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io question, relationships to others, motivation to learn, test on learning (20%)-best, speed timed and or power untimed, rater accuracy training, person-job fit, americans with disabilities act, horns, anticipate situations, what kinds of analyses should be done to plan and prepare for training programs?, structured (.55), responsibility, negligent hiring proper screening, how can transfer of training be increased?, comparison errors, evaluation, graphology, predictor of performance, put people through job activities, testing, rater error training, assessment centers (.35), company image, employment is dependent on submission, design, hostile environment, what kinds of training programs have been tested in regards to performance appraisal accuracy?, what are some common rating errors, tells raters to collect better information, telling the good and the bad during interviewing, overlearning, identify and practice coping, question's person's biological history, vocational interest tests, modest predictive power, what is stress? what are some common stressors in the workplace?, series of activities that applicants go though while observed and scored, achievement, supervision, assess who has skills and who doesn't, company policy, quid pro quo, how effective are different kinds of recruitment techniques on retention and motivation?, discrimination based on age, sex, race, religion, etc., reliability, interviewing, working conditions, degree test measures what it is inteded to measure, discrimination based on disability (without reasonable accomodations), cognitive, person analysis, massed, task analysis, handwriting analysis, appropriate behavior models, muscular, disparate descrimination, central tendency severity, validity, like me bias, reasonable accomodations required for selection and hiring, prepare consequences, growth and development, alert trainees to possibility of relapse, rating bias, what problems exist, cardio, what are validity and reliability? how are they used in assessing the quality of tests?, distributed, civil rights laws, halo, reference checks, business necessity, assessment, relapse prevention trianing, work samples (.55), most no effect, develop rational thoughts, needs motivation to succeed, consistancy of tests over time, leniency, resume, extent of transfer, recognition, osha, physical, practice beyond learning, unstructured (.2), what are the two main kinds of sexual harassment?, jobs defined by their essential functions, trainee reactions (90%)-worst, realistic job previews, advancement, create manager support, all raters understand what each rating objectively means, what are two factors in herzberg's thoery of motivation, flexibility, what are different kinds of tests that can be used for selection purpose?, how does personality affect the experience of stress in the workplace, what are the two main selection strategies an organization can use?, more powerful procedures, usually like the person, recency, what are the key principles of the three cognitive theories of motivation?, how does the job decision latitude theory of stress?, teaches about rating error, interests, what are the major laws and regulations that apply to staffing and selection? what are the key points, biodata (.35), personality, people lie, must provide a safe work environment, ocean, hygiene job context = dis satisfaction, origional analysis, weak procedures, bona fide job requirement, frame of reference training, rater bias, motivation job content = motivation, identify tasks, person-orgnanization fit, 1. demonstration 2. mastery 3. overlearning