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Werknemer - Tekstboek

29 important questions on Werknemer - Tekstboek

What are the five techniques for the assessment of characteristics that are frequently used for selection and placement?

1. Psychological test
2. Biographical information forms
3. Interview
4. Work Sample
5. Assessment center

What is a psychological test?

A standardized series of problems or questions that assess a particular individual characteristics. Psychological tests are commonly used to assess many KSAO's. They are compromised of multiple items, which are indicators of the characteristics of interest.

What are the characteristics of psychological tests?

1. Group Versus Individually Administered Tests
2. Closed-Ended (multiple choice) or Open-Ended Tests
3. Paper-and-Pencil Versus Performance Tests

4. Power (unlimited time) Versus Speed Tests

What are the two kinds of Ability Tests? What is the name of such a test?

1. Cognitive ability test: IQ test and Personnel Test for Industry (PTI)
2. Psychomotor ability test: Purdue Pegboard Dexterity Test

What is the mentioned Knowledge and Skill Test?

Bennet Mechanical Comprehension Test

What is a personality trait?

The predisposition or tendency to behave in a particular way across different situations

What are the two concerns with the use of personality tests for employee selection?

1. There is the possibility that job applicants will fake responses to the test by answering the items in the manner they believe will put them in the most favorable light.
2. Personality tests do not always appear to be as job relevant as other assessment devices

What are the two types of EI assessments?

1. The trait type measures EI as a personality characteristic that is accessible to the person's awareness.

2. The ability type has a multiple-choice format with one right answer per question. It is based on the assumption that people cannot directly report their EI because it is not accessible to awareness.

What are the two types of integrity tests?

1. Overt integrity test: assesses a person's attitudes and prior behavior. It asks the person to indicate agreement or disagreement with statements concerning honesty and moral behavior.

2. Personality integrity test: assesses personality characteristics that have been found to predict counterproductive behavior.

What is a vocational interest test?

Matches either the interests or the personality of the test taker to those of people in a variety of different occupations and occupational categories. For example 'Self-Directed Search'.

Which two kinds of biographical inventory are there?

1. The emperical biographical inventory: developed by administering a large number of potential items to a group of employees in a particular job.
2. The rational biographical inventory: developed by beginnings with an analysis of KSAO requirements and then devising items that reflect those KSAOs

What are the two ways an interview can be used?

1. As an alternative to an application form or a written questionairre to collect information.

2. To make inferences about a person's suitability for a job based on both the person's answers to questions and his or her behavior in the interview situation.

What are the two adventages of an interview?

1. Allows for longer and more detailed answers to questions.

2. Allows both the interviewer and the interviewee to ask one another for clarification.

What is a work sample?

An assessment device that requires a person to demonstrate how well he or she can perform the tasks involved in a job under standardized conditions.

What are types of excersises of an assessment center?

1. In-basket exercise: asks the assessee to pretend that it is the first day of a new job and he or she has found a series of items in his or her in-basket.
2. Leaderless group excersise
3. Problem-solving simulation
4. Role-play excersise

What are the four steps for acquiring new employees?

1. Planning the need of employees
2. Getting appropriate people to apply for positions (recruitment)
3. Deciding whom to hire (selection)
4. Getting the selected people to take the jobs

What is an human resource plan?

This includes both a consideration of the organization's needs for people and the supply of possible people to hire. Forecast of human resource demands usually list the number of people needid in each job category.

What are the six sources of applicants that are commonly used by organizations?

1. Advertising
2. Emplyee Referral
3. Employment Agencies
4. School Recruiters
5. Walk-ins
6. The Web

What are the two reasons for the superiority of inside sources?

1. Such applicants receive more accurate information about the job and so they prescreen themselves out of jobs for which they aren't suited.
2. Recommenders will assess fit before suggesting someone for a job. Employees can have a personal stake in hiring good people in their own areas, and so they will attempt to screen out those people who aren't suitable

What are two important elements in employee selection?

1. Criterion, which is the definition of good employee performance
2. Predictor, which is anything assessed in job applicants that relates to the criterion.

What are the five steps of a validation study?

1. Conduct a job analysis
2. Specify job performance criteria
3. Choose predictors
4. Validate the predictors
5. Cross-validate

What are the two types of study designs for a validation study?

1. Concurrent validation study: both the criterion and the predictor scores are collected from a sample of participants at more or less the same point in time.

2. Predictive validity study: The predictors are measured before the criterion. A sample of job applicants is assessed on the predictor, but scores on that predictor are not used in deciding who to hire. In other words, we hire applicants who are both high and low on the predictor.

Both are equally effictive. Predictive study take a longer time.

What is validity generalization?

Validities of selection devices are generalizable or transportable from job to job and organization to organization.

What are the two uses of predictor information?

1. Multiple hurdles approach sets a passing score for each predictor. If an applicant achieves that score, then the hurdle is passed.
2. Regression approach uses the score from each predictor in an equation to provide a numerical estimate of forecast of the criterion.

What are the five steps to developing an effective training program?

1. Conduct training needs assessment
2. Set objectives
3. Design training
4. Deliver training
5. Evaluate training

What is transfer of training?

Employees will apply what they have learned on the job.

Trainee characteristics, Training design and work environment affect learning, which affects transfer of training to the job.

What are the three trainee characteristics that affects training outcomes?

1. Ability
2. Attitudes
3. Motivation (giving external rewards or by making the training interesting to the trainees)

What are the (dis)adventages of E-Learning?

Adventages:
1. Great deal of control over the training
2. Rapid development and modification of training materials
3. Can be combined with other methods (blended learning)
5. Can be easily customized to meet individual employee needs

Disadventages:
1. There is no trainer to help motivate a trainee
2. (In their own) time

What are the five steps of evaluation of a training program?

1. Set Criteria
- Training-level criteria: Reactions and Learning
- Performance-level criteria: Behavior and Results

2. Choose Design
- Pretest-posttest design
- Control group design

3. Choose measures of criteria
- Reactions criteria: questionairre
- Learning criteria: test
- Performance criteria: measured in the job setting

4. Collect Data

5. Analyze and interpret Data
- simple t-test

The question on the page originate from the summary of the following study material:

Inleiding in de arbeids- en organisatiepsychologie

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