Human Resource Mgmt 11th Ed. Chapter 8
Terms
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- Behavioral interview
- Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past.
- Cognitive ability tests
- Tests that measure an individual’s thinking, memory, reasoning, verbal, and mathematical abilities.
- Expatriate
- Citizen of one country who is working in a second country and employed by an organization headquartered in the first country.
- Host-country national
- Citizen of one country who is working in that country and employed by an organization headquartered in a second country.
- Negligent hiring
- Occurs when an employer fails to check an employee’s background and the employee injures someone.
- Negligent retention
- Occurs when an employer becomes aware that an employee may be unfit for employment, continues to employ the person, and the person injures someone.
- Non-directive interview
- Interview that uses questions developed from the answers to previous questions.
- Panel interview
- Interview in which several interviewers meet with the candidate at the same time.
- Person-organization fit
- The congruence between individuals and organizational factors.
- Person/job fit
- Matching the KSAs of people with the characteristics of jobs.
- Physical ability tests
- Tests that measure an individual’s abilities such as strength, endurance, and muscular movement.
- Placement
- Fitting a person to the right job.
- Predictors
- Measurable or visible indicators of a selection criterion.
- Psychomotor tests
- Tests that measure dexterity, hand-eye coordination, arm-hand steadiness, and other factors.
- Realistic job preview (RJP)
- Process through which a job applicant receives an accurate picture of a job.
- Selection
- Process of choosing individuals with qualifications needed to fill jobs in an organization.
- Selection criterion
- Characteristic that a person must have to do a job successfully.
- Situational interview
- Structured interview composed of questions about how applicants might handle specific job situations.
- Situational judgment tests
- Tests that measure a person’s judgment in work settings.
- Stress interview
- Interview designed to create anxiety and put pressure on applicants to see how they respond.
- Structured interview
- Interview that uses a set of standardized questions asked of all job applicants.
- Team interview
- Interview in which applicants are interviewed by the team members with whom they will work.
- Third-country national
- Citizen of one country who is working in a second country and employed by an organization headquartered in a third country.
- Work sample tests
- Tests that require an applicant to perform a simulated job task.