Unit 6: Glossary (2016)

Apunte Inglés
Universidad Universidad de Barcelona (UB)
Grado Administración y Dirección de Empresas - 2º curso
Asignatura Human Resources
Año del apunte 2016
Páginas 2
Fecha de subida 26/03/2016
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Glossary unit 6 Merce Mach ADE en inglés A6-B6

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 Ability test: a test that measures the potential of an individual to perform, given the opportunity.
 Application blank: a short form that asks applicants to provide basic information about educational achievements and work experience.
 Assessment centers: a means of evaluating how well applicants or current employees might perform in a managerial or higher-level position.
 Behavioral job interview: a structured or semi-structured approach to asking job candidates questions that focus on behavior.
 Biodata test: a series of autobiographical questions related to subjects such as a candidate’s extracurricular activities, family experiences as a child, and both recent and current work activities.
 Business necessity: the circumstances under which an employer must make a selection based on a factor that is essential to the safe operation of the business.
 Combined approach: a screening approach in which an employer first screens out all applicants who do not meet one or more hurdles and then uses a compensatory approach in comparing those applicants who have passed the required hurdles.
 Content validation: the use of job analysis and/or competency modeling to build a rational argument for why a predictor should be useful.
 Criteria: the outcomes that selection decisions are intended to predict.
 Criterion-related validation: the use of statistical data to establish a relationship between predictor scores and outcome criteria.
 Economic utility: the net monetary value associated with using a selection procedure.
 Job-relatedness: a company must show that the information used in selection decisions is related to success on the job.
 Knowledge test: a test that assesses what a person knows at the time when the test is taken.
 Multiple-hurdles approach: a screening method in which an applicant must exceed fixed levels of proficiency on all of the predictors in order to be accepted.
 Personality test: a test that assesses the unique blend of characteristics that define an individual and determine her or his pattern of interactions with the environment.
 Predictors: the various pieces of information used to make a selection.
 Reliability: the degree to which a predictor yields dependable, consistent results.
 Selection: the process of obtaining and using information about job applicants to determine who should be hired for long- or short-term positions.
 Semi-structured job interview: a process in which the same questions are asked of all candidates and responses are recorded.
 Structured job interview: a process in which all of the job applicants are asked the same questions in the same order.
 Unstructured job interview: a process in which the interviewer prepares a list of possible topics to cover and, depending on how the conversation proceeds, asks or does not ask questions about them.
 Validity: the usefulness of information for predicting job applicants’ jobrelated and organizational outcomes.
 Validity generalization: the assumption that the results of criterionrelated validity studies conducted in other companies can be generalized to the situation in your company.
 Work simulations: a process in which applicants perform activities similar to those required on the job under structured “testing” conditions.