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HRM Chapter 6

Vocabulary

TermDefinition
Acceptability A characteristic of selection methods that reflects applicants' beliefs about the appropriateness of the selection methods.
Achievement A selection approach emphasizing existing skills and past accomplishments.
Alternate-forms method A process of estimating reliability that compares scores on different versions of a selection assessment.
Assessment center A complex selection method that includes multiple measures obtained from multiple applicants across multiple days.
Banding approach The process of treating people as doing equally well when they have similar scores on a selection assessment.
Behavioral Interview Type of structured interview that uses questions concerning behavior in past situations.
Biographical data Assessment focusing on previous events and experiences in an applicant's life.
Cognitive ability testing Assessment of a person's capability to learn and solve problems.
Concurrent validation strategy A form of criterion-related validity estimation in which selection assessments are obtained from people who are already employees.
Content validation strategy A process of estimating validity that uses expert raters to determine if a test assesses skills needed to perform a certain job.
Correlation coefficient A statistical measure that describes the strength of the relationship between two measures.
Criterion-related validation strategy A process of estimating validity that uses a correlation coefficient to determine whether scores on tests predict job performance.
Defamation of character Information that causes injury to another's reputation or character; can arise as a legal issue when an organization provides negative information about a current or former employee.
Employee selection The process of testing and gathering information to decide whom to hire.
Fairness A characteristic of selection methods that reflects individuals' perceptions concerning potential bias and discrimination in the selection methods.
Integrity testing Assessment of the likelihood that an individual will be dishonest.
Inter-rater method A process of estimating reliability that compares assessment scores provided by different raters.
Job-based fit Matching an employee's knowledge and skills to the tasks associated with a specific job.
Long-term generalists Workers hired to perform a variety of different jobs over a relatively long period of time.
Long-term specialists Workers hired to develop specific expertise and establish a lengthy career within an organization.
Minimum cutoffs approach The process of eliminating applicants who do not achieve an acceptable score on each selection assessment.
Multiple hurdles approach The process of obtaining scores on a selection method and only allowing those who achieve a minimum score to take the next assessment.
Negligent hiring A legal issue that can arise when an organization does not thoroughly evaluate the background of an applicant who is hired and then harms someone.
Organization-based fit Matching an employee's characteristics to the general culture of the organization.
Personality testing Assessment of traits that show consistency in behavior.
Potential A selection approach emphasizing broad characteristics that foreshadow capability to develop future knowledge and skill.
Predictive validation strategy A form of criterion-related validity estimation in which selection assessments are obtained from applicants before they are hired.
Predictor weighting Multiplying scores on selection assessments by different values to give more important means greater weight.
Reliability The degree to which a selection method yields consistent results.
Short-term generalists Workers hired to produce general labor inputs for a relatively short period of time.
Short-term specialists Workers hired to provide specific labor inputs for a relatively short period of time.
Situational interview Type of structured interview that uses questions based on hypothetical situations.
Situational judgment test Assessment that asks job applicants what they would do, or should do, in a hypothetical situation.
Situational specificity The condition in which evidence of validity in one setting does not support validity in other settings.
Split-halves method A process of estimating reliability that compares scores on two parts of a selection assessment.
Structured interview Employment interview that incorporates multiple raters, common questions, and standardized evaluation procedures.
Test-retest method A process of estimating reliability that compares scores on a single selection assessment obtained at different times.
Utility A characteristic of selection methods that reflects their cost effectiveness.
Validity The quality of being justifiable. To be valid, a method of selecting employees must accurately predict who will perform the job well.
Validity generalization The condition in which evidence of validity in one setting can be seen as evidence of validity in other settings.
Work sample testing Assessment of performance on tasks that represent specific job actions.
Created by: LJones8376
 

 



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