ADM 2337 Study Guide - Final Guide: Job Performance, Extraversion And Introversion, Neuroticism
17 Dec 2016
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Department
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CHAPTER SIX: EMPLOYEE SELECTION
Selection - the process of choosing individuals who have relevant qualifications to fill existing or
projected job openings
MISS
Inaccurate Prediction
(person would have
succeeded at job)
HIT
Accurate Prediction
(person succeeds on the
job)
HIT
Accurate Prediction
(person would not have
succeeded on job)
MISS
Inaccurate Prediction
(person fails on the job)
Y Axis - Job Performance (low to high from bottom)
X Axis - Predicted Success (low to high from left)
Active Job Search Techniques:
1. Join student/professional organizations
2. Attend networking events
3. Setup information meetings
4. Use social media
5. Volunteer
KSAOs - knowledge, skills, abilities, and other factors
Reliability - the degree to which interviews, tests, and other selection procedures yield
comparable data over time
Validity - the degree to which a test or selection procedure measures a person’s attributes
Steps in the Selection Process
1. Completion of Application
2. Initial Interview in HR Department
3. Employment Testing (aptitude, achievement)
4. Background Investigation
5. Preliminary selection in HR Department
6. Supervisor/Team Interview
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7. Hiring Decision
Non-Directive Interview - an interview in which the applicant is allowed the maximum amount
of freedom in determining the course of the discussion, while the interviewer carefully refrains
from influencing the applicant’s remarks
Pros: more insight on applicant personality, values, etc.
Cons: less reliability and validity
Structured Interview - an interview in which a set of standardized questions with an
established set of answers is used
Twice as likely as non-directive interviews to predict on-the-job performance
Situational/Case Interview - an interview in which an applicant is given a hypothetical incident
and asked how he or she would respond to it
Behavioural Description Interview - an interview in which an applicant is asked questions
about what he or she did in a given situation
Panel Interview - an interview in which a board of interviewers questions and observes a single
candidate
Sequential Interview - a format in which a candidate is interviewed by multiple people, one
right after another
“The Big Five Factors”
Conscientiousness
Agreeableness
Neuroticism
Openness
Extraversion
Pre Employment Test - an objective and standardized measure of a sample of behaviour that
is used to gauge a person’s KSAO relative to other individuals
Assessment Centre - a process by which individuals are evaluated as they participate in a
series of situations that resemble what they might need to handle on the job
In-basket exercises - used to simulate a problem situation. Participants are given several
documents, each describing a situation requiring an immediate response.
Leaderless Group Discussion - Participants are given a topic and no direction, and are
evaluated on leadership skills, initiative and group work
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Role-playing - helps in customer service positions
Behavioural Interviews
Compensatory Model - a selection decision model in which a high score in one area can make
up for a low score in another area
Multiple Cutoff Model - a selection decision model that requires an applicant to achieve a
minimum level of proficiency on all selection dimensions
Multiple Hurdle Model - a sequential strategy in which only the applicants with the highest
scores at an initial test stage go on to subsequent stages
Selection Ratio - number of applicants to number of people to be hired
Criterion-Related Validity - The extent to which a selection tool predicts, or significantly
correlates with, important elements of work behaviour
Concurrent Validity - the extent to which test scores (or other predictor information) match
criterion data obtained at about the same time from current employees
Predictive Validity - the extent to which applicants’ test scores match criterion data obtained
from those applicants/employees after they have been on the job for an indefinite period
Content Validity - the extent to which a selection instrument, such as a test, adequately
samples the knowledge and skills needed to perform a particular job
Construct Validity - the extent to which a selection instrument measures a theoretical construct
or trait
Cross-Validation - verifying the results obtained from a validation study by administering a test
or test battery to a different sample (drawn from the same population)
CHAPTER SEVEN: TRAINING AND
DEVELOPMENT
SMART Goals - Strategic, measurable, attainable, realistic and time-bound goals
Strategic Model of Training
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Document Summary
Selection - the process of choosing individuals who have relevant qualifications to fill existing or projected job openings. Inaccurate prediction (person would have succeeded at job) Inaccurate prediction (person would not have (person fails on the job) succeeded on job) Y axis - job performance (low to high from bottom) X axis - predicted success (low to high from left) Active job search techniques: join student/professional organizations, attend networking events, setup information meetings, use social media, volunteer. Ksaos - knowledge, skills, abilities, and other factors. Reliability - the degree to which interviews, tests, and other selection procedures yield comparable data over time. Validity - the degree to which a test or selection procedure measures a person"s attributes. Steps in the selection process: completion of application, initial interview in hr department, employment testing (aptitude, achievement, background investigation, preliminary selection in hr department, supervisor/team interview, hiring decision.
