What refers to the degree to which a test actually predicts or correlates with job performance?

human resource management

formal systems for the management of people within an organization

the knowledge, skills, and abilities of employees that have economic value

Determines what is done and what should be done on a given job

tasks, duties and responsibilities in performing the job

the skills, knowledge, and other characteristics needed to perform the job

the development of a pool of applicants for jobs in an organization

choosing from among qualified applicants to hire into an organization

selection technique that involves asking all applicants the same questions and comparing their responses to a standardized set of answers

a managerial performance test in which candidates participate in a variety of exercises and situations

the consistency of test scores over time and across alternative measurements

the degree to which a selection test predicts or correlates with job performance

criterion-related validity

degree to which a test actually predicts or correlates with job performance

the degree to which selection tests measure a representative sample of the knowledge, skills and abilities required for the job

the process of helping people who have been dismissed form the company regain employment elsewhere

the legal concept that an employee may be terminated for any reason

a discussion between a manager and an employee about the employee's dismissal

Fair Labor Standards Act (1938)

creates exempt and non exempt employee categories, governing overtime and other rules, sets minimum wage and child labor laws

prohibits different pay for males and females for the same work 1963

Title VII of Civil Rights act

prohibits discrimination based on race, sex, color religion or national origin in employment decision

The Worker Adjustment and Retraining Notification Act requires that organizations provide advance notice to employees in certain downsizing situations.

teaching lower-level employees how to perform their present jobs

helping managers and professional employees learn the broad skills needed for their present and future jobs

an analysis identifying the jobs, people and departments for which training is necessary

general - training designed to introduce new employees to the company and familiarize them with policies, procedures, culture and the like

training that provides employees with the skills and perspectives they need to collaborate with others

programs that focus on identifying and reducing hidden biases against people with difference and developing the skills needed to manage a diversified network

assessment of an employer's job performance

a process in which objectives set by a subordinate and a supervisor must be reached within a given time period

process of using multiple sources of appraisal to gain a comprehensive perspective on one's performance

refers to the choice of being a high-, average- , or low-paying company

the choice of how to price different jobs within the organization

Occupational Safety and Health Act

Federal law enacted in 1970 to ensure safe and healthful working conditions for every working person

the system of relations between workers and management

national labor relations act (wagner act)

declared labor organizations legal, established five unfair employer labor practices and created the NLRB

Labor-Management Relations Act

Legislation passed in 1947 that addressed many concerns raised by business owners and shifted the balance of power again; commonly known as the Taft-Hartley Act

the use of a neutral third party to resolve a labor dispute

an organization with a union and union security clause specifying that workers must join the union after a set period of time

legislation that allows employees to work without having to join a union

process in which employers negotiate with labor unions about hours, wages, and other working conditions.

Definition of Criterion Validity:

Criterion validity is the most powerful way to establish a pre-employment test’s validity. Also called concrete validity, criterion validity refers to a test’s correlation with a concrete outcome. In the case of pre-employment tests, the two variables being compared most frequently are test scores and a particular business metric, such as employee performance or retention rates.

The relationship between test performance and a business metric can be quantified by a correlation coefficient (ranging from -1.0 to +1.0), which can be used to demonstrate how strongly correlated two variables are depending on how close the number is to -1.0 or +1.0. The more correlated the two variables are, the more predictive validity the test has. In the case of pre-employment testing, the more correlated test scores are with job performance, the more likely the test is to predict future job performance. And as with most correlations, criterion validity can only be established with large sample sizes, making it somewhat challenging to measure.

There are two main types of criterion validity: concurrent validity and predictive validity. Concurrent validity is determined by comparing tests scores of current employees to a measure of their job performance. Comparing test scores with current performance ratings demonstrates how correlated the test is for current employees in a particular position. For example, a company could administer a sales personality test to its sales staff to see if there is an overall correlation between their test scores and a measure of their productivity.

Predictive validity, however, is determined by seeing how likely it is that test scores predict future job performance. If an employer's selection testing program is truly job-related, it follows that the results of its selection tests should accurately predict job performance. In other words, there should be a positive correlation between test scores and future job performance. Determining predictive validity is a long-term process that involves testing job candidates and then comparing their test scores to a measure of their job performance after they have occupied their positions for a long period of time.

Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?

Which of the following indicates that an employment test is reliable?

Is a managerial performance test in which candidates participate in a variety of exercises and situations?

What are the two main types of employment testing quizlet?