Grp 3

• Business Game


  An exercise that allows the applicant to show their key competencies, such as creativity, decision-making, and teamwork skills
• Drug Test


  One of the most controversial testing methods used by HR professionals
• Rejection letter


  Should not contain any statement that gives the applicants the impression that their resumes would be kept on file
• Customers


  Evaluate employee performance and provide feedback by submitting a complaint or a compliment to the relevant authority and completing evaluation cards
• Why documentation is important

  • Supervisors can use documentation to recall specific employee behaviors when evaluating their performance
  • Documentation can help protect organizations from legal action by employees who were terminated or denied a raise or promotion
  • It helps the supervisors change their focus towards employee behavior, rather than traits, while also providing them with relevant behavioral examples to utilize when evaluating employee performance
  • The documentation contains examples that can be used when discussing performance ratings with employees
• NEO-PI


  A personality test that can be used to pick a candidate that is very extroverted and agreeable
• In-basket technique


  A selection technique that simulates the types of daily information that appear on a manager's or employee's desk to observe the applicant's responses to such information
• Simulation


  The most appropriate training method for a mental health crisis responder, as they need to work on real-life scenarios, especially in dealing with individuals or families that need immediate assessment, help, or response
• Work sample methods


  • Best used for well-paying jobs for which many employees will be hired
• Contrast error


  An error where the interviewer compares the current interviewee's answers to the former interviewee's answers and likes the former interviewee's answers more
• Strong Interest Inventory (SII)


  A widely used interest inventory that assesses an individual's preferences for 325 different items, including bargaining, electrical wiring, and taking responsibility
• Graphology


  A handwriting analysis used for employee selection, offering insights into an individual's personality traits through handwriting, which may provide valuable indications of an individual's potential work performance
• Taylor-Russell Tables


  Used to predict the success rate of future employees if an organization implements a specific test
• Self-appraisal


  A technique employed by a minority of organizations, allowing employees to evaluate their own behavior and performance
• Attendance


  A common method to objectively evaluate an employee's performance, which can be separated into three distinct criteria: absenteeism, tardiness, and tenure
• Integrity/Honesty test


  A type of screening device used to measure attitudes regarding tolerance of others who steal and acceptance of rationalizations for theft
• Conditional Reasoning Test


  Tests developed to reduce the inaccurate responses and get a more accurate picture of a person's tendency to engage in aggressive or counterproductive behavior
• Subordinate/Upward feedback


  An important component of 360-degree feedback in evaluating employee performance, as subordinates can provide a very different view about a supervisor's behavior
• Probationary period


  A period, usually lasting 3 to 6 months, where applicants prove that they can perform well in their designated tasks, duties, and responsibilities
• Rank order


  A method of performance evaluation wherein employees are ranked in order by their judged performance for each relevant dimension
• Projective Tests


  Personality tests that provide the respondent with unstructured tasks such as describing ink blots and drawing pictures. TAT and the Rorschach Inkblot Test are examples of these tests.
• Rule of Three


  A method often used in the public sector that ensures the hired individual is well-qualified while providing more options than top-down selection
• Computer-Adaptive Testing (CAT)


  If a test-taker struggles with basic math such as addition and subtraction, asking more advanced questions such as algebra and geometry doesn't make sense
• Criterion Validity


  The extent to which a test score is correlated with job performance
• Differential Validity


  The test holds validity for both groups, although its validity is comparatively higher for one group than the other
• Leaderless


  A group discussion where there is no leader appointed and usually meet in small group
• Biodata


  Resume-like data that is a good predictor of job performance, as well as the best predictor of future employee tenure
• Brogden-Cronbach-Gleser Utility Formula


  Used to determine the value of a test in a given situation by computing the amount of money an organization would save if it used the test to select employees
• Behavior checklists


  A list of behaviors, expectations, or results for each dimension, used to force the supervisor to concentrate on the relevant behaviors that fall under a dimension
• Burger method


  A recommended way of providing feedback at the end of an interview, in which the negative feedback is sandwiched between positive feedback