Cognitive ability test

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big five factors

conscientiousness, agreeableness, neuroticism, openness to experience, extraversion

civil rights act

created equality for minority groups and prevented discrimination except for age discrimination

utility

degree to which selection method enhances bottom line effectiveness of the company

EEOC

determines the rules and enforces them about discrimination acts

differential prediction

differences in slopes, intercepts, and standards errors of measurement

differential validity

differences in subgroup validity coefficients

generalizability

does the validy of our measure generalize to other jobs, organizations, type of people

work samples

doing some of the job as a part of recruitment measurement

knowledge and skills

easiest to train

ADA reasonable accomadation

employers obligation to do something to enable an otherwise qualified person to perform the job

personality

enduring pattern of behaviors. the relatively stable organization of a persons character

memo motion

fast speeds to make locations of supplies and devices more accesible

perceptual motor approach

focuses on the mental capacities and limitations

concurrent validation

give measure to people already on the job and correlate with performance at that time

predictive validation

give measures to job applicants but dont use it to hire them, rather analyze it months later to determine results

defendants rebuttal

hired someone better due to a bonafide occupational qualification

noncompensatory strategy

if the job doesnt pay x then forget about it

affective outcomes

increases in O's like self confidence, motivation

disparate treatment

intended to treat people differently based on group status

position analysis questionairre

mental processes

job element inventory

minimal qualification for a job

lead the market pay

willingness to pay more than the competition

disparate impact

"facially neutral" employment practice adversely affects different groups

stages of training

1. conduct needs assessment 2. ensure employee readiness for training 3. plan training program 4. implement training program 5. training evaluation

affirmative action

compensation for discrimination

bonafide occupational qualification

aspects needed for job to function properly ie. hooters

structured interviews

most reliable and valid

cognitive ability test

most widely used and accurate measures = .50 with job performance

ADA

not required to provide accommodation if it imposes undue hardship

retaliation

occurs when an organization takes an adverse action against a covered individual because he or she engaged in a protected activity

O net

online way to find out more about a job when conducting a job search

vacancy characteristics

pay, location, advancement opportunities etc.

plaintiffs initial burden

plaintiff belongs to protected group, applies for position and was qualified for the job and was rejected despite qualifications, happens a lot and is just an excuse happens throughout history

kirk patricks evaluation criteria

reactions, learning, behavior, results

content validation

relies on expert judgment, how does the content of measure seem to correlate with the job

micro motion

slow speeds to analyze what to cut out (mechanistic approach)

biological approach

structure job tasks and work environment to reduce physical fatigue and things like carpal tunnel syndrome

reliability

the degree to which a measure is free of random error

criterion related validation or validation

the extent to which the measure correlates to some criterion of interest and reliability

motivation

the processes that account for an individuals intensity direction and persistence of effort toward attaining a goal

4/5s rule

there is a disparate impact if the hiring rate for a protected group is less than 4/5 of the hiring rate for the majority

Banding

treat all scores within a range of scores on a test as being similar

potential negative outcomes of training

turnover, increase in deviant behavior, disgruntled employees

job element inventory

use written materials

selection is good with these 5 characteristics

validity, reliability, legal, useful, and generalization

core job characteristics

variety, identity, significance, autonomy, feedback


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