Karteikarten
HRM 2
Karten in diesem Stapel (22)
- 1Def. Personnel SelectionThe process through which organizations make decisions about who will or will not be allowed to join the organization
- 2Steps in the Selection Process1. Screening applications
2. Testing and reviewing work samples
3. Interviewing candidates
4. Checking references and backgrounds
5. Making a selection - 3Criteria for Measuring theEffectiveness of Selection Tools and Methods- provides reliable information
- provides valid information
- information can be generalized
- high utility of method
- criteria is legal - 4Def. ReliabilityThe extent to which a measurement is free from random error
--> consistent results - 5Def. Validity + which kinds of validity?The extent to which the performance on a measure is related to what the measure is designed to assess
1. criterion-related v.
2. content v.
3. construct v. - 6Criterion-Related ValidityIs there a substantial correlation between test scores and job performance?
- 7Which two kins or research are possible for arriving at criterion-related validity?1. Predictive Validation: Assess test scores and compare to future performance of people that are employed
2. Concurrent Validity: Test people who currently hold a job. Compare test score to work performance - 8Content ValidityConsistency between the test items and the kinds of situations or problems that occur on the job
- 9Construct ValidityDegree to which a test measures what it intends to measure
--> convergent validity: is the construct related to other constructs that should be related?
--> discriminant validity: is the construct unrelated to other constructs that should be unrelated? - 10Ability to generalizeIs it also valid in other contexts?
- 11UtilityThe method has costs that are significantly less than the expected benefits.
- 12Legal Standards for SelectionCapture only characteristics relevant for the job
--> Allg. Gleichbehandlungsgesetz - 13Employment Tests and Work SamplesPhysical Ability Test
Cognitive Ability Test
Job Performance Test
Work Samples
Personality Inventories
Honesty Tests
Drug Tests
Medical Examinations - 14Application Forms- low cost
- standard categories of information,
e.g. work experience, education ... - 15Interview Panels: Different forms of implementation- structured/standardized interview
- unstructured interviews
- semi-standardized interviews - 16Trimodal Approach- trait approach
- biographical approach
- behavioral approach - 17Components of the Mutlimodal Interview1. Start (informal, smalltalk)
2. Applicant's self-introduction
3. Free part (open questions)
4. Professional interests
5. Questions regarding biography
6. Realistic job preview
7. Situational questions
8. End - 18The Big FiveNeuroticism --> tendency to experience unpleasant emotions easily
Extraversion --> energy, positive emotions
Openness for experiences
Conscientiousness --> self-discipline, aim for achievement
Agreeableness --> be compassionate and cooperative - 19Why Cognitive Performance Test?Different cognitive abilities have an influence on work performance
Direct effect: better performance of intelligent people
Indirect effect: those people acquire more skills and faster - 20Assessment CenterSeminar of 1-3 days with 8-12 applicants who are observed and evaluated by executives and HR-professionals.
Role-Plays + Case Studies - 21AC Exercises- Presentations
- Role-Plays
- In-basket exercises
- Group discussions
my include
- ability test
- personality test
- case studies - 22Validity of Selection Instruments: Which are best?- GMA test (intelligence test)
- Structured Interviews
- Work Sample test
Informationen
- Beschreibung
- Bachelor Management II Karteikarten am HRM 2, erstellt von Julian K am 25/05/2016.
- Erstellt von
- Julian K
- Aufrufe
- 3
- Bewertung
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