Human Resources Exam 2 with correct answers | 2024
Review
Selection **** the systematic process of deciding which applicants to hire
-takes a pool of applicants delivered by recruitment and selects a subset of them
With selection, we can now measure our recruited employees by assigning... **** a
number, for instance, employee 1 ranks a 4.5/7 on the friendliness scale
When selection measures are "good" they are... **** reliable, valid, generalizable,
useful, and legal
Reliability **** consistency, the degree to which a measure is free of random error
-a score on any measure can contain a "true score" and a random error
Give an example of sources of random error **** within interviews, there may be
unusual circumstances or distractions
within tests, there may be poorly worded questions or scoring mistakes
Inter-item reliability **** a measure of whether the individual questions in a question set
are consistent in their results
-give an applicant a survey that asks the same kinds of items multiple times
Test-retest reliability **** do applicants make the same scores on the measure
Inter-rater reliability **** measuring an applicant, but using another individual to
distribute the measure as well
A value of r = .70 **** "reliable enough"
Validity **** the extent to which the measure correlates with some criterion of interest,
such as
-manager ratings of job performance
-customer satisfaction ratings
-theft
-accidents
Measures must be reliable to be **** valid
The observed correlation between 2 measures is their "true correlation" multipied by the
**** square root of their reliabilities
, -"true correlation" = .50, both reliabilites are .70, then the observed correlaiton is .50 *
sqrt(.70) = .35
Good level of validity for most selection measures is anything greater than **** r = .20
or .30
Criterion-related Validation: **** A method of establishing the validity of a personnel
selection method by showing a substantial correlation between test scores and job
performance scores.
2 types of Criterion-related Validation **** predictive validation and concurrent
validation
Concurrent validation **** research that consists of administering a test to people who
currently hold a job, then comparing their scores to existing measures of job
performance
Predictive Validation **** research that uses the test scores of all applicants and looks
for a relationship between the scores and future performance of the applicants who
were hired
Problems with predictive validity **** - time consuming
- potential costs
Problems with Concurrent validation **** Most of them already have high levels of
whatever it is you're measuring (or else they wouldn't have gotten the job). This is called
"restriction in range."
Example: The SAT and college GPA.
Content Validation **** A test-validation strategy performed by demonstrating that the
items, questions, or problems posed by a test are a representative sample of the kinds
of situations or problems that occur on the job.
Utility **** how useful is the measure in terms of increasing overall profitability and
allowing us to accurately select those who will succeed on the job
Utility of a test **** accuracy with test - accuracy w/o test
Selection ratio **** # hires / # applicants
Accuracy of selection decision **** # of high performance / # of hires
Legality **** does the measure discriminate against any group?
-Civil Rights Act
-Age discrimination in employment act
-americans with disabilities act
Review
Selection **** the systematic process of deciding which applicants to hire
-takes a pool of applicants delivered by recruitment and selects a subset of them
With selection, we can now measure our recruited employees by assigning... **** a
number, for instance, employee 1 ranks a 4.5/7 on the friendliness scale
When selection measures are "good" they are... **** reliable, valid, generalizable,
useful, and legal
Reliability **** consistency, the degree to which a measure is free of random error
-a score on any measure can contain a "true score" and a random error
Give an example of sources of random error **** within interviews, there may be
unusual circumstances or distractions
within tests, there may be poorly worded questions or scoring mistakes
Inter-item reliability **** a measure of whether the individual questions in a question set
are consistent in their results
-give an applicant a survey that asks the same kinds of items multiple times
Test-retest reliability **** do applicants make the same scores on the measure
Inter-rater reliability **** measuring an applicant, but using another individual to
distribute the measure as well
A value of r = .70 **** "reliable enough"
Validity **** the extent to which the measure correlates with some criterion of interest,
such as
-manager ratings of job performance
-customer satisfaction ratings
-theft
-accidents
Measures must be reliable to be **** valid
The observed correlation between 2 measures is their "true correlation" multipied by the
**** square root of their reliabilities
, -"true correlation" = .50, both reliabilites are .70, then the observed correlaiton is .50 *
sqrt(.70) = .35
Good level of validity for most selection measures is anything greater than **** r = .20
or .30
Criterion-related Validation: **** A method of establishing the validity of a personnel
selection method by showing a substantial correlation between test scores and job
performance scores.
2 types of Criterion-related Validation **** predictive validation and concurrent
validation
Concurrent validation **** research that consists of administering a test to people who
currently hold a job, then comparing their scores to existing measures of job
performance
Predictive Validation **** research that uses the test scores of all applicants and looks
for a relationship between the scores and future performance of the applicants who
were hired
Problems with predictive validity **** - time consuming
- potential costs
Problems with Concurrent validation **** Most of them already have high levels of
whatever it is you're measuring (or else they wouldn't have gotten the job). This is called
"restriction in range."
Example: The SAT and college GPA.
Content Validation **** A test-validation strategy performed by demonstrating that the
items, questions, or problems posed by a test are a representative sample of the kinds
of situations or problems that occur on the job.
Utility **** how useful is the measure in terms of increasing overall profitability and
allowing us to accurately select those who will succeed on the job
Utility of a test **** accuracy with test - accuracy w/o test
Selection ratio **** # hires / # applicants
Accuracy of selection decision **** # of high performance / # of hires
Legality **** does the measure discriminate against any group?
-Civil Rights Act
-Age discrimination in employment act
-americans with disabilities act
