IO Psych

• Employee orientation


  Provides new employees with the basic background information required to perform their jobs satisfactorily
• Training


  The methods used to give new or present employees the skills they need to perform their jobs
• Training program


  1. Conduct a needs analysis

  2. Evaluate the program's successes or failures
• Task analysis


  A detailed study of the job to determine what specific skills the job requires
• On-the-job training


  A person learns a job by actually doing it
• Stimulated training


  Another term for vestibule training
• Simulated training


  • Pilots train on flight simulators for safety, learning efficiency, and cost savings
• Job aid


  A set of instructions, diagrams, or similar methods available at the job site to guide the worker
• Reactions


  When variables such as liking of, satisfaction with, and attitude toward the program are assessed to measure the effectiveness of a training program
• Authority


  The right to make decisions, to direct the work of others, and to give orders
• Line authority


  Human resource managers generally exert this within the human resources department
• Implied authority


  Human resource managers generally exert this outside the human resources department
• Human capital


  The knowledge, education, training, skills, and expertise of a firm's workers
• Strategic human resource management


  Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve strategic aims
• Outsourcing


  Letting outside vendors provide services for a firm
• Turnover rate


  Measures the rate at which employees leave the company
• Job analysis


  The procedure through which one determines the duties associated with positions and the characteristics of people to hire for those positions
• Performance standards


  Information regarding the quantity or quality levels for each job duty that an HR specialist may collect during a job analysis
• The Peter Principle


  • Psych, Inc. has a policy of promoting employees who perform well, but many of the people promoted do not become effective supervisors
• Job description


  A written statement that describes the activities and responsibilities of the job
• Job specification


  Summarizes the personal qualities, traits, skills, and background required for getting the job done
• Diaries


  An approach to data collection for job analysis where an employee records every activity they participate in at work along with time
• Position analysis questionnaire


  Assigns a quantitative score to each job based on its decision-making, skilled activity, physical activity, equipment operation, and information-processing characteristics
• Job specification


  Takes the job description and answers the question: What human traits and experience are required to do this job well?
• Competency-based job analysis


  Focuses on how work is accomplished
• Traditional job analysis


  Focuses on what is accomplished
• Personnel planning


  The process of deciding what positions the firm will have to fill
• Succession planning


  When a company decides on how to fill top executive positions
• Recruiting


  Necessary to develop an applicant pool
• Applicant pools


  Large applicant pools are considered desirable as they allow the firm the chance to be more selective
• Work sample tests


  Have the highest level of validity for predicting job performance
• Recruiting yield pyramid


  Used to calculate the number of applicants necessary to result in hiring the required number of new employees
• Job posting does not refer to listing the number of desired applicants
• Job postings are not used to recruit outside candidates
• Advertising for recruiting qualified applicants

  The effectiveness depends upon ad construction
• Headhunters


  • Another term for executive recruiters
• College recruiters


  Typically seek to determine whether a candidate is worthy of further consideration
• Application form


  The first step in pre-screening once a firm has a pool of applicants
• Test battery


  Aims to measure an array of possible predictors for job performance
• Concurrent validation


  To use, one administers a test to employees presently on the job and then compares their test scores with current performance