The document discusses various topics related to recruiting, selecting, onboarding and evaluating employee performance. It includes definitions of terms like job fairs, employee referrals, recruiters, job analysis, selection methods, orientation, training, performance appraisal techniques and criteria. It also addresses reliability and validity concepts for selection methods as well as factors to consider when evaluating employee performance such as goals, skills, relationships and critical incidents.
The document discusses various topics related to recruiting, selecting, onboarding and evaluating employee performance. It includes definitions of terms like job fairs, employee referrals, recruiters, job analysis, selection methods, orientation, training, performance appraisal techniques and criteria. It also addresses reliability and validity concepts for selection methods as well as factors to consider when evaluating employee performance such as goals, skills, relationships and critical incidents.
The document discusses various topics related to recruiting, selecting, onboarding and evaluating employee performance. It includes definitions of terms like job fairs, employee referrals, recruiters, job analysis, selection methods, orientation, training, performance appraisal techniques and criteria. It also addresses reliability and validity concepts for selection methods as well as factors to consider when evaluating employee performance such as goals, skills, relationships and critical incidents.
The document discusses various topics related to recruiting, selecting, onboarding and evaluating employee performance. It includes definitions of terms like job fairs, employee referrals, recruiters, job analysis, selection methods, orientation, training, performance appraisal techniques and criteria. It also addresses reliability and validity concepts for selection methods as well as factors to consider when evaluating employee performance such as goals, skills, relationships and critical incidents.
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Letter of Recommendation
Job Description Job Fairs Biodata Incentives JOB FAIRS EMPLOYEE REFERRALS DIRECT MAIL RECRUITERS Media Advertisements Internet RECRUITERS Analyzing the Performance Appra Reference Check Peter Principle Executive search firms Applicant Ability New Employee Characteristics Hiring/Rejecting Selection Ratio Skills Job Analysis New Employee Tactics Organizational Tactics Situation-Wanted Ads Structure Direct Mail Job Design Media Advertisements Outcomes Recruitment Onboarding Selection Orientation Training employee Referral Job Evaluation Recruiters Sourcing Screening Internal Recruitment Graphology/Instrument Nepotism
rule of three unadjusted top-down selection banding passing scores bias or unbiased Reliability re-test reliability alternate forms reability internal reliability scorer reliability content validity criterion validity face validity single group validity construct validity differential validity Statistical Significance multiple regression concurrent, predictive Practical Significance supervisors, peers, subordinates, cu Competency-Focused Performance Task-Focused Performance Dimensi Goal-Focused Performance Dimensi Trait-Focused Performance Dimensi Contextual Performance Critical incidents
DETERMINE THE REASON FOR EVALUATING EMPLOYEE PERFORMANCE
IDENTIFY ENVIRONMENTAL AND CULTURAL LIMITATIONS
SELECT THE BEST APPRAISAL METHODS TO ACCOMPLISH YOUR GOALS TRAIN RATERS OBSERVE AND DOCUMENT PERFORMANCE EVALUATE PERFORMANCE COMMUNICATE APPRAISAL RESULTS TO EMPLOYEES It is the expression of an opinion, either orally or through a written checklist, regarding an applicant’s ability, previou It is the written result of the job analysis. Recruitment type designed to provide information in a personal fashion to as many applicants as possible. It is an application blank or questionnaire containing questions that research has shown measure the difference betw It is when unemployment rates are low, organizations have to take extra measures to recruit employees. These are typically conducted in one of three ways. In the first, many types of organizations have booths at the same location. Current employees recommend family members and friends for specific job openings. An employer typically obtains a mailing list and sends help-wanted letters or brochures to people through the mail. This recruitment method uses employment agencies, executive search firms and public employment agencies Running ads in periodicals such as local newspapers or professional journals is a common method of recruiting emp This recruiting effort usually take one of two forms: employer-based websites and Internet recruiting sites. This recruitment method can be on campus or outside. What step is NOT included in conducting job analysis? It is the process of confirming the accuracy of information provided by an applicant. Promoting employees until they eventually reach their highest level of incompetence, is a concept of what? It is better known as “head hunters”. It is the extent to which an applicant can learn or perform a job-related skill. Though this segment of the organizational socialization model of onboarding overlaps with other human resource in What is the last step in selecting employees? It is the number of job openings (n) divided by the number of job applicants (N). What is the “S” in the acronym KSAOs? It is a method for describing jobs and the personal attributes necessary to do a job. This segment of the organization socialization model of onboarding has a goal for the employee to acquire knowled This segment of the organizational socialization model of onboarding similarly seek to emphasize relationship buildi These are placed by the applicant rather than by organizations. It is determined by the source of the questions, the extent to which all applicants are asked the same questions, and It is when an employer typically obtains a mailing list and sends help-wanted letters or brochures to people through It can be used to determine the optimal way in which a job should be performed. A type of recruitment that uses different periodicals in recruiting employees. This segment of the organizational socialization model of onboarding has a goal of minimizing turnover while maxim It is the process of identifying an organizational gap and attracting, evaluating, and hiring employees to fill that role. It is the process by which an employee acquires the necessary skills, knowledge, behaviors, and contacts to effectivel It is the process based on filtering techniques that ensure added value of choosing a qualified candidate for a positio It is the process of helping new employees become productive members of an organization. It yields lists of job activities that can be systematically used to create training programs. It is when a current employee recommends family members and friends for specific job openings. It is one of a family of techniques that are used to set salary levels. What is not a source of job analysis? It involves using several strategies to attract or identify candidates. It is the process of assessing the employees who apply for the job. Recruiting someone from within the organization. Choose the two common methods of applicant skill. Which is NOT a way to recruit?
A technique often used in the public sector in which the names of the top scorers are given to the person making the hiring de Selection is made by starting with the highest score and moving down until all openings have been filled. It attempts to hire the top test scorers while still allowing some flexibility for affirmative action. With this system, an organization determines the lowest score on a test that is associated with acceptable performan It refers to technical aspects of a test. A test is considered biased if there are group differences (e.g., sex, race, or age It is the extent to which a score from a selection measure is stable and free from error. With this method, each one of several people takes the same test twice. The scores from the first administration of th With this method, two forms of the same test are constructed. A way to determine the reliability of a test or inventory is to look at the consistency with which an applicant respond A test or inventory can have homogeneous items and yield heterogeneous scores and still not be reliable if the perso It is the extent to which test items sample the content that they are supposed to measure. It refers to the extent which a test score is related to some measure of job performance/criteria It is the extent to which a test appears to be job related. A test that significantly predict performance for one group and not others. It is usually determined by correlating scores on a test with scores from other tests. A test valid for two groups but more valid for one than for the other. It is when the difference in impact is statistically significant. If more than one criterion-valid test is used, the scores on the tests must be combined using this statistical procedur Identify the two research designs under the criterion validity. It occurs if the selection rate for any group is less than 80% of the highest scoring group. Who will evaluate job performance? It concentrate on the employee’s knowledge, skills, and abilities. These are organized by the similarity of tasks that are performed. It organize the appraisal on the basis of goals to be accomplished by the employee. A trait-focused system concentrates on such employee attributes as dependability, honesty, and courtesy. The effort an employee makes to get along with peers, improve the organization, and perform tasks that are needed These are examples of excellent and poor employee performance. Identify the steps to appraise an employee's performance.
N FOR EVALUATING EMPLOYEE PERFORMANCE
TAL AND CULTURAL LIMITATIONS
AISAL METHODS TO ACCOMPLISH YOUR GOALS ENT PERFORMANCE
SAL RESULTS TO EMPLOYEES
ork habits, character, or potential for future success.
d unsuccessful performers on a job.
f job fair has many organizations in the same field in one location. The third approach to a job fair is for an organization to hold its own.
ral to the strategies used as the employee moves through the orientation process.
unication of knowledge, particularly organizational knowledge that will be useful for the employee when navigating the compan
he system used to score the answers.
new organization. at are unrelated to the construct being measured.
ed with scores from the second to determine whether they are similar.
ng a similar dimension or construct.
t makes mistakes.
Choose...
ssarily an official part of the employee’s job description.
