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| the extent to which a measurement is free from random error |
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| the extent to which performance on a measure is related to what the measure is designed to assess |
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| criterion-related validity means |
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| a measure of validity based on showing a substantial correlation between test scores and job performance scores |
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| predictive validity means |
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| research that uses test scores of all applicants and looks for relationship between scores and future performance of applicants hired |
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| concurrent validity means |
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| research that consists of administering a test to people who currently hold a job then comparing scores to existing measure of job performance |
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| consistency between the test items and the kinds of situstions that occur on the job |
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| consistency between high test score and high level of construct such as intelligence or leadership, as well as between mastery of construct and successful job performance |
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| valid in other contexts beyond the context in which the selection method was developed |
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| extent to which something provides economic value greater than its cost |
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contact info
work experience
educational background
applicant's signature |
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applicants can introduce themselves to a potential employer
applicants control what info employers see
biased in favor of applicant
use as basis for further investigation |
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| names and numbers of former employers or others to vouch for their job performance |
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| verifies if the aplicant has criminal background and that all information presented is correct |
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| test that assesses how well a person can learn a skill |
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| test that measures a person's existing skills or knowledge |
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| cognitive ability test means |
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| test designed to measure such mental abilities as verbal, quantitative and reasonong skills |
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| wide variety of specific selection programs using multiple selection methods to rate applicants on management potential |
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extroversion
adjustment
agreeableness
conscientiousness
inquisitiveness |
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| honesty-integrity tests are |
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| ask applicants about attitudes towards theft and laws |
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| nondirective interview is |
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| selection interview where the interviewer has great discretion in choosing questions to ask each candidate |
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| selection interview that consists of predetermined set of questions for interviewed to ask |
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| structured interview where interviewer describes a situation and asks candidate what he would do in the siuation |
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| Behavioral Description Interview BDI is |
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| structured interview where interviewer asks candidate to desvribe how he handled a situation in the past. |
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| selection interview where several members of the organization meet to interview each candidate |
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| process of arriving at a selection decision by eliminating some candidates at each stage of the selection process |
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| process of arriving at a selection decision where a very high score on one type of assessment can make up for a low score on another |
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| an organization's effort to help employees aquire skills and apply them to the job |
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| A process of systematically developing training to meet specified needs |
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| The process of evaluating the organization, individual employees, and employees' tasks to deterine what kind of trainings necessary |
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| A process for determing the appropriateness of training by evaluating the characteristics of the organization. |
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| A process of determining individuals' needs and readiness for training |
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| The process of identifying and analyzing tasks to be trained for |
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| A combination of employee characteristics and positive work environment that permit training. |
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| Classroom Instruction-Lecutring a group to train employees by a Trainer. Audiovisual Training- audio/videotapes, work books, etc. Computer-Based Training- |
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| Training methods in which trainees share ideas and experiences, build group identity, understand interpersonal relationships, and learn the strengths and weaknesses of themselves and their coworkers |
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| Receiving training via the Internet or the organization's intranet |
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| On-The-Job Training (OJT) |
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| Training methods in which a person with job experience and skill guides trainees in practicing job skills at the workplace |
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| A work-study training method that teaches job skills through a combination of on-the-job training and classroom training |
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| On-the-job learning sponsored by an educational institution as components of an academic program |
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| A training method that represents a real-life situation, with trainees making decisions resulting in outcomes that mirror what would happen on the job |
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| A training method that represents a real-life situation, with trainees making decision resulting in outcomes that mirror what would happen on the job |
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| A computer-based technology that provides an interactive, three-dimensional learning experience |
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| Training programs in which participants learn concepts and apply them by simulating behaviors involved and analyzing the activity, connecting it with real-life situations |
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| A teamwork and leadership training program based on the use of challenging structured outdoor activities |
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| Team training in which team members understand and practice each other's skills so that they are prepared to step in and take another member's place |
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| Team training that teaches the team how to share information and make decisions to obtain the best team performance |
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| The difficulty level of written materials |
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| On-the-job use of knowledge, skills, and behaviors learned in training |
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| Training designed to prepare employees to perform their jobs effecitvely, learn about their organziation, and establish work relationships. |
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| Training designed to change employee attitudes about diversity and/or develop skills needed to work with a diverse workforce |
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