Intro to R&S
What HR function generates an applicant pool so there are enough candidates to move forward into the hiring process?
recruitment
What is the difference between predictive validity and concurrent validity?
Predictive validity: Pre-hire test scores are correlated with post-hire job performance, showing whether the test predicts future success.
Concurrent validity: Test scores of current employees are correlated with their current job performance, showing whether the test differentiates between high and low performers at the same time
What is a Bona Fide Occupational Requirement (BFOR)? Provide one example.
A BFOR is a discriminatory practice that can be justified if it is adopted in good faith and is reasonably necessary for safe and efficient job performance.
Example: Requiring airline pilots to pass regular vision and medical exams.
job description and job specification
Name two primary data sources used in job analysis.
jobholders and supervisors
OR
first-hand sources and secondhand sources
Differentiate recruitment and selection
Recruitment is the process of attracting and generating a pool of qualified candidates for a job.
Selection is the process of choosing the best candidate(s) from that applicant pool.
Reliability is the degree to which a test is free from ___ error, whereas validity is the degree to which a test is from ____ error.
measurement; systematic
What does “undue hardship” mean in the context of reasonable accommodation?
It is the limit beyond which employers are not expected to accommodate, usually due to excessive cost or serious operational difficulties.
Name a major secondhand information source for job analysis
NOC or O*NET
Differentiate work-oriented and worker-oriented job analysis.
Work-oriented focuses on tasks and outcomes, while worker-oriented focuses on the general human attributes (skills, traits, abilities) required for the job.
What type of alignment ensures that HRM practices reinforce each other within an organisation?
Internal (or horizontal) alignment
A job knowledge test for accountants includes questions on financial reporting, auditing, and taxation. If it leaves out taxation, experts would say the test does not fully capture the content domain. What validity is lacking here?
content validity
A recruitment practice whereby an organisation makes a determined and persistent effort to make potential job applicants, including designated group members, aware of available positions. What is this practice called?
Which structured job analysis questionnaire assumes that all jobs can be described in terms of six dimensions, such as information input, mental processes, and work output?
The Position Analysis Questionnaire (PAQ).
Name 3 worker-focused job analysis methods
Position Analysis Questionnaire (PAQ)
Worker traits inventories
Personality Oriented Job Analysis (POJA)
Fleishman Job Analysis Survey (F-JAS)
What are the three major HR professional associations in Canada, the UK, and the US?
CPHR (Canada), CIPD (UK), and SHRM (US)
differentiate predictive bias and measurement bias
Predictive Bias: Occurs when a test systematically underpredicts or overpredicts performance for members of a subgroup compared to the majority group.
Measurement Bias: Occurs when test items themselves are flawed because they measure something other than the intended construct or have different meanings for different groups.
What is the difference between direct discrimination and adverse effect discrimination?
Direct discrimination occurs when an employer adopts a rule that explicitly discriminates (e.g., “no women” policy). Adverse effect discrimination happens when a neutral policy unintentionally disadvantages a protected group (e.g., mandatory Saturday work affecting religious observance).
Define Critical Incident Technique (CIT)
CIT collects examples of positive/negative job behaviours (with context, actions, and outcomes), highlighting what differentiates effective from ineffective performance.
Name the 3 levels of competencies in a competency framework.
Core competencies: expected of all employees (e.g., teamwork).
Functional competencies: shared by a job group (e.g., accounting knowledge in finance roles).
Job-specific competencies: unique to a specific position (e.g., coding for a software engineer).