4-6 6-1 Employee Testing and Selection Human Resource Management 14 th Edition, Global Edition Gary...
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Transcript of 4-6 6-1 Employee Testing and Selection Human Resource Management 14 th Edition, Global Edition Gary...
4-
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6-1
Employee Testingand Selection
Human Resource Management 14th Edition, Global Edition
Gary Dessler
Copyright © 2015 Pearson Education Ltd.
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1. Answer the question: Why is it
important to test and select
employees?
2. Explain what is meant by reliability and
validity.
3. List and briefly describe the basic
categories of selection tests, with
examples.
Learning Objectives
Copyright © 2015 Pearson Education Ltd.
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4. Explain how to use two work
simulations for selection.
5. Describe four ways to improve an
employer’s background checking
process.
Learning Objectives
Copyright © 2015 Pearson Education Ltd.
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Answer the question: Why is it important to
test and select employees?
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Why Employee Selection Is Important
• Performance
• Cost
• Legal obligations
• Person and
job/organization fit
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Review
• Person-job fit
• Matching the knowledge, skills, abilities,
and other competencies (KSACs)
• Employers Liability Act of 1969
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Explain what is meant by reliability and validity.
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Basic Testing Concepts
• Reliability
• Validity
oCriterion validity
oContent validity
oConstruct validity
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Evidence-BasedHR: How to Validate a Test
• Analyze
• Choose
• Administer
• Relate
• Cross-validate
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• Who scores the test?• Bias• Utility analysis• Validity generalization
Evidence-Based HR: Test Validation Issues
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Copyright © 2015 Pearson Education, Inc.
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• Reliability =
consistency
• Validity =
measuring what
you intend to
measure
Review
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Review
• Statistical analysis
• Use professionals
• Rights and security
• Privacy
• Tests at work
• Computerized,
online testingCopyright © 2015 Pearson
Education Ltd.
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List and briefly describe the basic categories of selection
tests, with examples.
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• Cognitive abilities
o Intelligence tests
o Specific cognitive abilities
• Motor & physical abilities
• Measuring personality
• Interest inventories
• Achievement tests
Types of Tests
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• The “Big Five”
• Predicting
performance
• Caveats
What do personality tests measure?
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• Cognitive abilities
o IQ
o Specific mental
abilities
• Motor skills
• Personality
• Interests• Achievement• “Big 5”• Predicting• Caveats
o Interpretationo Legal issuesoDisputing
value
Review
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Explain how to use two work simulations for
selection.
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Work Samples and Simulations
• Basic procedure
• Situational judgment tests
• Management assessment
centers
• Situational testing
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IMPROVING PERFORMANCE: HR Practices Around the Globe
• 1100 BC the Chinese government was
testing civil service candidates
• China uses assessment centers to
select employees
• Private employers use personnel
tests, in-basket tests, and leaderless
group discussionsCopyright © 2015 Pearson
Education Ltd.
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Work samples and simulations
• Computerized
multimedia assessment
• Miniature job training
and evaluation
• Realistic job previews
• Choosing a selection
method
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Review
• Situational
judgment
• Assessment
centers
• Situational
testing
• Computers
• Miniature job
training
• Realistic job
previews
• Choose a
selection
method
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Describe four ways to improve an employer’s background
checking process.
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Background Investigations
• Why perform checks?
• Effectiveness
• Legal dangers
o Defamation (damaging the good
reputation of someone)
o Privacy
• How to checkCopyright © 2015 Pearson
Education Ltd.
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IMPROVING PERFORMANCE:HR Tools for Line Managers and
Entrepreneurs
• Make the Background Check More Valuable
o Use a statement to authorize a
background check
o Compare the application to the résumé
o Write open-ended questions
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Background Investigations
• Applicants’ social postings
• Pre-employment information
services
• The polygraph and honesty testing
o Paper-and-Pencil Honesty Tests
• Graphology
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IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs
• Testing for Honestyo Questiono Listeno Credit, employment and reference checko Testo Policies
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• “Human lie detectors”
• Physical exams
• Substance abuse screening
o Some Practical Considerations
• Complying with immigration law
o Proof of Eligibility
Background Investigations
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• Why perform checks?
• Effectiveness
• Legal dangers
• How to check
• Social postings
• Information services
Review
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• Honesty testing
• Graphology
• “Human lie
detectors”
• Physicals/drugs
• Immigration
• HRIS
Review
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Improving Performance at The Hotel Paris
1. Provide a detailed example of a security
guard work sample test.
2. Provide a detailed example of two
personality test items you would suggest
they use, and why you would suggest using
them.
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3. What other tests would you suggest to Lisa,
and why would you suggest them?
4. How would you suggest Lisa try to confirm
that it is indeed the testing and not some other
change that accounts for the improved
performance.
Improving Performance at The Hotel Paris
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Hotel Paris Strategy Chapter 6
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Education Ltd.