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HRM Test
| Term | Definition |
|---|---|
| Central Tendency | A tendency to rate all employees the same way, such as rating them all average |
| Coaching | Educating, instructing, and training subordinates |
| Cross Training | Training employees to do different tasks or jobs than their own; doing so facilitates flexibility and job rotation |
| Downsizing | The process of reducing, usually dramatically, the number of people employed by a firm |
| Exit Interview | Interviews with employees who are leaving the firm, conducted for obtaining information about the job or related matters, to give the employer insight about the company |
| Expectancy Chart | A graph showing the relationship between test scores and job performance for a group of people |
| Graphic Rating Scale | A scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her level of performance for each trait |
| Halo Effect | In performance appraisal, the problem that occurs when a supervisor’s rating of a subordinate on one trait biases the rating of that person on other traits |
| Job Instruction Training | Listing each job’s basic tasks, along with key points, in order to provide step-by-step training for employees |
| Miniature Job Training and Evaluation | Training candidates to perform several of the job’s tasks, and then evaluating the candidates’ performance prior to hire |
| Negligent Training | A situation where an employer fails to train adequately, and the employee subsequently harms a third party |
| Panel Interview | An interview in which a group of interviewers questions the applicant |
| Performance Analysis | Verifying that there is a performance deficiency and determining whether that deficiency should be corrected through training or through some other means (such as transferring the employee) |
| Performance Appraisal | Evaluating an employee’s current and/or past performance relative to his or her performance standards |
| Reality Shock | Results of a period that may occur at the initial career entry when the new employee’s high job expectations confront the reality of a boring or otherwise unattractive work situation |
| Reliability | The consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test |
| Situational Interview | A series of job-related questions that focus on how the candidate would behave in a given situation |
| Strictness/Leniency | The problem that occurs when a supervisor has a tendency to rate all subordinates either high or low |
| Structured Interview | An interview following a set sequence of questions |
| Training | The process of teaching new or current employees the basic skills they need to perform their job |
| Unstructured Interview | An unstructured conversational-style interview in which the interviewer pursues points of interest as they come up in response to questions |
| Work Sampling Technique | A testing method based on measuring performance on actual basic job tasks |
Created by:
emileemorton
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