Test 2 - MGMT 310 - CH. 6-10 - DR. Scott
eLearning is usually less flexible and accessible than traditional classroom training.
False
______, commonly known as "stack rankings," involve the rater placing a specific percentage of employees under the exceptional, adequate, and poor performer categories.
Forced distribution
______ for managers has been shown to increase accuracy in ratings.
Frame of reference training
Students are more likely to be offered a job after completing an internship. Interns also tend to have lower turnover rates. Why might turnover rates be lower for interns?
Interns have a realistic job preview.
______ is the principle that performance standards are administered consistently across all employees, and the ratings are, to the degree possible, free from personal biases and prejudice.
Judgment based on evidence
A transition matrix is also known as a _________ matrix
Markov
A ________ analysis is a predictive analytics tool that can provide estimates for how employees will move into, through, and out of the organization in the future.
Markov chain
Key performance indicators (KPIs)
Measurable business metrics that are aligned with a company's strategy
______ skills include the person's ability to step back and assess their own performance. For example, stepping back to ask whether they are doing well in training.
Metacognitive
A structured interview is ______ an unstructured interview.
More valid than
Validity
The accuracy of a measure, or the degree to which an assessment measures what it is supposed to measure
Reliability
The consistency of measurement
Talent analysis
The process of gathering data to determine potential talent gaps, or the difference between an organization's talent demand and the available talent supply
Leniency error
The tendency of a rater to rate most employees highly
Severity error
The tendency to rate almost all ratees low
Central tendency error
The tendency to rate most employees in the middle category
Goal Setting Theory
The theory that setting specific, difficult, yet achievable goals for people will lead to the highest performance
What is one challenge that some organizations have with hiring veterans?
They may have skills that do not match the needs of civilian jobs
WARN Act
This act covers employers with at least 100 full-time employees or employers with at least 100 part-time and full-time employees who work a combined total of 4,000 hours per week. Federal, state, and local government employees are not covered by this law.
performance appraisal
An evaluation of employee performance
Which example illustrates how workforce planning is linked to strategic goals?
An organization develops an understanding of the skills necessary to enter a new industry
To what does "quality of fill" refer?
a combination of metrics such as performance, promotion, and retention
The recruiter and the hiring manager are assessing candidates for an instructional design position in the training department of the organization. In the past, job candidates have overrated their skills with technology. What can be done to counteract this problem?
administer an employment test
Noelle serves as legal counsel for a Fortune 500 company that continuously recruits, interviews, and hires people. During the selection process, employment tests are often administered. Noelle is concerned about this impact of these tests on protected groups. What specifically concerns Noelle?
adverse impact
One metric to measure recruitment effectiveness is measuring the hiring manager's satisfaction with the applicant. When does this occur?
after the applicant becomes an employee
A human resource manager forecasts the number of positions needed and a plan to fill them. What is the next step in workforce planning?
align recruitment goals to the organization's strategic plans
Lei has small children at home and is caring for her ill mother while trying to work full-time. Which option would be good for the company and the employee?
allowing Lei to work remotely
Examining whether managers use the same language to describe male and female subordinates is an example of ______.
auditing
The Americans with Disabilities Act prohibits discrimination against qualified applicants with a disability. How does a human resources manager decide who is qualified?
based on a job analysis
In the ______ interview, applicants are asked how they handled a work-related situation in the past.
behavioral
When employees use social media platforms such as LinkedIn to find jobs, assess the market, and examine the availability of jobs that are at least as good as their current job, they are trying to determine ______.
ease of movement
The ______ occurs when a performance appraisal is based on one or two performance dimensions, with one prominent dimension positively affecting how the employee is perceived on other dimensions.
halo error
A recruitment strategy defines the recruitment process. Charles decides he will interview eight people for a position that is open in his organization's marketing department. He is looking for candidates with a marketing degree and a minimum of 2 years of related experience. He would like to start the interview process within the next month and identifies metrics to determine the effectiveness of the recruitment process. What is Charles doing?
identifying objectives to support the strategy
Annie, a recruiter, wants to hire the best possible candidate for the job. She knows that to do this, there are two goals of recruitment to focus on. She needs to increase the size of the applicant pool and ______.
increase the number of qualified applicants
In this DAE tutorial exercise, you are learning to apply an _______t-test.
independent samples
______ refers to the consistency of measurement in performance appraisals.
reliability
What is a lateral move without major changes in job duties, responsibilities, or compensation called?
transfer
Another name for a challenging assignment is a stretch assignment
true
training evalutations can help to justify the use of organizational resources for training
true
voluntary turnover
turnover initiated by employees (often when the organization would prefer to keep them)
The most fundamental step in workforce planning is ______.
understanding labor market conditions
Individuals who are laid off are eligible for ______ to provide a temporary source of income.
unemployment insurance
Kathleen recently found out her mother is ill. The shock of the illness caused Kathleen to rethink her immediate career plans, and she decided to quit her job to be available to her mother. This is an example of the ______ model of turnover.
unfolding
______ involves using metrics in performance appraisals that truly capture relevant dimensions of performance.
validity
Anton is worried about replacing several employees who have left the company. He knows his budget will be impacted by the cost of replacing, onboarding, and training replacements. This problem is an example of costs associated with ______.
voluntary turnover
Retirement is normally a type of ______.
voluntary turnover
In onboarding ____ includes activities, such as having lunch with the new coworker, having the new employee meet their managers, and inviting them to social activities or work meetings.
welcoming
Effective onboarding programs focus on ______ new employees.
welcoming, informing, and guiding
What is the conventional cutoff value of p?
.05
Kirkpatrick's model
4 Levels of training outcomes: 1. Reaction criteria: focuses on what participants thought/felt about the program 2. Learning criteria: provides a quantifiable measure of what has been learned during the program 3. Behavior criteria: addresses the impact the program had on a participant's performance/behavior in the workplace 4. Results criteria: measures the effects of the program on broader organizational goals & objectives
______ suggests that if a person sees that their efforts will lead to greater performance, and if they believe that performance will lead to an outcome that they value, they will be more motivated.
Expectancy
A 360-degree feedback approach is an example of a method used to evaluate an employee from a single perspective.
False
A transition matrix comprised of proportions provides an indication of the number of employees who entered, moved within, and exited the organization, as well as which positions they held during their time in the organization.
False
Employees who leave voluntarily are eligible for unemployment benefits.
False
Knowing the turnover rate is not mandatory to manage turnover.
False
One of the manifestations of withdrawal is early retirement.
False
Organizational problems are almost always caused by lack of training.
False
Personality tests tend to elicit high adverse impact.
False
Psychoanalysis is the science use to estimate the quality of measures used in personnel selection.
False
Recruitment sources are consistently effective across similar organizations even if their recruitment strategies, brands, and industries differ.
False
The final step in management's decision-making process is to actually make the decision.
False
The first step in management's decision-making process is, "Determine and evaluate possible courses of action."
False
The more closely aligned the recruiting is with onboarding, the less likely the turnover is.
False
The third fundamental stage of recruitment is maintaining applicant interest through the assessment process.
False
______ training involves having raters observe examples of performance through videotapes and then telling them the "true score" and why raters should rate in a particular way so that different raters pay attention to similar aspects of performance.
Frame of reference
What is the most common type of selection procedure?
Interview
Karen, a recruiter, knows that there isn't one selection procedure that is better than another one when choosing applicants. How does Karen decide which selection procedures to use given that there is not one best procedure to implement?
Karen chooses selection procedures that complement each other
______ are defined at the company level and are measurable business metrics that are aligned with a company's strategy.
Key performance indicators
______ systems aim to ensure that employees have a chance to correct their behavior before being dismissed from the organization.
Progressive discipline
Horns error
Ratings on one dimension negatively influencing how the employee is perceived on other dimensions
______ and hiring managers are the gatekeepers of the hiring process and, in the best-case scenario, work closely as partners.
Recruiters
______ is the process of identifying and working to attract individuals interested and capable of filling identified organizational roles.
Recruitment
How does Sal begin to determine potential talent gaps for a new department of data scientists in his organization?
Sal first completes a job analysis to determine what skills are needed.
______ pay refers to payments made to departing employees during organizationally initiated turnover.
Severance
Which person is most likely to leave their job?
Someone who recently completed a graduate degree.
Performance Management
The process of measuring, communicating, and managing employee performance in the workplace so that performance is aligned with organizational strategy
Expectancy Theory
The theory that setting specific, difficult, yet achievable goals for people will lead to the highest performance
A cognitive ability test is meant to assess a person's general ability to consider information as it relates to on-the-job performance.
True
A help wanted sign in a window may indicate that walk-ins are welcome.
True
Accounting's contribution to management's decision-making process occurs primarily in evaluating possible courses of action and in reviewing the results.
True
Another name for a challenging assignment is a stretch assignment.
True
Assuming that a problem is a result of lack of training can cost a company a lot of unnecessary resources.
True
Companies are interested in predicting and managing performance as an outcome.
True
Hiring another company's employee(s) is called poaching.
True
If a test is developed using a content validity approach, it should also show positive criterion-related validity.
True
In a recent survey, NACE found that 56% of college employer respondents reported having a formal diversity recruitment effort.
True
In a transition matrix with proportions, the values represent the proportion of employees who entered, moved within, and exited the organization, as well as which positions they held during their time in the organization.
True
Research shows that people want to be treated fairly during the hiring process. Perceptions of being treated unfairly influence attitudes and behaviors.
True
Some researchers say personality tests are still valid even if people cheat on them.
True
Workforce characteristics influence recruiting in various ways, including labor shortages and surpluses.
True
Bella is a human resource professional working with Jane, a manager. Jane is concerned that she may need to dismiss Carlo for performance issues. What is the first question Bella should ask Jane?
What is root cause of the performance issues?
Recency error
When a rater focuses on the most recent employee behaviors they have observed rather than focusing on the entire rating period
______ is the process for determining what work needs to be done and coming up with a strategy regarding how positions will be filled.
Workforce planning
A tool for determining selection procedures' relationships with each other is ______.
a correlation matrix
Baldwin was fired from his job and afterward posted negative comments online about the company. This is an example of ______.
a cost of dismissal
Nell has a poor relationship with her manager and decides to find a new job. Based on the information provided, Nell's relationship with her manager is causing ______.
a desire to leave
What is necessary to demonstrate content validity for a test used for selecting applicants?
a job analysis and SME review
A driver for a lumberyard needs to be able to lift a minimum of 50 pounds by himself. How might the hiring manager determine if an applicant is able to meet this physical demand of the job?
a physical ability test
Hermia is a highly skilled surgeon who specializes in a complex procedure. She is training a number of medical residents in the procedure. What does this exemplify?
a subject matter as a trainer
Amanda looks forward to annual performance appraisals because this is when she finds out about her merit pay and bonus amount. This is an example of conducting a performance appraisal for ______ purposes.
administrative
Jorge evaluates the medical technicians in the emergency department on whether or not they washed their hands prior to touching a different patient. This is an example of a ______.
behavioral appraisal
Adam teaches CPR. He shows a video to the class of someone performing chest compressions and then he demonstrates chest compressions on a dummy. Next, he asks students to practice on the dummy and provides feedback about their performance. What training method is Adam using?
behavioral modeling
Asking an applicant how many jobs they have had in the 3 years in order to predict how long they are likely to stay in a job is an example of collecting ______.
biographical data
An organization that tends to invest a few resources in a new hire training because it focuses on hiring the best talent is using the ______ strategy
buy
An organization that tends to invest few resources in new hire training because it focuses on hiring the best talent is using the ______ strategy.
buy
Jamal, a manager, works with his human resource partner to administer a test to current employees to show correlation between the test score and current job performance. This is an example of ______.
concurrent validity
Training managers on how to confront performance problems is likely to increase rater ______.
confidence
In the Five Factor Model personality typology, ______ includes traits such as dependability and achievement orientation and was found to relate to job performance across most jobs.
conscientiousness
Tom is hiring for mechanical engineers for his team and wants to test mechanical ability. He works with the human resource manager to contact test publishers for the evidence that their test actually measures mechanical ability. What is Tom interested in confirming in this example?
construct validity
Kim, a subject matter expert, participates in a job analysis. Her input is used to develop a test for selection. Kim then reviews the test. What is this process meant to ensure?
content validity
Suzette closed a deal for her company that should have resulted in a large commission payment. Her manager did not want to pay her and she was dismissed without her earned commission being paid. This is a violation of ______.
covenant of good faith
Once data from exit interviews are analyzed, the results must be shared with ______ in order to be useful.
decision makers
One caution about programmed instructions is that they rely on it heavily, especially to teach complex skills, may lead to learner _______.
disengagement
Derek has thought about looking for a new job, but then considers his benefits, social network, short commute, and the fact that his family is settled in their community with connections to the school and neighborhood organizations. Why does Derek opt to stay at his job rather than leave?
embeddedness
Having a zero-layoff policy is one way a company can build ______.
employee attachment
Successful performance management systems help with ______.
employee engagement, retention, and achieving organizational objectives
In the video, which category is specifically mentioned as being targeted to help diversify the company's candidate pool?
ethnic origin
Barbara, a human resource professional, meets with employees after they resign, before they leave their job. What is this an example of?
exit interview
Denise is training to be a surgical technician. The instructor explains that arranging surgical equipment precisely is critical to patient safety. The instructor includes this information in her training to ______.
explain relevancy
A formal review meeting explaining to the employee why and how a particular rating was arrived at involves ______.
fair hearing
After an interview, Jennifer lets the applicant know when they can expect to hear the result of the application process. Jennifer then follows up within an appropriate time frame. Jennifer's quick follow-up is evidence of ______.
feedback timeliness
Identifying how many applicants enter the recruitment funnel from specific recruitment sources is a metric that might be used during which stage of recruitment?
generating applicants
Cody, a human resource professional, is asked to train the entire company on a new safety procedure and has a short window of time in which to accomplish this assignment. He chooses lecture as his delivery method because lectures are a good way to ______.
get information to a large number of people in a short amount of time
Macrae, a manager, set goals for his team that are achievable yet challenging. He believes this strategy motivates his team to be high performers. What does this illustrate?
goal setting theory
Asher, a social worker, consistently takes the most challenging cases and manages them well. His supervisor appreciates Asher's willingness to step up when others do not want to take on more complex and difficult cases. As result, she does not address issues with Asher's attendance and time management. She focuses only on the positive dimension of his performance when it is time for a performance evaluation. This is an example of (a) ______ error.
halo
Training is more likely to transfer when there are ______, in other words, when the training environment is similar to the work environment.
identical elements
Brycin was dismissed from his job due to misconduct. Although states' laws vary, in most states, Brycin would be ______.
ineligible for unemployment insurance
A t-test is a type of _____ statistical analysis.
inferential
What kind of test helps employers screen out applicants who are high risk for negative on-the-job behaviors such as stealing, illicit drug use, or fighting with coworkers?
integrity test
Ranbir has a problematic employee on his team who likes to complain to human resources. To avoid conflict, Ranbir rates this employee higher than deserved on a performance review. What is this an example of?
intentional error
To ensure ______ in performance appraisals, managers use case studies to practice rating employees. They want to test that different raters evaluate the same person similarly.
interrater reliability
Hector was placed on a performance improvement plan after his last performance review. He did not make the necessary improvements and now is being dismissed from his job. What is this scenario an example of?
involuntary turnover
Which is a method that can be used to align local labor market skills with local market demands?
job retraining
Corporate recruiter is a desirable job in the United States due to salary, job openings, job score, and ______.
job satisfaction
Rafael spends a lot of time completing performance appraisals for his team to be certain that standards are administered fairly and the ratings are based on evidence. He works hard to remove personal biases and prejudice from the process. This is an example of ______.
judgment based on evidence
A measurable business metric that is aligned with a company's strategy is called a ______.
key performance indicator
Kirkpatrick's model of training outcomes classifies ______ outcomes as whether the trainee actually gained some sort of knowledge or skill while in training.
learning
Felix's manager, Cory, is disappointed that Felix is leaving his job but understands that he has a good opportunity with another company. Cory is happy that Felix will be leading a team for one of the company's best prospective customers. He knows it will be important to maintain a good relationship with Felix as he will be instrumental in signing the new customer. What is this an example of?
leveraging alumni network
Krysta, a human resource professional, is analyzing engagement survey results. She uses the data to help her manage retention by predicting who is ______.
likely to leave
Exit interviews and engagement surveys like those conducted by Procore Technologies are both ways to ______.
manage employee retention
The classical view of performance appraisals is that they are a(n) ______.
measurement tool
The Bureau of Labor Statistics is responsible for ______.
measuring labor market activity, working conditions, and price changes in the economy
Thad is a car salesman. When customers buy a car, they are asked to complete a customer satisfaction survey to evaluate their experience with Thad. In planning for training, this is an example of ______.
obtaining person analysis data
______ is the process of helping new employees adjust to their new organizations by imparting to them the knowledge, skills, behaviors, culture, and attitudes required to successfully function within the organization.
onboarding
In the Five Factor Model personality typology, ______ has to do with a person's inquisitiveness and willingness to learn new things.
openness to experience
5 Factor Model
openness, conscientiousness, extraversion, agreeableness, neuroticism
Sandy is interviewing for a management position. She is asked to participate in an assessment center. This is evidence that the selection procedure provides applicants ______.
opportunity to perform
The ______ is a specific type of training designed to help welcome, inform, and guide new employees. It is a great way to give new employees the information they need in a short amount of time.
orientation program
Speaking generally, the R Square value tells us how much of the variance of the _______ variable is explained by the predictor variables.
outcome
What is it called when a company lays off employees due to a strategic decision to purchase some of its operation from a vendor?
outsourcing
The findings of the multiple linear regression of the practice data indicate that when controlling for all other predictor variables in the model, conscientiousness is predictive of ______.
performance
Administrative appraisal
performance appraisals that are used to justify pay and promotion decisions
developmental appraisal
performance appraisals that are used to provide feedback on progress toward expectations and to identify areas for improvement
The process of measuring, communicating, and managing employee performance in the workplace so that performance is aligned with organizational strategy is called ______.
performance management
Job insecurity is often associated with an employee's past experience with layoffs. However, it may also be due to an employee's ______.
personality
Elsie, a manager, likes Heather and wants her to take over as manager when Elsie steps up to a new role next month. Elsie helps to ensure that Heather is promoted by providing an excellent performance appraisal. This is an example of using performance appraisal as a(n) ______ tool.
political
The tutorial data examine the data from a safety knowledge test given to both a control and experimental group after training. This can be described as a ______ with control group experimental design.
posttest-only
Eric is frustrated by the performance appraisal at his company. He feels that it takes far too long to complete a single appraisal. The performance appraisal system is lacking which characteristic of an effective system?
practicality
Which is an example of how to prevent talent gaps?
predictive workforce modeling
Product knowledge, extraversion, time management, and cooperativeness are all _____variables in the multiple linear regression using the tutorial data.
predictor
When you perform the multiple linear regression with the practice data, agreeableness is a ______ variable.
predictor
In addition to Uniform Guidelines, human resource professionals turn to ______ on the development and administration of selection procedures published by the Society for Industrial and Organizational Psychology.
professional guidelines
James returned to school and is using his tuition reimbursement benefit from the company to pay for his degree. What is BEST thing his employer can do to ensure they retain James after he graduates?
provide a job that matches his new skill set
Karen is a nurse in a hospital. Her patients are complaining about her slow response when they call for her. What does Karen's manager do before she provides coaching and additional training to help Karen improve her performance?
provide feedback about performance
The science of ______ is used to estimate the quality of the measures used in personnel selection.
psychometrics
ABC Company would like to hire Jazlynn and knows that she has two other job offers already on the table from competitors. What is one thing the recruiter can do to compete with the competitors and attract Jazlynn to ABC Company?
put the best offer forward as much as possible
A ______ appraisal describes strength and limitations in narrative form as a way to provide feedback.
qualitative
A director signing off on a manager's review of a direct report is an example of ______.
rater accountability
Quality of fill
refers to a combination of metrics such as new employee satisfaction, performance, promotion, high potential ratings, and retention.
Mateo is completing performance appraisals for his staff. He considers his team as a whole and then lists his most valuable employee at the top and his least valuable at the bottom. He then identifies the most valuable and least valuable employees of the remaining staff. He continues this process until all employees have been evaluated. Mateo is using which appraisal method?
relative ranking
Goals that have the greatest motivational value are SMART goals. The R in SMART stands for ______.
relevant
Polly works with leaders to identify individuals who might be able to take over their leadership role over time as they advance or retire. This is known as ______.
replacement planning
What is the most commonly used first-hurdle screening method that helps narrow down the applicant pool to a more manageable size?
resume
Exit interviews help organizations make changes to increase ______.
retention
Naomi had an interview at ABC Company in which she was evaluated for the job and in which she gained insight into what it would be like to work at ABC. What Naomi experienced was a(n) ______.
selection interview
The ______ is what we traditionally think of as a job interview.
selection interview
Lisa is confident she will make it through sales training without any problems. Rachel, on the other hand, does not think she will do well. Lisa's training goes well, and despite some challenges, she successfully completes training and is ready to move forward in her role on-the-job. Rachel, however, quickly gives up when she is challenged and does not make it through the training. This is an example of how ______ can influence the effectiveness of training.
self-efficacy
Meena is approached by Paul, an employee who reports to her. Paul is frustrated because he is working on a report but the data he received from another department have a number of errors in it. Meena wants to help coach Paul through this situation. She should ______.
share with him how she has managed similar situations in the past
What is eLearning best used to teach?
simple pieces of knowledge
Pilots are trained using ______ to learn to respond safely to rarely occurring and dangerous conditions.
simulators
Josie has just arrived at the main office of ABC Company to meet with managers in the marketing division for an interview for a marketing research job. Josie is having a(n) ______.
site visit
Unemployment insurance is a federal program administered by the ______.
states
In addition to exit interviews, human resource professionals also conduct ______ to find out why people are not leaving their jobs.
stay interviews
What two factors are considered when deciding on the best recruitment sources to reach potential applicants?
strategy and money
In ______, employees are given a task, project, or responsibility that is outside their current KSAOs.
stretch assignments
Which approach to job analysis is well suited for the development of training?
task-KSAO
In ______ systems, goals and performance metrics may be at the group level.
team appraisal
To avoid the limitations of individual metrics in performance appraisals, some companies have turned to ______.
team appraisals
Which statement best describes learning?
the acquisition of new knowledge, skills, and behaviors
The turnover rate is equal to ______.
the number of departures during the year divided by the average number of employees during the year multiplied by 100
The retention rate is equal to ______.
the number of employees who stayed during the entire period divided by the number of employees at the beginning of the period multiplied by 100
Ramses is a hiring manager who often administers a skills test during an applicant's first interview. The applicant scores well and Ramses invites him back for a second interview, where he administers the same test. This time the results are different. Ramses is reviewing ______.
the reliability of the test
Managers increase the likelihood of selecting the best candidates when they increase ______.
the size of the applicant pool
One goal for a selection interview is to evaluate the applicant. What is another goal?
to attract the applicant to the job
Charles decides to share with his applicants a video that contains information about what it is like to work in one of the factories owned by the organization. It includes a day in the life of a factory worker and highlights relevant policies and procedures that are in place. Why does he use such a video?
to help prevent high turnover rates
Colleen is an instructional designer for ABC Company and works closely with the human resource team when there is a training request. She determines what training is needed and ensures that the goals of the training are aligned with the organization's strategy. What is Colleen's process an example of?
training needs assessment
Kirkpatrick's model of training outcomes classifies ______ reaction as the trainees' belief that the training was actually relevant and useful to their jobs.
training utility
What are three ways that performance can be measured?
traits, behaviors, and results
In the ______ interview, the interviewer has a conversation with the job applicant with no set of questions for each applicant.
unstructured
The ______ of selection decisions is the degree to which they are worth the time and money to carry them out.
utility
In onboarding, ______ includes activities such as having lunch with the new coworker, having the new employee meet their manager, and inviting them to a social activity or work meeting.
welcoming
behavioral modeling
when employees observe the actions of others, learn from what they observe, and then repeat the observed behavior
In developing a recruiting strategy, Charles considers where talent is needed in the organization. What does he consider next?
where to find talent
Charles is responsible for overseeing the hiring process for 200 factory workers in a city known for having a lot of factories. The recruitment funnel in this scenario needs to be ______ to accommodate for the large number of new employees needed.
wide
In career management _______ includes job rotation, which refers to employees who work on different assigned jobs within the same organization
work performed
Drake is a human resource professional at a large company with impending layoffs due to a facility shutdown. As a result, he familiarizes himself with WARN and learns that employees must be given ______ written notice.
60-day
Recruitment funnel
A situation in which the number of applicants gets smaller as people move through the selection process.
Keaton is examining a suite of tests available to his company to determine their suitability for adding to a selection procedure. All of them correlate strongly with the job performance measure. Keaton analyzes how the tests correlate with each other and finds that Cognitive Ability Tests A and B correlate with each other strongly (.87) but correlate only weakly with Cognitive Ability Test C and the Personality Test (.21). Which tests should Keaton keep?
Cognitive Ability Test A, Cognitive Ability Test C, and the Personality Test
______ is an approach to test development, focused on sampling the domain such as the job.
Content validity
Craig decided he wants to find a new job and is in the process of looking for one. In the meantime, at his current job, he finds himself calling in sick when in fact he just does not want to go in to work, and he has accumulated several incidences of tardiness for the same reason. What might this mean for Craig?
Craig has withdrawn from the job
Paired comparisons
Creating rankings by comparing two employees at the same time until every unique pair of employees has been compared and then compiling the results
Straight rankings
When a rater rank orders all employees from best to worst
Forced distribution
Also known as stack rankings; involves the rater placing a specific percentage of employees into categories such as exceptional, adequate, and poor
Content validity
An approach to test development focused on sampling the domain such as the job, usually shown through job analysis or SME judgment
Halo error
Basing performance ratings on one or two performance dimensions, with one prominent dimension positively affecting how the employee is perceived on other dimensions
Maci is charged with hiring an executive administrative assistant. This person must possess solid writing skills as they will be drafting documents for the top management team. In order to assess the level of the applicants writing skills, they are assigned to write a memo that demonstrates the specific criteria for the job. Once the applicants complete the writing assignment, other administrative assistants review it to ensure that the writing quality is what the executive management team requires. What kind of selection procedure does this scenario describe?
work sample
Rick graduated from nursing school 6 months ago and has not been able to find a job. This could be an indication of a ______.
workforce labor surplus
