Question 1

Selection:

Accepted Answer

Choosing qualified individuals to fill existing or projected job openings

Question 2

Person Organization Fit:

Accepted Answer

Fit between individuals and organizational factors (broad)

Question 3

Person Group Fit:

Accepted Answer

Fit between individuals and group/work dynamics

Question 4

Person/job Fit:

Accepted Answer

Matching KSA’s and motivations of individuals with job requirements

Question 5

Miss (High Performance, Low Predicted Success):

Accepted Answer

Inaccurate prediction (person would have succeeded on the job)

Question 6

Hit (High Performance, High Predicted Success):

Accepted Answer

Accurate prediction (person succeeds on the job)

Question 7

Miss (Low Performance, Low Predicted Success):

Accepted Answer

Accurate prediction (person would not have succeeded on the job)

Question 8

Miss (Low Performance, High Predicted Success):

Accepted Answer

Inaccurate prediction (person fails on the job)

Question 9

Logic of Prediction:

Accepted Answer

Best predictor of future behavior is past behavior

Question 10

Selection Criterion:

Accepted Answer

Characteristic that a person must possess to successfully perform job duties

Question 11

Predictors of Selection Criteria:

Accepted Answer

Measurable or visible indicators of selection criteria

Question 12

Reliability:

Accepted Answer

Degree to which an interview, test, etc. result in consistent candidate information

Question 13

Validity:

Accepted Answer

Degree to which a test or selection procedure actually predicts one’s job performance; reliability is necessary but insufficient in regards to validity

Question 14

Criterion Related Validity:

Accepted Answer

The extent to which a test significantly matches with important work behaviors

Question 15

Predictive Validity:

Accepted Answer

Establish empirical relationship between test score prior to being hired and eventual job performance

Question 16

Concurrent Validity:

Accepted Answer

Established test validity by administering it to existing employees and matching test scores with performance ratings

Question 17

Legal Considerations in Selection:

Accepted Answer

Job-relatedness, business necessity, test

Question 18

Job-relatedness:

Accepted Answer

Qualifications/requirements in selection significantly related to successful job performance

Question 19

Business necessity:

Accepted Answer

Necessary for safe and efficient operations

Question 20

Test:

Accepted Answer

Any method of collecting information on job applicants, used to make hiring decisions

Question 21

Realistic Job Preview:

Accepted Answer

Accurate picture of job (videos, job shadowing, etc.); applicants can withdraw from job if they don’t see it being a good fit

Question 22

Pre-Employment Screening:

Accepted Answer

Determine if individuals meet minimum qualifications (E-screening, DQ and KSA questions, etc.)

Question 23

Applications/Resumes:

Accepted Answer

Basis for pre-screening information

Question 24

Application Disclaimers:

Accepted Answer

At-will employment, References contacts, Employment testing, Application time limit, Information falsification

Question 25

Cognitive ability tests:

Accepted Answer

Measure an individual’s verbal and mathematical abilities

Question 26

Physical ability tests:

Accepted Answer

Measure an individual’s physical abilities such as strength, endurance, and muscular movement

Question 27

Psychomotor tests:

Accepted Answer

Measure dexterity, hand–eye coordination

Question 28

Work sample tests:

Accepted Answer

Require an applicant to perform a simulated task that is a specified part of the target job

Question 29

Situational judgment tests:

Accepted Answer

Measure a person’s judgment in work settings

Question 30

Assessment Centers:

Accepted Answer

Selection process composed of a series of evaluative activities or exercises where candidates are assessed by multiple raters

Question 31

Personality Tests (Big Five):

Accepted Answer

Extroversion, agreeableness, consciousness, neuroticism, openness to experience

Question 32

Intra-rater reliability:

Accepted Answer

Consistency within the same interviewer

Question 33

Inter-rater reliability:

Accepted Answer

Consistency across different interviewers

Question 34

Structured Interviews:

Accepted Answer

Use a set of prepared job-related questions that asked of all applicants

Question 35

Behavioral interview:

Accepted Answer

Applicants give specific examples of how they have performed a certain task

Question 36

Situational interview:

Accepted Answer

Questions about how applicants might handle specific job situations

Question 37

Case study interview:

Accepted Answer

Requires a job candidate to diagnose and correct organizational challenges during the interview

Question 38

Unstructured interview:

Accepted Answer

Interviewer improvises by asking questions that are not predetermined

Question 39

Semistructured interview:

Accepted Answer

Guided conversation in which broad questions are asked and new questions arise as a result of discussion

Question 40

Negligent Hiring:

Accepted Answer

When an employer fails to check one’s background and the employee hurts someone on the job

Question 41

Negligent Retention:

Accepted Answer

When an employer becomes aware an employee’s not fit for work but continues to employ them, and that person hurts someone

Question 42

Pre-boarding:

Accepted Answer

Information sent before start date (company visit, care package, etc.)

Question 43

Orientation:

Accepted Answer

Introduction to organizations mission and values

Question 44

Establish foundation:

Accepted Answer

Buddy/mentor, networking, etc.

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Chap 7 HR