Dini Arifiani 2014021021 Erwin Winarjo 2014021002 Erwinwinarjostudentupjacid CHAPTER 6 200 201 Explain what is meant by reliability and validity Explain how you would go about validating test ID: 1003415
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1. Employee Testing and SelectionDini Arifiani 2014021021Erwin Winarjo 2014021002Erwin.winarjo@student.upj.ac.idCHAPTER 6200
2. 201Explain what is meant by reliability and validity.Explain how you would go about validating test.Cite and illustrate our testing guidelines.Give examples of some of the ethical and legal considerations in testingList eight test you could use for employee selection, and how you would use them.Give two examples of work sample/simulation test.Explain the key points to remember in conducting background investigations.
3. 202WHY CAREFUL SELECTION IS IMPORTANT ?PERFORMANCE LEGAL OBLIGATIONSCOST
4. Person and Job or Organization Fit202
5. 2031. Explain what is mean by reliability and validityBasic Testing Concepts• Reliability
6. 204-205ValidityTest ValidityConstruct ValidityContent Validity Criterion Validity
7. 206-207HOW TO VALIDATE A TEST2. Explain how you would go about validating a test5 STEPS
8. 206-207Step 1. Analyze the JobStep 5. Cross-Validate and RevalidateStep 4. Relate your test Scores and CriteriaStep 3. Administer The TestStep 2. Choose The Test
9. Example step 2 : Choose the test (GRE)
10. 208-209Who scores the test? 3. Cite and Ilustrate our Testing GuidelinesValidity GeneralizationUtility AnalysisBias
11. 209-211Test Takers’ Individual Right and Test Security4. Give Example of some the Ethical and legal Considerations in testing.Privacy IssuesHow Do Employers Use Test At Work?OUTBACK STEAK HOUSE EXAMPLECITY GARAGE EXAMPLEComputerized and Online Testing
12. OUTBACK STEAK HOUSE EXAMPLE210-212Computerized and Online Testing
13. 212-216
14. 215
15. DO PERSONALITY TEST PREDICT PERFORMANCE ?215INTEREST INVENTORIES
16. 216EFFECTIVENESSHONDA EXAMPLE
17. BACKGROUND INVESTIGATIONS AND OTHER SELECTION METHODS Why Perform Background Investigations and Reference Checks?Why Check?EFFECTIVENESS220
18. The Legal Dangers and How to Avoid Them221-222
19. The Social Network: Checking Applicants’ Social Postings222-224How to Check a Candidate’s Background
20. MAKING THE BACKGROUND CHECK MORE VALUABLESTATEMENT FOR APPLICANT TO SIGN EXPLICITLY AUTHORIZING A BACKGROUND CHECKRELY ON TELEPHONE REFRENCE & USE A FORMPERSISTENCE ANG ATTENTIVENESS TO POTENTIAL RED FLAGS IMPROVE RESULTCOMPARE THE APPLICATION TO THE RESUMEUSE THE REFERENCE OFFERED BY THE APLICANT AS SOURCE FOR OTHER REFRENCETRY YO ASK OPEN-ENDED QUESTION2242.1.6.5.4.3.
21. Using Preemployment Information ServicesDISCLOSURE AND AUTHORIZATIONPROVIDING COPIES OF REPORTSCERTIFICATIONNOTICE AFTER ADVERSE ACTION2251.2.3.4.
22.
23. The Polygraph and Honesty TestingWHO CAN USE THE POLYGRAPH?RECEIVE THE DETAILS BEFORE TESTREASONABLE SUSPICION SUFFERED AN ECONOMIC LOSS OR INJURYHAD ACCESS TO THE PROPERTY225Four Standards
24. HONESTY TESTAsk blunt questionsListen, rather than talkDo a credit checkCheck all employment and personal referencesUse paper-and-pencil honesty test and psychological testTest for drugsEstablish a search-and-seizure policy and conduct searchsCHECKING FOR HONESTY226
25. Human Lie Detector227Graphology
26. Physical Exams 227
27. Substance Abuse Screening 228SOME PRACTICAL CONSIDERATIONSWHAT DO IF AN EMPLOYEE TESTS POSITIVELEGAL ISSUES
28. 229Complying with Imigration LawPROOF OF ELIGIBILITYAVOIDING DISCRIMINATION
29. Improving Productivity Through HRIS230
30.