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Staffing Chaper 8
Study Stack for Chapter 8 Staffing
| Question | Answer |
|---|---|
| The process of assessing and evaluating people for the purposes of determining the likely fit between the person and the job. | staffing |
| Holds that indicators of a person's degree of sucess in past situations should be predictive of how sucessful he or she will likely be in new situations. | based on the logic of prediction |
| Past situations: Previous jobs, Current job, Nonjob...give a sample of KSAOs motivtions to predict: | human resources outcomes |
| A predisposition of the person that is thought to relate to performance on the job. | sign |
| Presents individuals with items of increasing difficulty. | power test |
| Is used when correctness of the response is essential to the job. | speed test |
| Are frequently used when psychological abilities are required to perform the job. | paper and pencil test |
| Are used when physical and social skills are required to perform the job. | performance test |
| Best used to assess written communication, problem-solving, and analytical skills. | essays |
| Describes which predictors will be used to assess the KSAOs required to perform the job. | selection plan |
| Somenoe who has not yet received an offer, but who posesses the minimum qualifications to be considered for further assessment. | candidate |
| Also referred to as preemployement inquiries, are used to mimimize the costs associated with substantive assessment methods by reducing the number of people assessed. | initial assessment methods |
| Always need to be vrified with other predictors, such as background checks, to ensure that there are accurate and complete data across all job applicants with which to make informed selection decisions. | resume |
| The major advantage is that the organization, rather than the applicant, dictates what information is presented. | application |
| One element of educational performance used to predict job performance. | degree |
| Required by people by law to perform an activity. | license |
| Voluntary in the sense that a law does not mandate it (though an individual employer may require it). | certification |
| Personal history information on an applicant's background of interest. | biodata |
| Due to advances in medical technology, it is now possible for employers to screen people on the basis of this code. | genetic |
| Refers to expenses incurred in using the predictor. | cost |
| Consistency of measurement. | reliability |
| It is important for the organization to protect itself legally by clearly identifying rights it wants to maintain for itself. | disclaimer |
| Creates a legal quaqmire for organiztions. | referene checks |
| Seeks to uncover information about an applicant's interactios with the law. | criminal background checks |
Created by:
SusanKWile
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