PSY 255 1nd Edition Lecture 9 Outline of Last Lecture I. Types of Predictors Outline of Current Lecture II. Types of Predictors Current LectureTypes of Predictors- Work samples– Replicates work done on the job. They are performance test that assesses criteria directly– Pretty common and easy to do for hands-on jobs (factory work, engineering, computer programming, etc.)• Assessment centers– Multiple raters assess multiple ratees on multiple dimensions using multiple exercises– Usually takes 2-3 days– 50% of major companies use them, especially when filling upper management positions– Began in Germany in 1930s and further developed by U.S. during WWII• Popular assessment center exercises– In-basket• Applicants complete series of job-related scenarios (make decisions, respond to memos & grievances, create schedules, write letters, etc.)• Management simulation– Leaderless group discussion• Small group of applicants are given an issue to resolveThese notes represent a detailed interpretation of the professor’s lecture. GradeBuddy is best used as a supplement to your own notes, not as a substitute.– Assigned roles vs. no roles• Rated on social dimensions (aggression, persuasion, listening, flexible thinking, etc.)• Biographical info– “Past behavior is the best predictor of future behavior”– Application blank• Very common to inquire about education, work experience, hobbies, etc.• This is used and abused––must be supported by job analysis– Biodata• Biographical information blanks (BIBs)• Tend to include lots of multiple choice or Likert items asking broad questions about health, family, interests, social experiences, etc.• Interviews– Procedure designed to predict future performance based on oral responses to oral questions– Most popular, but not traditionally thought to be very valid– If it isn’t valid, then why is it used?• Communication skills• Body language• Realistic job previews (RJPs)• Person–org (P-O) fit• Stress reactions• Professional attitudes• Red flags and knock-out factors• Letters of reference/recommendation– Used to be simple • Former employers have been sued for recommending poor employees• Employees sue for libel for poor recommendations– No requirement to give recommendation• Organizations just give the
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