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Definition
| Is what a person needs to know to do a specific job. |
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Definition
| Is what a person is able to do on the job |
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| Is a person's aptitude to do/learn job task. |
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| Other personal characteristics |
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Definition
| Include anything relevant to do the job not covered in other three categories. |
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Definition
| Job incumbents, supervisors |
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Definition
| actions which must be done to perform job. |
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Term
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Definition
| Is a systematic way to gather and analyze information about the content and the human requirements of jobs, and the contextin which jobs are performed |
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Definition
| provides information about the nature of task done on the job. focuses on the task, duties and repsonsibilities peroformed in a job |
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| Person-oriented job analysis |
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Definition
| provides a description of the attributes, characteristics, or KSAO's necessary for a person to successfully perform a particular job |
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Definition
| A sample of behavior assessed under standardiazed conditions to measure characteristics of people. |
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Definition
| A test designed to assess peoples patterns of behaviors for feelings. |
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Definition
| The tendency of a person to engage in certain types of behavior or respond to situations in particular ways. |
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Definition
| A psychological test designed to assess physical abilities such as eye to hand coordination. |
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Term
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Definition
| Group of people who are given special legal protection b/c of past discrimination against them. |
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Term
| Predictive validation study |
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Definition
| a study in which predictor information is used to forecast a criterion that is assessed at a later time. |
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Term
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Definition
| A psychological test designed to assess a person's level of knowledge or skill; also called a knowledge or skill test. |
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Term
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Definition
| A test that inlcudes task from a job. |
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Term
| Leaderless group exercise |
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Definition
| An assessment center exercise in which assesses are placed in a group w/o a leader to observe their interpersonal behavior. |
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Term
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Definition
| A series ofassessment exercise, inlcuding simulators ofwork task, that are used to assess a persons potential for a job. They are most frequently used to determine an employees suitability for promotion into a management position. |
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Term
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Definition
| A paper-pencil test designed to predict employee counter productive behavior. |
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Definition
| Test that assess cognitive or mental abilities, such as mathmatical or verbal reasoning. The most commonly used are intelligence test. |
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Term
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Definition
| Selects the specific items given to a test taker according to the persons ability level. |
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Term
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Definition
| requires that the assesse pretend to be a particular personin a specific organizational role. |
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Term
| Rational biological Inventory |
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Definition
| A biographical inventory based on theory and research concerning the prior experiences that would be expected to relate to job performance. |
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Term
| Empirical Biolgraphical Inventory |
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Definition
| A biographical inventory developed statistically by conducting analysis of a large number of items to see which ones predict job performance. |
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Term
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Definition
| A simulation exercise used in an assessment center; asks the assessee to show what he or she would do with a series of items that might be found in a managers in-basket |
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Term
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Definition
| A selection tool in which the job applicant provides extensive background information. |
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Term
| Concurrent validation study |
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Definition
| A validation strategy in which the predictor and criterion are assessed at the same time |
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Term
| Predictive validation study |
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Definition
| A study in which predictor information is used to forecast a criterion that is assessed at a later time. |
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Term
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Definition
| validities of selection devices are generalizable or transportable from job to job and organization to organization |
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Term
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Definition
| employees are allowed to choose their benefits from a long list of possibilites, such as different types of health insurance policies. |
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Term
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Definition
| used to give job applicants accurate information about the job and the organization. |
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Term
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Definition
| percentage of applicants who would be hired if all of them were hired for job, X |
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Term
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Definition
| proportion of applicants which must be hired |
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Term
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Definition
| used to show how better selection can improve organizational performance. |
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Term
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Definition
| Magnitude of correlation between predictor and criterion |
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Term
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Definition
| expanded legal protection against discrimination and provided a mechanisim to enforce it. |
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Term
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Definition
| Groups with special legal status based on past history of discrimination against them. |
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Term
| Uniform Guidelines on Employee Selection |
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Definition
| a document produced by U.S government that describes appropriate and legally defensible selection procedures |
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Term
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Definition
| potential unfairness in the treatment of minority group or protected class members. In hiring it occurs if the protected class's selection ratio is less than four-fiths of the nonprotected class's selection ratio. |
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Term
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Definition
| A program designed to increase the number of minority or protected class memebers in an organization |
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