What refers to determining the relationship between a human trait predictor and an indicator of job effectiveness criterion?

The term that refers to determining the relationship between a human trait predictor and an indicator of job effectiveness criterion is prediction. In this context, prediction involves using specific human traits, such as personality, skills, or abilities, to forecast how well an individual will perform in a particular job role.

This relationship is crucial in human resource management as it assists in making informed hiring decisions and identifying potential candidates who are likely to succeed in their roles. By establishing predictive validity, organizations can enhance their selection processes, ensuring that they choose candidates who possess the attributes that correlate with job success. Thus, prediction is foundational in aligning individual traits with job requirements, ultimately contributing to improved employee performance and organizational effectiveness.

The other terms, while related to assessment processes, do not specifically capture the nature of determining the correlation between a predictor and job effectiveness. Assessment generally refers to the broader process of measuring various attributes or performance levels. Evaluation is often associated with judging or determining the quality or significance of something, but does not specifically focus on the relationship aspect. Specification delineates criteria or conditions, yet does not involve the predictive aspect necessary for job effectiveness analysis.