Multiple hurdle system
involves a minimum cut-off being set on one predictor that entitles candidate to proceed to next hurdle
Multiple cut-off selection technique
applicant must succeed on all predictors; tests not administered in any particular order
Job evaluations help to determine:
wages compared to other employees
wages within organization
Job evaluation - value
identified by compensable factors: skill, responsibility/accountability, working conditions
Observable things employees do to contribute to the goals of the organization
Americans with Disabilities Act (ADA)
Requires that employers with 15 or more employees give applicants with disabilities the same consideration for a position that a non-disabled applicant would receive. Also, when feasible, an employer must make reasonable accommodations.
Super's Career Development Theory
Applying lifespan and life space into a coherent career identity development theory; graphically represented as a life-career rainbow. Life space=social roles; lifespan=stage of life or stage of career; not everyone goes thru all stages; some may recycle back thru with new careers
Super's growth stage
Age 4-13; developing a personal self-concept; understanding of meaning and utility of work.
Super's exploration stage
Age 14-24; examining oneself; developing realistic sense of self; trying out different roles; expanding awareness of vocational possibilities
Super's establishment stage
Age 25-45; focusing efforts into a single career; advancing in that career; phase with the most creative output in one's vocation
Super's maintenance stage
Age 45-65; emphasizes keeping employment; identifying personal limitations; focus on concerns over newly hired competition; learning new skills to keep up
Super's disengagement stage
Age 65+; process of pulling away from one's duties; reducing responsibilities at work for mental, physical, or emotional reasons; eventually results in retirement and immersion in other life roles
Tiedman and O'Hara's Career Development
Using cognitive development theory as a base, career development viewed as an element of one's ego identity and as a continuing process throughout one's lifetime.
Tiedman and O'Hara's differentiation
Making distinctions about different aspects of oneself and one'e environment
Tiedman and O'Hara's Integration
Unifying these different aspects and results in making better decisions, more refined goals, and developing useful plans
Tiedman and O'Hara's Decision making
seven stages: exploration crystalliation, choice, clarification, induction, reformation, and integration
Tiedman and O'Hara's styles of decision-making
Planning (most effective), intuitive, impulsive, agonizing, delaying, paralytic, fatalistic, and compliant.
Viewed career and vocation as a combination of 8 life roles, including: child, student, leisure, citizen, worker, spouse, homemaker, pensioner.
Holland's Vocational Theory
Holland proposed that people like to be around others who have similar personalities; in choosing a career, it means that people choose jobs where they can be around other people who are like them.
Krumboltz's Social Learning Theory of Career Choice and Counseling
Focuses on interacting with the environment in making career decisions, with emphasis on the learning resulting from those interactions.
What do specific and difficult goals do for employees?
Enhances motivation and performacne and keeps bx goal-oriented
Critical Incident Technique
For each employee, positive and negative behaviors that are assumed to influence job performance and noted and tallied. Results used to encourage pos bx and correct neg ones
Order of merit comparison
AKA simple ranking, this method of employee comparison involves ranking employees in terms of their performance on some specified dimension of job performance; it is easier, yet less precise, then paired comparison
Peers are likely to interact with fellow employees more frequently and know more about daily performance. There are several types of peer appraisal including: peer nominations, peer ratings, and peer rankings.
Most useful for id'ing persons w/extreme high or low levels of KSAOs
best for providing feedback
best for discriminating various levels of performance from highest to lowest on each dimension
Paired comparison model
Used to compare all individuals within a group to each other, or individuals with the same job title to each other on various dimensions of a job or task