Podcast
Questions and Answers
Which of the following best describes the primary reason for assessing the usefulness of selection measures?
Which of the following best describes the primary reason for assessing the usefulness of selection measures?
- To evaluate their alignment with organizational values.
- To determine their impact on employee morale.
- To predict how well they forecast job performance. (correct)
- To ensure compliance with legal requirements.
An employee consistently fails to meet deadlines, requiring team members to compensate for their lack of productivity. This behaviour is best categorized as:
An employee consistently fails to meet deadlines, requiring team members to compensate for their lack of productivity. This behaviour is best categorized as:
- Contextual Performance
- Task Performance
- Organizational Citizenship Behaviour
- Counterproductive Work Behaviour (correct)
How do individual performance measures relate to criteria and performance dimensions within a job?
How do individual performance measures relate to criteria and performance dimensions within a job?
- Individual performance measures create performance dimensions and influence the criteria, and this isn't related to any broader organizational objectives.
- Individual performance measures are unrelated to broader performance dimensions or criteria.
- Individual performance measures provide specific data points that contribute to an overall assessment based on established criteria and aligned with key performance dimensions. (correct)
- Individual performance measures are the only factor when assessing employees, and this is unrelated to any broader performance dimensions.
An employee is observed spreading malicious rumors about a colleague, creating hostility in the workplace. Under which type of counterproductive work behaviours would this fall?
An employee is observed spreading malicious rumors about a colleague, creating hostility in the workplace. Under which type of counterproductive work behaviours would this fall?
What is the significance of ensuring that job performance measures are scientifically sound?
What is the significance of ensuring that job performance measures are scientifically sound?
What is the primary advantage of using Behaviorally Anchored Rating Scales (BARS) in performance appraisal?
What is the primary advantage of using Behaviorally Anchored Rating Scales (BARS) in performance appraisal?
How do Behavior Observation Scales (BOS) differ from Behaviorally Anchored Rating Scales (BARS)?
How do Behavior Observation Scales (BOS) differ from Behaviorally Anchored Rating Scales (BARS)?
Why is job performance considered important in recruitment and selection processes?
Why is job performance considered important in recruitment and selection processes?
In the context of evaluating a security dispatcher's performance, which of the following behavioral anchors would best assess their competency in 'handling emergencies'?
In the context of evaluating a security dispatcher's performance, which of the following behavioral anchors would best assess their competency in 'handling emergencies'?
What determines the usefulness of a selection system in a company?
What determines the usefulness of a selection system in a company?
Flashcards
Task Performance
Task Performance
Activities that directly contribute to the core tasks of a job.
Contextual Performance
Contextual Performance
Behaviours that support the organizational, social, and psychological context of work.
Counterproductive Work Behaviours
Counterproductive Work Behaviours
Actions that intentionally hinder organizational goal accomplishment.
Performance Prediction
Performance Prediction
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Poor Job Performance
Poor Job Performance
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BARS (Behaviourally Anchored Rating Scales)
BARS (Behaviourally Anchored Rating Scales)
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BOS (Behavior Observation Scales
BOS (Behavior Observation Scales
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What is job Performance linked to?
What is job Performance linked to?
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Usefulness of a selection system
Usefulness of a selection system
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Recruitment and Selection
Recruitment and Selection
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Study Notes
- Job performance is important in recruitment and selection.
- Appreciate the important role job performance plays in selection and assessment.
- Understand the relationship among individual performance measures, criteria, and performance dimensions related to a job.
- Appreciate the technical aspects of measuring job performance.
Job Performance Types
- Task Performance is part of it
- Contextual Performance is part of it
- Counterproductive Work Behaviours is included
Counterproductive Work Behaviours
- Types of counterproductive work behaviours include:
- Tardiness: Being late for work.
- Absence: Not showing up for scheduled work.
- Presenteeism: Lost productivity when employees show up but are not fully engaged due to personal health or life issues.
- Workplace Deviance: Voluntarily violating significant organizational norms, threatening the organization, coworkers, or both.
- Production Deviance: Primarily passive acts directed against the organization.
- Psychological Withdrawal: Employees withhold effort and don't perform to their fullest.
- Employee Theft: Stealing the organization's property, including money.
- Workplace Aggression and Violence: Behaviours intended to cause physical or psychological harm to other employees.
- Bullying: Offensive, intimidating, malicious, or insulting behaviour intended to undermine, humiliate, or injure.
- Understand the different types of counterproductive work behaviours.
Measuring Performance
- The usefulness of selection measures is assessed by how well they predict performance.
- Developing and using scientifically sound measures of job performance is important in selection and assessment.
- Understand what constitutes acceptable criteria for assessing performance.
- The usefulness of any selection system is determined by how well it predicts job performance as measured by job-related criteria.
- Different factors affect criteria and the pros and cons of combining different criterion measures to form composites
Rating Scales
- A poor rating scale doesn't define the trait being measured or provide instructions.
- Labels for values are subjective and open to interpretation
Improved Rating Scale
- Defines "Effort" and has instructions, but value labels remain subjective.
- Effort definition: Amount of energy to complete work professionally.
Behaviourally Anchored Rating Scales (BARS)
- Use empirically derived critical incident job behaviours to anchor values on a rating scale.
- Use empirically derived critical incident job behaviours to anchor the values placed on a rating scale.
Behaviour Observation Scales (BOS)
- Very similar to BARS.
- Starting point is an analysis of critical job incidents by those knowledgeable about the job to establish performance dimensions.
- Is very similar to BARS in that the starting point is an analysis of critical job incidents by those knowledgeable about the job to establish performance dimensions.
- Job performance is linked to an organization's mission, values, and goals.
- The performance model developed by Campbell is commonly used.
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Description
Understand job performance types like task performance and contextual performance. Learn about counterproductive work behaviours such as tardiness, absence, presenteeism and workplace deviance. Also, understand the technical aspects of measuring job performance.
