HRM gaining a competitive advantage chapter 006 3rd ed

Placement Objectives • Establish the basic scientific properties of personnel selection methods, including reliability, validity, and generalizability.. Criterion- RelatedValidity 6-7 o

Placement

Objectives

• Establish the basic scientific properties of

personnel selection methods, including reliability, validity, and generalizability.

• Discuss how the particular characteristics of a

job, organization, or applicant affect the utility of any test.

• Describe the government’s role in personnel

selection decisions, particularly in the areas of constitutional law, executive orders, and judicial precedents.

Selection Method Standards for

Evaluation Purposes 6-2

Reliability 6-3

The degree to which a measure is consistent over time.

Reliability = 95 Reliability = 7

Measure Measure

Correlation Coefficient

Reliability  Is a measure of the degree to which two sets of

numbers are related.

 A perfect positive relationship equals + 1.0

 A perfect negative relationship equals -1.0

6-4

Validity 6-6

 The extent to which performance on a measure is

related to job performance.

Criterion- Related

Validity 6-7

of those hired

 Determines a relationship between selection test

scores and job performance.

Criterion - Related

Validity 6-8

of those hired

Concurrent

TIME

test existing employees

Measure their performance

 Determines a relationship between selection test

scores and job performance.

Validity Testing Predictive 6-9

PERFORMANCE

Minimum Level

TEST SCORE

.

. .

Validity Testing Predictive 6-10

Minimum Level

Validity Testing Predictive 6-11

REJECT

Content Validity

6-12

Test items are representative of the job situation.

Determined through expert judgment

Content Validity Ratio (CVR)

CVR =

N/2

n e - N/2

where n = number of experts who

rate item as “essential”

e

Required Level of CVR

to reach Statistical Significance as a function of

the Number of Judges

6-13

Required

CVR

.25 50 75 1.0

Number of Judges

5 10 15 20 25 30

Generalizability 6-14

 Degree to which one can extend validity

to other contexts

 Three contexts include

 different situations

 especially true for more complex jobs

 different samples of people

 more similar across race and gender than thought

 different time periods

 Degree to which one can extend validity

to other contexts

 Three contexts include

 different situations

 especially true for more complex jobs

 different samples of people

 more similar across race and gender than thought

 different time periods

Utility 6-15

 Degree to which information from selection method enhances bottom line effectiveness.

 Does the test increase the accuracy of the selection process?

Low Utility 6-16

PERFORMANCE

Minimum Level

High Utility 6-17

PERFORMANCE

Minimum Level

Legality 6-18

 Constitutional law used sparingly

 Legislation (CRA, ADEA, ADA)

 employers need to establish business

necessity for any method showing adverse impact

 prohibits preferential treatment for

 Constitutional law used sparingly

 Legislation (CRA, ADEA, ADA)

 employers need to establish business

necessity for any method showing adverse impact

 prohibits preferential treatment for

Adverse Impact 6-19

PERFORMANCE

Minimum Level

REJECT ACCEPT TEST SCORE

Selection Ratio of protected class

If Selection Ratio of majority = 60%, for Adverse Impact to occur the

Types of Selection Methods

 Selection interviews are defined as a dialogue

initiated by one or more persons to gather information and evaluate the qualifications of an applicant for

employment.

 References and biographical data gather

background information on candidates.

 Physical ability test relevant for predicting not

only job performance but occupational injuries and

disabilities.

6-20

Types of Selection Methods

 Work samples simulate the job

 Honesty tests and drug tests

6-21

Evaluating Various Selection

Methods 6-22

Low Low High Mod - High Moderate Low High High

Low Low Job specific

Low High Low Job specific

High

Low Low High Moderate High Low High Costly

Low Libel?

Adverse Impact -sex,race Adverse Impact-sex Adverse Impact-race

Low High Privacy

I n s u f f i c i e n t I n f o r m a t i o n

Low Low Low Low