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Flashcards

343

Madison Hiltz English 48 cards

Cards in this deck (48)

  1. 1Selection ratiothe proportion of applicants for one or more positions who are hired
  2. 2Screeningidentifying individuals from applicant pool who have minimum qualifications for the target position(s)
  3. 3minimum qualificationsksao's necessary for minimal acceptable performance
  4. 4designated target groupswomen, minorities, aboriginal, people with disabilites
  5. 5false negativepredicted to perform unsuccessfully, but perform well
  6. 6false positivepredicted to perform successfully but dont
  7. 7application form/application blanka form completed by job candidates to provide an employer with basic info about knowledge, skills, education or other job related info
  8. 8weighted application blanksquantitatively combining info from application blank items by assigning weights that reflect each items value
  9. 9BIBsquestionnaire that asks applicants to provide job related info on their personal background and life experiences
  10. 10BIODATAbiographical data for job applicants that have been gathered from BIBs, application blanks and other sources
  11. 11abilitiesenduring general traits or charactersitcs on which people differ and which they bring to a work situation
  12. 12skillsomeones degree of profieciency or competency on a given task, which develops through performing a task
  13. 13aptitudea specific, narrow ability or skill that may be used to predict job performance
  14. 14cognitive ability testassess intelligence, general mental ability and intellectual ability.
    --> includes verbal and numerical ability, reasoning, memory, problem solving, processing information
  15. 15practical intelligencethe ability to apply ideas in "real world" contexts.
  16. 16Tacit Knowledgederived from experience when learning is not the primary objective
  17. 17job knowledgeknowledgable of issues and/or procedures deemed essential for successful job performance
  18. 18EQ (emotional intelligence)ability to accurately perceive and appraise emotion in oneself and others; to appropriately regulate and express emotion.
  19. 19psychomotor abilitiescharactersitcs that involve the control of muscle movements
  20. 20sensory/perceptual abilititestraits or characteristics that involve different aspects of vision and audition, as well as other senses
  21. 21Are drug and alcohol tests discriminatory?yes; unless tied directly to job,
  22. 22situational judgement testsituational exercise designed to measure an applicant's judgement to workplace or professional situations: paper and pen tests that ask job candidates how they would respond in different workplace situations
  23. 23self-report personality inventoryshort, written, statements related to various personality traits
  24. 24honesty/integrity testingself-report inventories designed to assess employee honesty and reliability (increased popular method in screening out potentially dishonest people)
  25. 25Screening interviewspreliminary interviews designed to fill gaps left on the candidates application form on a resume; sometimes serving recruitment as well as selection functions
  26. 26speeding interviewshort (5-15 minute) consecutive interviews
  27. 27panel interviewan interview conducted by two or more interviewers together at one time
  28. 28serial interviewsa series of interviews where the applicant is interviewed separately by each of two or more interviewers
  29. 29panel interviewan interview conducted by two or more interviewers together at one time
  30. 30situational interviewa highly structured interview in which important or decisive sitatuions employees are likely to encounter on the job are described applicants are asked what they would do in these situations
  31. 31probesfollow up questions or prompts used by the interviewers to guide the applicants descriptions of situations to provide scorable elaboration of answers
  32. 32satisficingmaking acceptable or adequate choice rather than the best or optimal choice
  33. 33implicit theoriespersonal beliefs that are held about how people or things function, without objective evidence and often without conscious awareness
  34. 34pure judgement approachan approach in which judgmental data are combined in a judgmental manner
  35. 35trait rating approachan approach in which judgmental data are combined statistically
  36. 36profile interpretationan approach in which statistical data are combined in a judgmental manner
  37. 37pure statistical approachan approach in which data are combined statiscally
  38. 38judgmental compositean approach in which judgmental and statistical data are combined in a judgmental manner
  39. 39statistical compositean approach in which judgmental and statistical data are combined statistically
  40. 40Incremental validitythe value in terms of increased validity of adding a particular predictor to an existing selection system
  41. 41cutoff scorea threshold; those scoring at or above the cutoff score pass, those scoring below fail
  42. 42selection ratiothe proportion of applicants for one or more positions who are hired
  43. 43top down selectionranking applicants on the basis of their total score, selecting from the top down until the desired number of candidates has been selected
  44. 44bandingrefers to a grouping process that takes into account the concept of standard error of measurement; involves grouping applicants based on the ranges of scores
  45. 45what is an engaged employee?those who are mentally and emotionally invested in their work and in contributing to their employer's success
  46. 46organizational DNA is....CULTURE
  47. 47CULTRE => _______ ENGAGEMENT => _________ PERFORMANCEEMPLOYEE + HIGH
  48. 48—

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Description
Flashcards on 343, created by Madison Hiltz on 20/04/2017.
Created by
Madison Hiltz · Apr 2017
Updated
Apr 21, 2017
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