PSY 255 Exam 2 Study Guide Professor Kevin Hoff When The second exam will be in person from 3 4 20pm on Tuesday March 19 Be sure to bring a pencil and a photo ID Where Brody Hall Room 112 our normal classroom What 40 multiple choice questions each question is worth 2 5 points 100 total points The exam will cover all lecture slides since the first exam Assessment Methods Selecting Employees and Training This study guide is designed to help you organize material while studying but you should focus primarily on the lecture slides which is what the exam will focus on Chapter 5 Assessment Methods Define predictors and tests Know the different formats of testing o Speed vs Power o Individual vs Group o Paper n pencil vs Performance vs Computer adaptive testing see end of Chapter 5 for this latter term Know the characteristics of good tests as applied to hiring o Valid o Reliable o Practical o Sensitive o Fair Incremental validity and combining multiple tests Be familiar with the validity of major assessment methods used to predict job performance as found in the Table from Sackett et al 2022 In addition know the following o Cognitive ability tests complexity levels Define cognitive ability and how it relates to job performance across job Know the difference between general and specific cognitive abilities Issues associated with using cognitive ability tests for hiring o Psychomotor ability tests o Personality tests Know what they assess and when they are useful Know the Big 5 personality traits and example items for each trait Issues in personality tests o Emotional Intelligence EI tests Know the difference between ability based EI and self report EI and how self report EI relates to the Big Five personality traits o Integrity Tests o Vocational Interests Know what they are and the two ways of assessing integrity Know the dominant model for assessing interests RIASEC o Work Samples and Situational Judgement Tests Know what they are and any drawbacks o Assessment Centers Know what they are example activities and the drawbacks o Biographical information biodata Know what it is and how items are developed o Interviews How strongly do they relate to job performance Levels of interview structure 3 main types of questions experience based situational knowledge based What do interviews actually measure Common interviewer biases Know the basics about interview questions and the law o Other relevant predictors Years of Experience Recommendation letters Social Media for assessment Chapter 6 Selecting Employees Steps for acquiring new employees o 1 HR planning Selection versus training approaches to HR planning Pros and cons of each approach o 2 Recruiting Issues with employee referrals Applications of technology how recruiters reach candidates Bias in recruiting case study Facebook Person Environment P E Fit what it is and why it s important Types of fit and dimensions of fit Know Schneider 1987 Attraction Selection Attrition Theory and its implications for organizational survival and change o 3 Selecting applicants Know the key decisions for how to select applicants Know the major decision making methods for selecting applicants multiple cutoffs multiple hurdles differential weighting of predictors e g multiple regression o 4 Hiring getting applicants to accept their offers Know factors that influence decisions to accept jobs Realistic job previews Evaluating a staffing system o How does an organization know if its staffing system is working Cost Time Turnover Criterion validity o Predictive vs Concurrent validation study designs o What is cross validation and why is it important o Validity generalization what is it and how does it relate to meta analysis o Utility of selection devices know definition and what it s influenced by Base rate Selection ratio Validity of selection device Selection errors and hits be familiar with the matrix on the Utility Example slide showing 4 quadrants of true false and negatives positives Legal issues know the basics about laws in place to protect workers Civil Rights Act 1964 Americans with Disabilities Act 1990 Uniform Guidelines for Employee Selection 1978 Adverse Impact what is it Affirmative Action Policies Chapter 7 Training Why is training important o Definitions of training and learning o Know difference between training and selection Assessing training needs at 3 levels of analysis o Organizational analysis o Job Task analysis o Person Demographic analysis Principles of learning o Feedback and active learning o Sequencing of content to be learned whole vs part o Massed vs distributed practice o Meaningfulness of material o Overlearning o Transfer of training know how to increase transfer Know identical elements theory and what fidelity means Training delivery o On site vs off site pros and cons o Advantages of 8 major training methods o Other methods of training note these partially overlap with the table Lecture based Corporate universities Coaching Distance learning e learning Simulators virtual reality training Training evaluation o Kirkpatrick s taxonomy Internal criteria reactions and learning External criteria behavior and results Pre posttest designs Control group designs Solomon 4 group designs o Know the design of each of the following types of training evaluation studies