Cognitive ability test
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
