HRM CHAPTER 6 Flashcards

Terms Definitions
The process of choosing the best qualified applicant recruited for a job.
Objective- Does it use fact and knowledge; Uniform in application- Speaking in terms of the measure. Use it with all applicants; Consistent in effect- Does it have an inconsistent effect on one of the protected classes? Have job relatedness- Must be able to be shown to have a relationship with the primary factors in the job.
Importance of selection process
Time and money, Lower productivity, Negligent hires
Person-Organization Fit
Deals with the cultural and structural characteristics of the organization and how well the candidate will fit within that structure and culture.
Uniform Guidelines on Employee Selection Procedures (UGESP)
Provide info that can be used to avoid discriminatory hiring practices as well as discrimination in other employment decisions.
Formalize and standardize the way that the federal govt identifies and deals with discriminatory employment practices. Need to follow the UGESP during every step of the employment process.
The extent to which a test measures what it claims to measure.
Criterion-Related Validity
An assessment of the ability of a test to measure some other factor related to the test.
Content Validity
An assessment of whether a test measures knowledge or understanding of the items it is supposed to measure.
Construct Validity
Measures a theoretical concept or trait that is not directly observable.
The consistency of a test measurement. A test can be reliable, but not valid. However, a test cannot be valid without being reliable.
Two major rules for occupational qualiifcation
1) Every question asked should be job related 2) Any general question that you ask should be asked of all candidates.
Provide a uniform federal position in the area of prohibiting discrimination in employment practices on grounds of race, color, religion, sex, or nationality origin.
Genetic Information Nondiscrimination act: Protects people from discrimination by health insurers and employers on the basis of their DNA information.
Skill Test
An assessment instrument designed to determine if you have the ability to apply a particular knowledge set.
Personality Test
Measures the psychological traits or characteristics of applicants to determine suitability for performance in a specific type of job.
Interest Test
Measure a person's intellectual curiosity and motivation in a particular field.
Cognitive Ability Test
Assessment of general intelligence or some type of aptitude for a particular job.
Honesty/Integrity Tests
two types: 1) Pen-and-paper- Asks questions concerning theft or other forms of dishonesty. Looks for inconsistencies. 2) Polygraph (lie detector)
Physical Tests
Designed to ensure that applicants are capable of performing on the job i ways defined by the job specification and description.
Assessment Centers
Places where job applicants undergo a series of tests , interviews, and simulated experiences to determine their potential for a particular job.
Three Basic Types of Interviews
1) Structured- All candidates are asked the same list of prepared questions. 2) Unstructured- No preplanned questions or topic sequence. 3) Semistructured- Interview has a list of questions but also asks unplanned questions
Types of Interview Questions
1) Closed ended- limited response (yes or no) 2) Open ended- Detailed response for determining abilities and motivation 3) Hypothetical- Requires candidate to describe what he or she would do and say in a given situation 4) Probing- Requires clarification response and is appropriate for improving the interviewer's understanding.
Credit Checks
Subject to Fair Credit Reporting Act (FCRA) which requires that employers disclose to the applicant that we will use credit reports for employment decisions.
Two Basic Methods for Final Selection
1) Multiple hurdle selection model- Requires that each applicant must pass a particular selection test in order to go on to the next test. 2) Compensatory selection model- Allows an individual to do poorly on one test but make up for that poor grade by doing exceptionally well on other tests.
Problems to Avoid During the Selection Process
Rushing, Stereotyping, "like me" syndrome (dont look for a you), Halo and horn effect (dont judge based on one or two favorable or unfavorable characteristics), premature sellection.
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