WSU MGMT 455 - Final Exam Study Guide (11 pages)

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Final Exam Study Guide



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Final Exam Study Guide

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Pages:
11
Type:
Study Guide
School:
Washington State University
Course:
Mgmt 455 - Staffing
Staffing Documents
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MGMT 455 Exam 3 Study Guide Initial selection instruments p 401 p 514 o Rough screening to reduce costs o Used to minimize the costs associated with substantive assessment methods by reducing the number of people assessed o Predictors typically used to screen candidates from applicants include application blanks biographical information reference reports and initial interviews Resumes Applications Biodata surveys References background checks Initial interviews Substantive selection instruments p 469 p 528 o More depth for validity o Substantive assessment methods are used to make more precise decisions about applicants among those who meet minimum qualifications for the job who are the most likely to be high performers if hired o Developed using logic of prediction o Predictors used to select finalists from the candidate pool include personality tests ability tests emotional intelligence tests performance tests and work samples situational judgment tests integrity tests interest values and preference inventories structured interviews and team assessments o Ability tests Measures that assess an individual s capacity to function in a certain way Cognitive ability tests refer to measures that assess abilities involved in thinking memory reasoning verbal and mathematical abilities and the expression of ideas Psychomotor ability tests measure the correlation of thought with bodily movement Reaction time arm hand steadiness control precision and manual and digit dexterity Physical abilities tests measure muscular strength cardiovascular endurance and movement quality Upper body strength Abdominal strength Aerobic endurance Physical mobility Sensory perceptual abilities tests assess the ability to detect and recognize environmental stimuli Example flight simulator used as part of the assessment process for airline pilots Job knowledge tests attempt to directly asses an applicant s ability to comprehend job requirements o o Personality tests pg 428 The big five Extraversion sociable Agreeableness trusting Conscientiousness purposeful Emotional stability calm Openness to experience curious Emotional intelligence ability to monitor one s own and others feelings to discriminate among them and to use this information to guide one s thinking and action Self awareness Self regulation Self motivation Empathy Social skills Measures emotional stability and conscientiousness Emotional intelligence scores Locus of control scores Measuring instruments International personality item pool Personal characteristics inventory Hogan personality inventory Performance tests and Work samples Performance tests are mechanisms to assess actual performance rather than underlying capacity or disposition For example Chrysler asks applicants for its assembly line jobs to try assembling auto parts and applicants for executive level positions undergo a day in the life simulation in which they play the role of plant manager a process that has been followed by Hyundai and Mitsubishi Performance tests measure what the person actually does on the job Examples internships job tryouts and probationary periods A work sample is designed to capture parts of the job for example a drill press test for a machine operators and a programming test for computer programmers Motor vs Verbal Work Samples Motor work sample test involves the physical manipulation of things o Examples include a driving test and a clothes making test A verbal work sample test involves a problem situation requiring language skills and interaction with people o Examples include role playing tests that simulate contact with customers and an English test for foreign teaching assistants High versus low fidelity tests High fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job o Example is the one used in the petroleum industry to select truck drivers The test is on a computer and mimics all the steps taken to load and unload fuel from a tanker to a fuel reservoir at a service station o o o o Low fidelity test simulates the task in a written or verbal description and elicits a written or verbal response rather than an actual response o Example is describing a work situation to job applicants and asking them what they would do in that particular situation Computer interaction performance tests vs paper and pencil tests Situational judgment These tests place applicants in hypothetical job related situations where they are asked to choose a course of action from several alternatives For example applicants for a 911 operator position may listen to a series of phone calls and then are asked to choose the best response from a series of multiple choice alternatives Integrity tests best used for theft prevention Overt transparency problems Veiled invasiveness problems Interest tests values preferences and aptitudes Attempt to assess the activities individuals prefer to do both on and off the job Strong Vocational Interest Blank Myers Briggs Type Inventory Best used for Career counseling Career choices Employee development Interviews Typical interviewing problems Reliability problems Interviewer skills levels Negative vs positive impressions The issues of halo error Personal biases diversity concerns Memory recall limitations Locus of control o Your orientation toward change o Contingent upon your own action internal vs contingent upon outside forces external Bio Data o Personal history information on an applicant s background and interests o The best predictor of future behavior is past behavior References and Background Checks o Letters of recommendation o Reference checks o Background checks Structured Interviews p 457 o Very standardized job related method of assessment o o o Has the following characteristics Questions are based on job analysis The same questions are asked of each candidate The response to each question is numerically evaluated Detailed anchored rating scales are used to score each response Detailed notes are taken particularly focusing on interviewees behaviors Situational assess an applicant s ability to project what his or her behavior would be in future hypothetical situations Experience based assess past behaviors that are linked to the prospective job Developing structured interviews p 461 o Prepare written questions each question must be directly related to a core competency or KSAO o Prepare benchmark responses o Establish weighted scores for each benchmark response Validity Cost Applicant reaction


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