Employee Reference Checks and Performance Assessment

Podcast

Play an AI-generated podcast conversation about this lesson

Questions and Answers

What is one benefit of differentially weighting dimensions in performance ratings?

It makes all dimensions equally important.

It may help in reducing racial and other biases. (correct)

It allows for subjective ratings based solely on personal opinion.

It focuses solely on the financial performance of employees.

What error occurs when a rater uses only one part of the rating scale?

Distribution error (correct)

Leniency error

Central tendency error

Recency error

What does the employment-at-will doctrine imply for organizations?

Organizations have the right to hire or fire employees at any time. (correct)

Employees can only be terminated for misconduct.

Organizations must provide two weeks' notice before termination.

Employees have guaranteed job security until retirement.

What is the impact of documentation in performance management?

It can be used to defend against legal actions by employees. Signup and view all the answers

What is a characteristic of leniency error in performance ratings?

It causes raters to give inflated ratings to most employees. Signup and view all the answers

What method allows for the assessment of an employee's performance based on frequently observed behaviors?

Behavioral Observation Scale (BOS) Signup and view all the answers

What is the 'contamination' in the context of performance evaluation?

Influence of external factors on an employee's criterion score. Signup and view all the answers

Which of the following rating scales requires supervisors to select the most typical behavior from a list?

Force Choice Rating Scales Signup and view all the answers

What does the compensatory approach in performance evaluation imply?

Lower scores can be offset by higher scores from other tests. Signup and view all the answers

What is the purpose of the 'Rule of Three/Five' in selection processes?

To allow hiring authorities to choose from the top scorers. Signup and view all the answers

What does the Spearman-Brown formula help to adjust for in cognitive ability tests?

The correlation between the test and job performance Signup and view all the answers

In the context of hiring, what does the term 'composite score' refer to?

A single score that is the sum of several item scores Signup and view all the answers

Which of the following describes the 'cut-off approach' in hiring decisions?

A method where applicants must exceed a certain score to be considered Signup and view all the answers

What is the primary purpose of using the K-R 20 formula in testing?

To assess tests that contain dichotomous items only Signup and view all the answers

What does a 'qualified workforce' refer to in the context of job performance?

The percentage of people with the necessary skills for a job Signup and view all the answers

Which readability assessment method focuses on the number of commonly known words used in a document?

Dale-Chaff Index Signup and view all the answers

What analysis method considers life, school, military, community, and work experiences to predict employee tenure?

Biodata Signup and view all the answers

Which method is characterized by multiple assessment approaches allowing direct observation of applicants?

Assessment Centers Signup and view all the answers

In the context of readability, which index analyzes sentence length and the number of syllables per 100 words?

Flesch Index Signup and view all the answers

Which approach cannot obtain information from employees who have quit or been fired?

Questionnaire approach Signup and view all the answers

Which method uses sentence length and the percentage of unsuccessful employees for scoring biodata?

Vertical Percentage method Signup and view all the answers

Which readability analysis method looks at the length of sentences and the number of three-syllable words?

Frequency of Gobbledygook Index Signup and view all the answers

What selection tool involves applicants performing actual job-related tasks?

Work samples Signup and view all the answers

What is the primary purpose of the Leaderless Group Discussion in the hiring process?

To evaluate group problem-solving and communication abilities Signup and view all the answers

Which of the following is NOT typically assessed in In-Basket Training?

Creativity Signup and view all the answers

What type of test is used to measure personality traits and predict job performance?

Interest inventories Signup and view all the answers

What skill is NOT evaluated by Business Games during the hiring process?

Technical skills Signup and view all the answers

Which of the following statements about drug testing is true?

It is considered one of the most controversial testing methods Signup and view all the answers

Which of the following types of employees is NOT explicitly listed in the types of employment described?

Contract employees Signup and view all the answers

What is the main focus of the Objective Tests in predicting employee performance?

Assessing job-related knowledge and skills Signup and view all the answers

Which personal attribute is primarily evaluated through Personality-Based Integrity Tests?

Trustworthiness Signup and view all the answers

What is the primary focus of behavior modeling in training?

Observing and imitating desired behaviors Signup and view all the answers

How does on-the-job training (OJT) primarily benefit employees?

By allowing learning while performing job tasks Signup and view all the answers

Which of the following best describes a practicum?

An experiential learning opportunity Signup and view all the answers

What is a common feature of interactive video training?

Trainees select responses that alter the video outcome Signup and view all the answers

What distinguishes a teleconference from other training methods?

It combines video and audio for distance training Signup and view all the answers

What advantage do blogs and wikis provide in a training context?

They enable real-time discussions and information sharing Signup and view all the answers

Which training method is designed for real-time application of learned skills?

On-the-job training (OJT) Signup and view all the answers

What is a primary goal of any training program as suggested in the content?

To increase a particular skill for promotion or pay raise Signup and view all the answers

Study Notes

Evaluating References

Reference checks confirm resume and application accuracy
References provide opinions on applicant ability, performance, work habits, character, and potential
Letters of recommendation express opinions on an applicant's traits
Negligent hiring occurs when an organization hires without reference checks, and the employee commits a crime

Policy Guidelines in Reference Checks

Reference checks ensure selection process integrity
Confidential positions require face-to-face reference checks
Telephone inquiries are acceptable if face-to-face isn't possible
Reference checks should find background information and check for discipline issues

Predicting Performance using Applicant's Ability

Ability tests assess skill learning and performance
Cognitive ability tests measure comprehension, expression, numerical skills, and general learning
Cognitive ability tests are commonly used because they predict performance well
Wonderlic Personnel Test and CAT are industry-standard examples of cognitive ability tests

Predicting Performance using Applicant's Knowledge

Job knowledge tests assess applicant job knowledge
Job knowledge tests measure acquired familiarity with a profession

Physical Examinations

Physical examinations evaluate physical fitness for job duties
Medical examinations screen out employees unsuitable for the work
Medical examinations identify communicable diseases or drug use

Methods of Determining Readability Level

Dale-Chall Index assesses common words
Flesch Index analyzes sentence length and syllables per 100 words
Fry Readability Graph analyzes sentence length and syllables per word

Predicting Performance Using Prior Experience

Biodata assesses applicant life, school, military, community, and work experiences
Personnel files provide information on prior employment, education, and interests
Questionnaires collect information from applicants via surveys
Vertical Percentage method scores biodata by subtracting unsuccessful employee responses from successful employee responses

Predicting Performance Using Personality, Interest, and Character

Personality, interest, and character tests help understand applicant qualities
Tests cover normal personality, psychopathology, projective aspects, objective tests, and interest inventories

Testing in Industrial Settings

Mental Measurement Yearbook contains reliability and validity information on psychological tests
Reliability: stability and error-free test scores
Test-retest reliability examines test consistency over time
Alternate-forms reliability compares different test versions
Internal consistency assesses the similarity of test items
Item homogeneity ensures items measure the same traits
Split-half method divides tests into halves to assess internal consistency
K-R 20 formula adjusts test correlation when items are reduced
Validity: test inferences are justified by evidence
Content validity measures if test items represent the subject matter's scope
Construct validity assesses the test's ability to measure an idea
Criterion validity links test scores to an outcome measure
Concurrent validity relates current test scores to existing work performance
Predictive validity relates tests to future performance
Validity Generalization (VG) determines valid tests in different locations
Known-group validity tests differentiate known groups with a specific trait

Making the Hiring Decision

Selection focuses on finding the right person
Placement focuses on finding the right job
Nepotism favors relatives of current employees
Qualified workforce: qualified people for specific roles in a specific area.

Performance Evaluation

Behavioral Observation Scales (BOS) evaluate behavior frequency
Behaviorally Anchored Rating Scales (BARS) compare behavior with benchmarks
Force Choice Rating Scales force supervisors to choose the most representative behavior
Mixed-Standard Scales compare employee behavior to described standards

Determining Training Needs

Need analysis identifies training requirements
Organizational analysis evaluates organizational factors for training success
Task analysis identifies task skills
Person analysis analyzes employee knowledge levels

Training Models

In-house trainers provide internal training
External trainers provide expert-level training
Case studies analyze specific cases for training
Living cases use real-world examples in training

Distance Learning

Asynchronous learning permits flexible scheduling
Synchronous learning requires specific timing

Studying That Suits You

Use AI to generate personalized quizzes and flashcards to suit your learning preferences.

Description

This quiz covers the importance of reference checks in the hiring process, including how they assure accuracy and integrity in candidate selection. It also explores the role of ability tests, particularly cognitive ability tests, in predicting an applicant's job performance and potential. Understand key policies and practices for effective reference checking.