Shared Flashcard Set

Details

MGT 310
test 2
29
Business
Undergraduate 4
02/21/2013

Additional Business Flashcards

 


 

Cards

Term
Selection
Definition

Process of obtaining and evaluating information about applicants.

 

Term
Characteristics of good selection tests: Reliablitly
Definition

is consistent over time.

Ways to test: correlations to 2 test scores, closer to 1 the better.

test-retest: given a test, down the road given exact same test and see how scores correlation.

parallel or equivalent forms: measure the same ability but given 2 different versions at different times.

Term
Cognitive ability/IQ test
Definition

  -problem solving, quantitative skills, reading comprehension.

  -work well for predicting job performance. Work for all jobs (validity generalization)

 

*these tests can have disparate impact- whites tend to score higher than other races

Term
Big 5: extroversion
Definition

sociability- do you seek out and enjoy the company of others.

outgoing, sociable, assertive, talkative

Term
Big 5: Emotional stability
Definition
how someone deals with stress. Someone high in emotional stability tend to be more calm and see the world more postiviely
Term
Big 5: openness to experience
Definition
flexibility, how willing to try new things/perspectives. tend to me more creative and flexiable.
Term
Big 5: agreeableness
Definition

how compasionate towards others. high tend to be sympothetic, friendly, warm.

 

-want in the middle for a manager.

Term
Big 5: conscientiousness
Definition

how detail and achievement oriented someone is. Organized, hardworking, perserverance.

-want high for a job.

 

 

*best predictor of performance in any job.

Term
work samples
Definition

ask you to do a task that would be performed on the job.

-good to use when it's tests people on what they need to know for day one.

-one of the most valid tests.

 

*expensive and time consuming.

Term
Assessment Center
Definition

1-2 days (about) given multiple tests, while many people are watching taking notes and rating performance.

-vaild and work, good to use as a realistic job preview.

Term
polygraph tests
Definition

lie desector tests

-look at physiological measures to detect if someone is lying. ex: heart rate, perperation

 

**not valid predictors

Term
employee polygraph protection act of 1988
Definition

not allowed to use for interview purposes except for: security services can still use them, gov can use, or if company manufactures or distrubes controlled substances.

 

private companies can use if there is a financial crime going on, but there needs to be other evidence to support the claim.

Term
Honesty/integrity test
Definition

designed to find out if hired will someone be dishonest or steal from the company.

-paper and pencil test

1) overt: ask about attitudes and behaviors towards dishonest behaviors

2) personlaity based: measure personality traits that are usually associated with dishonesty. (impulsive, risk taking)

Term
Defamation
Definition

Past employee making false statments about someone either in writing or words that result in an employee being hurt in some way.

 

-as long as something is true, you can give out postive or negative information.  

Term
Negligent hiring
Definition

could be held liablie when you hire someone when you knew or should have known that someone is unfit for work and a third party gets hurt.

 

-try to talk to managers, and be careful how you word questions.

Term
Fair Credit Reporting Act
Definition

-applies anytime you hire a third party to do a background check.

1) must let applicants know ahead of time that this will happen

2) need applicants written permission

3) if decide not to hire based on check, need to give a copy of report used to make decision and a copy of applicants rights covered under the law.

Getting a credit report to see resposibility of person.

can use in CO, but some states cannot

 

Term
Addie Model
Definition

Assesment

Design

Development

Implementation

Evaluation

Term
Performance Managment
Definition
Continuous process of identifying, measuring, improving, and rewarding performance by linking individual performance to an organization’s mission and goals
Term
Selection-Reliability
Definition

consistency of measurment (across time/judges)

-error=noise, unreliablity

Term

Selection reliablilty:

deficiency error

Definition
when a component of the domain being measured is not included in the measure.
Term
Selection reliablilty:
contamination error
Definition
a measure includes unwanted influences
Term
Selection: Validity
Definition

the extent to which the technique measures the intended KSA

-scores on a test correspond to actual job performance

** a technique that is not valid is useless and may even present legal problems (discrimination cases will look at this)

Term

Seleciton validity:

content validity

Definition

assesses the degree to whcih the content of the selection method is representative of the job content.

 

*all should ahve content validity.

Term

Selection validity:

Empirical validity

Definition
demonstrates the relationship between the selection method and job performance (if do good on a test=do good on performance)
Term

Empirical validity:

concurrent validity

Definition
indicates the extent to which scores on a selection measure are realated to job performance levels, when both are measured around the same time
Term
Predictive validity
Definition
extent to which scores on a selection measure correlate with future job performance.
Term
employee polygraph protection act 1988
Definition

made polygraph in interview illegal

-except saftey and gov jobs.

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