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Industrial Psychology Notes Week of 3/28

by: Courtney Luber

Industrial Psychology Notes Week of 3/28 Psyc 3640

Marketplace > Clemson University > Psychlogy > Psyc 3640 > Industrial Psychology Notes Week of 3 28
Courtney Luber

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About this Document

These notes cover the week of 3/28
Industrial Psychology
Eric S McKibben
Class Notes
25 ?




Popular in Industrial Psychology

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This 2 page Class Notes was uploaded by Courtney Luber on Friday April 1, 2016. The Class Notes belongs to Psyc 3640 at Clemson University taught by Eric S McKibben in Fall 2016. Since its upload, it has received 22 views. For similar materials see Industrial Psychology in Psychlogy at Clemson University.


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Date Created: 04/01/16
Chapter 6 cont’d 3/30/2016  Selection Ratio (SR) o Index ranging from 0 to 1 that reflects the ratio of available jobs to applicants o To increase validity, we want to lower SR o SR = n/N  n = number of available jobs  N = number of applicants assessed  Selection Decisions – criterion related validity plays a role in this o False positive  Applicant accepted but performed poorly o False negative  Applicant rejected but would have performed well o True positive  Applicant accepted & performed well o True negative  Applicant rejected & would have performed poorly 4/01/2016  Cut score or cutoff score o Specified point in distribution of scores below which candidates are rejected (vertical line in chart) o Raising cut score will result in fewer false positives but more false negatives o Strategy for determining cut score depends on situation (SR plays a role in where to place the cut score) o Where to place cut score also depends on level of performance & knowledge  Establishing Cut Scores o Criterion-referenced cut score  Consider desired level of performance & find test score corresponding to that level  Cut score established on intersection of performance level and average line of distribution o Norm-referenced cut score  Based on some index of test-takers’ scores rather than any notion of job performance  i.e. need at least an 85 in industrial psychology to join McKibben’s CI team  Utility Analysis o Assesses economic return on investment of HR interventions like staffing or training o Utility analysis can address the cost/benefit ratio of one staffing strategy versus another o Includes consideration of the Base Rate, which is the percentage of the current workforce performing successfully  If performance is already high, then new staffing system will likely add little to productivity o Utility analysis calculations can be very complex o Positive relationship between performance and money BUT not perfect


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