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Definition
| the process of choosing individuals who have relevant qualifications to fill existing or projected job openings. Goal is to maximize "hits" between job performance and predicted success |
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| Identify the persons KSAO's against the competencies required for the position. |
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| the degree to which interviews,tests and other selection procedures yield comparable data over time and alternative measures |
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Definition
| the degree to which the test or selection procedure measures a persons attributes |
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Term
| criterion-related validity |
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Definition
| the extent to which a selection tool predicts or significantly correlates with important elements of work behavior. |
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Definition
| obtaining criterion data from current employees at about the same time that test scores are obtained. |
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| 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 |
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Definition
| verifying the results obtained from a validation study by administering a test or test battery to a different sample(drawn from the same population) to verify the original validation study. |
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Definition
| the extent to which validity coefficients can be generalized across situations |
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Definition
| the extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job |
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Definition
| the extent to which a selection tool measures a theoretical construct or trait. |
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Definition
| the failure of an organization to discover, via due diligence, that an employee it hired had to propensity to do harm on others |
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Definition
| an interview in which the applicant is allowed the maximum amount of freedom in determining the corse of the discussion while the interview carefully refrains from influencing the applicants remarks |
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Definition
| an interview in which a set of standardized questions having an established set of answers is used |
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Definition
| an interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it |
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Term
| behavioral description interview |
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Definition
| an interview in which an applicant is asked questions about what he or she actually did in given situation |
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Term
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Definition
| an interview in which an applicant is which a board of interviewers questions and observes a single canidate |
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Definition
| a selection decision model in which a high score in one area can make up for a low score in another area |
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Definition
| a selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions |
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Definition
| A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages |
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Definition
| The number of applicants compared with the number of people hired |
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Definition
| a high ranking manager directly responsible for fostering employee learning and development within the firm |
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Definition
| examination of the environment,strategies,and resources of the organization to determine where training emphasis should be placed |
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Term
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Definition
| process of determining what the content of the training program should be on the basis of a study of the tasks and duties involved in the job. |
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Definition
| analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs. |
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Definition
| determination of the specific individuals who need training. |
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Definition
| desired outcomes of a training program |
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