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28 Cards in this Set
- Front
- Back
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Intelligence
skills aptitudes personality competencies achievements |
Employee Specifications
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interviews
application items work records school records recommendations work samples tests |
Predictors
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ratings
productivity quality accidents/safety absenteeism customer satisfaction |
Performance criteria
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job content
behavioral expectations org fit work setting/content |
Work requirements and Expectations
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-Job description/analysis leads to this
-Must have these or would like these for workers |
Employee Specifications
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-Measures specifications
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Predictors
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-How good is the best possible predictor good at measuring (specifications)
-want to get rid of bias, lies, memory, forgetting things, sloppiness etc. |
Construct valid (predictor)
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-Free of errors
-Can have good interview but an error can still occur b/c of interviewer bias -Have to have good data |
Reliable (predictors)
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within, one interviewer interprets- bias, being sick could effect
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Intra rater reliablility
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two interviewers, saw same thing but interpret interview differently
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inter rater reliablility
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Could have good predictors that are reliable but are we performing well?
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Valid
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Predict what applicants would do a good job on this job (from job description)
-Can you do job well once hire you? |
Performance Criteria
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Have to be able to measure success and if they're doing a good job on job
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Reliable (performance)
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Are we measuring all critical aspects of job?
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Construct valid (performance)
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Extent to which performance on a selection measure is related to job performance
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Validity
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Validity
-Content -Criterion-related |
-content on predictor should be same content of job (can you climb ladder? Than get job)
-Have to actually measure indirect things that correlate with job performance |
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Selection Proceduce Utility (useful) (What predictors should we actually use)
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-Realiablility of predictor/ criterion
-validity of the selection test -selection ratio (if have a lot of people will benefit from good selection system) -Percent of presently successful employees (if already have successful selection system don't need to improve) -legality -time/cost/acceptibility/ generalization/ease of use (tests have to be practical) |
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Degree to which one can extend validity (extent to which performance on a selecive measure is related to job performance) to other contexts
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Generalizability
[Different situations (how complex), samples of people (similar across race/ gender), time periods] |
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eliminate people as go through selection process and tests (most companies do this, good for large # of applicants
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Multiple hurdles
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Don't eliminate people as you go through the selection process (have 3 tests and everyone stays the whole time and then eliminate and decide at end of selection process)
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Compensatory (Might do multiple hurdles first but once narrow down might do it this way)
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Selected predictors- Can we? Should we?
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-Applications/ resumes
-interviews -integrity tests (can have this if professional and valid) -Drug screening (have to give to all applicants & give at end of selection process) -Personality and intelligence tests ( have to be relevant to job and professional) -Physical/agility tests (if job related and relevant) -Medical screening (all doctor can say is if it applies to job -can they operate this vehicle?) (some situations you can but can't exclude someone because they have high blood pressure or something like that) -polygraphs (can't do this) -genetic testing (can't do this) |
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Selection contributes to org success
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-reduced lability
-productivity -quality -flexibility -employment stability -affect on other employees |
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anything we use to help make a decision on who to hire
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Predictor
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anything we use to help make a decision on who to hire
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Predictor
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Performance on job
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Criterion
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Performance on job
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Criterion
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hired them but performing at at lower/bad level, not acceptable employee
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False positive error
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Not hired but if had hired them would have performed well, acceptable/good employee (opportunity cost)
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False negative error
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