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Fundamentals of Human Resource Management Sixth Edition Chapter 6

Personal Selection (P168)
The process through which organizations make decisions about who will or will not be allowed to join the organization
Reliability (P170)
The extent to which a measurement is free from random error
Validity (P170)
The extent to which performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance)
Criterion-Related Validity (P171)
A measure of validity based on showing a substantial correlation between test scores and job performance scores
Predictive Validation (P171)
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
Concurrent Validation (P172)
Research that consists of administering a test to people who currently hold a job, the comparing their scores to existing measures of job performance
Content Validity (P172)
Consistency between the test items or problems and the kinds of situations or problems that occur on the job
Construct Validity (P172)
Consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job
Generalizable (P172)
Valid in other contexts beyond the context in which the selection method was developed
Utility (P173)
The extent to which something provides economic value greater then its cost
Immigration Reform and Control Act of 1986 (P175)
Federal law requiring employers to verify and maintain records on applicants’ legal rights to work in the United States
Aptitude Tests (P181)
Tests that assess how well a person can learn or acquire skills and abilities
Achievement Tests (P181)
Tests that measure a person’s existing knowledge and skills
Cognitive Ability Tests (P182)
Tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability
Assessment Center (P183)
A wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential
Nondirective Interview (P186)
A selection interview in which the interviewer has great discretion in choosing questions to ask each candidate
Structured Interview (P186)
A selection interview that consists of a predetermined set of questions for the interviewer to ask
Situational Interview (P187)
A structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what he or she would do in that situation
Behavior Description Interview (P187)
A structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past
Panel Interview (P187)
Selection interview in which several members of the organization meet to interview each candidate
Multiple-Hurdle Model (P190)
Process of arriving at a selection decision by eliminating some candidates at each stage of the section process
Compensatory Model (P190)
Process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another

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