Flashcards in Chapter 17 Vocab Deck (20)
Work Sample Tests
Hands-on simulations of part or all of the work that applicants for routine jobs must perform.
A set of performance-simulation tests designed to evaluate a candidate's managerial potential.
The combination of effectiveness and efficiency at doing your core job tasks.
Actions that contribute to the psychological environment of the organization, such as helping others when not required.
Actions that actively damage the organization, including stealing, behaving aggressively toward co-workers, or being late or absent.
A way of evaluating the behaviors that are key in making the difference between executing a job effectively and executing it ineffectively.
Graphic Rating Scales
An evaluation method in which the evaluator rates performance factors on an incremental scale.
Behaviorally Anchored Rating Scales (BARS)
Scales that combine major elements from the critical incident and graphic rating scale approaches. The appraiser rates the employees based on items along a continuum, but the points are examples of actual behavior on the given job rather than general descriptions or traits.
Method of performance evaluation where an employee's performance is made in explicit comparison to others (e.g., an employee may rank third out of ten employees in her work unit).
Group Order Ranking
An evaluation method that places employees into a particular classification, such as quartiles.
An evaluation method that rank-orders employees from best to worst.
What are the most useful methods of initial selection?
What are the most useful methods of substantive selection?
What is contingent selection?
What are the similarities and differences among the four main types of training?
What are the similarities and differences between formal and informal training methods?
What are the similarities and differences between on-the-job and off-the-job training?
What are the methods of performance evaluation?
How can managers improve performance evaluations?