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HRM Chapter 6
Vocabulary
| Term | Definition |
|---|---|
| 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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