HRM 402 Exam 2 UPDATED ACTUAL Questions And Correct Answers
Terms in this set (64)
Steps of a typical selection procedure Applications Forms
Preliminary screening + peer
Interviews and company visits
Employment testing
Reference checks
Drug testing
Final interview
Selection decision
Placement on the job
Weighted composite All applicants complete all parts of the selection item is assigned a weight, then a
composite score is calculated
Multiple cutoff sequential process in which applicants must achieve a satisfactory level to move
on to the next step
(Do cheap selection procedures first to wean out applicants)
Clinical judgment subjective decision made after examining information about each applicant
Hybrid method both multiple cutoff and weighted composite are used
Reliability The ability to get consistent results
validity how close (on average) those results are to the goal
test-retest reliability testing and retesting the same population and then checking the first and second
scores to see how they correlate
alternate forms reliability developing an alternate form of the instrument and then correlating the
responses of a sample for people to both forms
Split halves reliability one test is divided into two parts rather than developing 2 alternate tests
(coefficient of internal consistency)
measures a single dimension
Conspect (Inter-rater) Reliability two people observing the same behavior may or may not evaluate it the same
degree of agreement between 2 evaluators
predictive validity the extent to which a predictor variable is correlated with a criterion variable,
"follow up" method
, Correlation coefficient r > .7 is considered significantly high to have confidence in the instrument's
reliability
Legal correlation
Concurrent validity Measures the same correlation as predictive validity, but predictor and criteria
data are measured at the same time from current employees
Content validity perceived similarity between the predictor information and the job
Construct validity whether an instrument that's purpose is to measure a psychological construct is
actually measuring what it claims to be measuring (IQ test)
Synthetic Validity A method of testing the validity of a selection procedure by combining jobs that
require similar abilities and separately validating the specific predictors intended
to measure those abilities.
Job knowledge test constructed to test the knowledge and vocab about a specific job
Try out test (sample) A simple test that requires applicants to perform a defined segment of the actual
job to assess their potential
Achievement test used in education to assess how much students have learned relative to each
other and relative to their year in school
Aptitude test and ability which individual will learn best during training and which will perform better after,
measure the capacity for learning
Mental ability test IQ, verbal reasoning, fluency, speed
g-factor test (best way to predict job performance)
Motor and physical ability skill in making various body movements
Personality Tests and interest inventories used for psychological research to diagnose mental disorders and in companies
to get a personality profile
Honesty and integrity tests Measure the orientation of individuals toward the issues of honesty and integrity
AssessmentCenter Applicants participate in a series of activities (over 2-3 days) and they are
evaluated by a group of trained assessors who unobtrusively observe their
performance
BEST TYPE of TESTING
Structure (Patterned) Interview Interviewer asks a series of predetermined questions with multiple choice answers
BEST (.51 validity)
Terms in this set (64)
Steps of a typical selection procedure Applications Forms
Preliminary screening + peer
Interviews and company visits
Employment testing
Reference checks
Drug testing
Final interview
Selection decision
Placement on the job
Weighted composite All applicants complete all parts of the selection item is assigned a weight, then a
composite score is calculated
Multiple cutoff sequential process in which applicants must achieve a satisfactory level to move
on to the next step
(Do cheap selection procedures first to wean out applicants)
Clinical judgment subjective decision made after examining information about each applicant
Hybrid method both multiple cutoff and weighted composite are used
Reliability The ability to get consistent results
validity how close (on average) those results are to the goal
test-retest reliability testing and retesting the same population and then checking the first and second
scores to see how they correlate
alternate forms reliability developing an alternate form of the instrument and then correlating the
responses of a sample for people to both forms
Split halves reliability one test is divided into two parts rather than developing 2 alternate tests
(coefficient of internal consistency)
measures a single dimension
Conspect (Inter-rater) Reliability two people observing the same behavior may or may not evaluate it the same
degree of agreement between 2 evaluators
predictive validity the extent to which a predictor variable is correlated with a criterion variable,
"follow up" method
, Correlation coefficient r > .7 is considered significantly high to have confidence in the instrument's
reliability
Legal correlation
Concurrent validity Measures the same correlation as predictive validity, but predictor and criteria
data are measured at the same time from current employees
Content validity perceived similarity between the predictor information and the job
Construct validity whether an instrument that's purpose is to measure a psychological construct is
actually measuring what it claims to be measuring (IQ test)
Synthetic Validity A method of testing the validity of a selection procedure by combining jobs that
require similar abilities and separately validating the specific predictors intended
to measure those abilities.
Job knowledge test constructed to test the knowledge and vocab about a specific job
Try out test (sample) A simple test that requires applicants to perform a defined segment of the actual
job to assess their potential
Achievement test used in education to assess how much students have learned relative to each
other and relative to their year in school
Aptitude test and ability which individual will learn best during training and which will perform better after,
measure the capacity for learning
Mental ability test IQ, verbal reasoning, fluency, speed
g-factor test (best way to predict job performance)
Motor and physical ability skill in making various body movements
Personality Tests and interest inventories used for psychological research to diagnose mental disorders and in companies
to get a personality profile
Honesty and integrity tests Measure the orientation of individuals toward the issues of honesty and integrity
AssessmentCenter Applicants participate in a series of activities (over 2-3 days) and they are
evaluated by a group of trained assessors who unobtrusively observe their
performance
BEST TYPE of TESTING
Structure (Patterned) Interview Interviewer asks a series of predetermined questions with multiple choice answers
BEST (.51 validity)
