knowledge.
Construct validity
Construct validity: Test validation method that determines whether a test measures certain constructs or traits that job analysis finds to be important in performing a job.
Cognitive aptitude tests
Cognitive aptitude tests: Tests that determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability.
psychomotor abilities tests
Psychomotor abilities tests: Tests that measure strength, coordination, and dexterity
Job-knowledge tests
Job-knowledge tests: Tests designed to measure a candidate?s knowledge of the duties of the job for which he or she is applying.
work-sample tests
Work-sample tests: Tests thatrequire an applicant to perform a task or set of tasks representative of the job
vocational interest tests
Vocational interest tests: Tests that indicate the occupation a person is most interested in and the one likely to provide satisfaction.
Personality tests
Personality tests: Self-reported measures of traits, temperaments, or dispositions.
Genetic testing
Genetic testing: Tests given to identify predisposition to inherited diseases, including cancer, heart disease, neurological disorders, and congenital diseases
graphoanalysis
Graphoanalysis:Use of handwriting analysis as a selection factor
assessment center
Assessment center: Selection approach that requires individuals to perform activities similar to those they might encounter in an actual job.
employment interview
Employment interview: Goal-oriented conversation in which the interviewer and applicant exchange information.
organizationat fit
Organizational fit: Management?s perception of the degree to which the prospective employee will fit in with the firm?s culture or value system.
unstructured interview
Unstructured interview: Interview in which the job applicant is asked probing, open-ended questions.
structured interview
Structured interview: Interview in which the interviewer asks each applicant for a particular job the same series of job-related questions.
behavioral interview
Behavioral interview: Structured interview in which applicants are asked to relate actual incidents from their past that are relevant to the target job.
group interview
Group interview: Meeting in which several job applicants interact in the presence of one or more company representatives.
board interview
Board interview: Interview approach in which several of the firm?s representatives interview a candidate at the same time.
realistic job preview
Realistic job preview: Method of conveying both positive and negative job information to an applicant in an unbiased manner.
reference checks
Reference checks: Information from individuals who know the applicant that provide additional insight into the information furnished by the applicant and verification of its accuracy.
negligent hiring
Negligent hiring: Liability a company incurs when it fails to conduct a reasonable investigation of an applicant?s background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm.
negligent referral
Negligent referral: Liability former employers may incur when they fail to offer a warning about a particularly severe problem with a past employee.
applicant tracking system
Applicant tracking system: Software application designed to help an enterprise select employees more efficiently.
About this deck
By: Anonymous
Textbook: Human Resource Management (11th Edition)
Created: 2009-10-28
Size: 37 flashcards
Views: 30
Textbook:
Human Resource Management (11th Edition)Created: 2009-10-28
Size: 37 flashcards
Views: 30
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
Naj