Human Resource Management Fifteenth Edition Chapter 6 Employee Testing and Selection Copyright 2017 2015 2013 Pearson Education Inc All Rights Reserved Learning Objectives 1 of 2 61 Answer the question Why is it ID: 764125
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Human Resource Management Fifteenth Edition Chapter 6 Employee Testingand Selection Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
Learning Objectives (1 of 2) 6-1. Answer the question: Why is it important to test and select employees? 6-2. Explain what is meant by reliability and validity.
6-3. List and briefly describe the basic categories of selection tests, with examples. 6-4 . Explain how to use two work simulations for selection.6-5 . Describe four ways to improve an employer’s background checking process. Learning Objectives (2 of 2)
I. Answer the question: Why is it important to test and select employees?
Why Employee Selection Is Important Performance CostLegal obligationsPerson and job/organization fit
II. Explain what is meant by reliability and validity.
The Basic of Testing and Selecting Employees Reliability ValidityCriterion validityContent validity Construct validity
Test Reliability Reliability- is a selection tool’s first requirement . It is defined as the consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test.
What Can Cause a Test to be Unreliable? physical conditions differences in the test takerdifferences in test administrationthe questions may do a poor job of sampling the material
Reliability Coefficient Figure 6-1 Test Score Correlation Examples
Test Validity Validity - is a selection tool’s defined as the accuracy with which a test, interview, and so on, measure what is purports to measure or fulfills the function it was designed to fill.
How to demonstrate Validity ? Criterion Validity Content ValidityConstruct Validity
Trends Shaping HR: Digital and Social Media (1 of 2) Talent Analytics Let’s take a look…
Evidence-Based HR: How to Validate a Test (1 of 2) Step 1: Analyze The JobStep 2: Choose The Test Step 3: Administer The Test
Evidence-Based HR: How to Validate a Test (2 of 2) Step 4: Relate Your Test Scores and CriteriaStep 5: Cross-Validate and Revalidate Figure 6-4 Expectancy Chart Note : This expectancy chart shows the relation between scores made on the Minnesota Paper Form Board and rated success of junior draftspersons. Example : Those who score between 37 and 44 have a 55% chance of being rated high performer and those scoring between 57 and 64 have a 97% chance .
Bias
Utility Analysis
Improving Performance: HR as a Profit Center Using Tests to Cut Cost and Boost Profits Let’s talk about it…
Validity Generalization
Know Your Employment Law (1 of 2) Testing and Equal Employment Opportunity
Test Taker’s Individual Rights and Test Security
Diversity Counts
How Do Employers Use Test at Work?
III. List and briefly describe the basic categories of selection tests, with examples.
Types of Tests (1 of 2) Test of Cognitive Abilities Intelligence tests (IQ) Specific cognitive abilitiesTest of Motor & physical abilities Measuring Personality and Interests Interest inventories
Improving Performance: HR Practices Around The Globe Testing for Assignments Abroad Let’s talk about it…
Types of Tests (2 of 2) 4. Interest inventories5. Achievement tests
Improving Performance Through HRIS: Computerization and Online Testing Testing using Computer /Online Let’s take a look…
Improving Performance : The Strategic Context Crowdsourcing at GoogleLet’s talk about it…
IV. Explain how to use two work simulations for selection.
Work Samples and Simulations
Using Work Sampling for Employee Selection (1 of 2) Basic procedureSituational judgment tests Management Assessment Centers Situational Testing and Video-Based Situational Testing
Using Work Sampling for Employee Selection (2 of 2) The Miniature Job Training and Evaluation Approach Realistic Job PreviewChoosing a Selection Method
Improving Performance : HR Tools for Line Managers and Small Businesses Employee Testing and SelectionLet’s talk about it …
V. Describe four ways to improve an employer’s background checking process.
Background Investigations and Other Selection Method
Why Perform Background Investigations and Reference Checks ?
Know Your Employment Law (2 of 2) Giving References Let’s take a look…
How to Check a Candidates Background ?
Trends Shaping HR: Digital and Social Media (2 of 2) Digital Tools - Background Checks Let’s talk about it …
Using Pre-employment Information Services
Making the Background Check More Valuable
The Polygraph and Honesty Testing Meet StandardsWritten Honest Test Testing for Honesty Guidelines
Graphology
“ Human Lie Detectors”
Physical Exams
Substance Abuse Screening and Drug Testing Legal Issues
Comply with Immigration Law
Chapter 6 Review What you should now know ….
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