Human resource management gaining a competitive advantage 2014 chapter 6

 Reliability is the degree to which a measure of physical or cognitive abilities or traits is free from random error..  Criterion-related validation is a method of establishing the v

Chapter 06 Selection and Placement

Human Resource Management:

Gaining a Competitive Advantage

5 Evaluation Selection Method

 Reliability is the degree to which a measure

of physical or cognitive abilities or traits is

free from random error

The correlation coefficient 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

 Test-retest reliability is knowing how

scores on the measure at one time relate to

scores on the same measure at another time

 Validity is the extent to which a

performance measure assesses all the

relevant—and only the relevant—aspects of job performance.

 Criterion-related validation is a method

of establishing the validity of a personnel

selection method by showing a substantial correlation between test scores and job-

performance scores The types include:

Predictive validation

Concurrent validation

of Those Hired

Measure Their Performance

Test Existing Employees

Concurrent

TIME

Concurrent Validation

Predictive Validation

Content Validation

Content validation is a test-validation

strategy performed by demonstrating

that the items, questions, or problems

posed by a test are a representative

sample of the kinds of situations or

problems that occur on the job.

 Best for small samples

 Achieved primarily through expert judgment

 All selection methods must conform to

existing laws and legal precedents.

 Three acts have formed the basis for a

majority of the suits filed by job

applicants:

Civil Rights Act of 1964 and 1991

Age Discrimination in Employment Act of 1967

Americans with Disabilities Act of 1991

Civil Rights Act of 1991

 Protects individuals from discrimination based

on race, color, sex, religion and national

origin

 Differs from the 1964 act in three areas:

1. Establishes employers' explicit obligation

to establish neutral-appearing selection

method

2 Allows a jury to decide punitive damages

3. Explicitly prohibits granting preferential

treatment to minority groups

Age Discrimination in Employment Act of 1967

 Covers over age 40 individuals.

 No protection for younger workers.

 Outlaws almost all “mandatory

retirement” programs.

Americans with Disabilities

Act

 Protects individuals with physical or mental disabilities (or with a history of the same).

 Reasonable accommodations are

required by the organization to allow the

disabled to perform essential functions of

the job

 An employer need not make accommodations

that cause undue hardship.

 Restrictions on pre-employment

inquiries.

Types of Selection Methods

JOBS

 Selection interviews-a dialogue initiated by one

or more persons to gather information and

evaluate the applicant’s qualifications for

employment.

 To increase an interview’s utility:

 Interviews should be structured, standardized, and

focused on goals oriented to skills and observable

Situational Interview

 A situational interview confronts

applicants on specific issues, questions, or

problems likely to arise on the job.

 Situational interviews consist of:

experience-based questions

future-oriented questions

Other Selection Methods

 Individuals should manage their digital identity the

same way they manage their résumé.

 References, biographical data, and applications

gather background information on candidates.

 Physical ability tests are relevant for predicting job

performance, occupational injuries and disabilities

 Physical ability tests include:

 muscular tension, power, and endurance

 cardiovascular endurance

 flexibility

 balance

Other Selection Methods

 A cognitive ability test differentiates individuals

based on mental rather than physical capacities

 Commonly assessed abilities:

Cognitive Ability Tests

 3 Dimensions Cognitive Ability Tests:

Verbal Comprehension -a person’s capacity

to understand and use written and spoken

language

Quantitative Ability - speed and accuracy

with which one can solve arithmetic problems

Reasoning Ability - a person’s capacity to

invent solutions to diverse problems

Physical Ability Tests

Two Questions to Ask:

1. Is physical ability essential to perform the job?

2. Is it mentioned prominently enough in the job

Personality Inventories

Big 5 Dimensions of

Personality

Emotional Intelligence

Work-Sample Tests

 Work-sample tests attempt to

simulate the job in a pre-hiring context

to observe how the applicant performs.

 Assessment center-is a process in

which multiple raters evaluate

employees’ performance on exercises.

Honesty Tests

 Polygraph Act of 1988 banned the

use of polygraph tests for private

companies except pharmaceutical and

security guard suppliers

 Paper-and-pencil honesty testing

attempts to assess the likelihood that

employees will steal.

Drug Tests

 Drug-use tests tend to be reliable and valid.

 Major controversies about drug tests include:

 Is it an invasion of privacy?

 Is it an unreasonable search and seizure?

 Is it a violation of due process?

 Tests should be administered systematically to all

applicants applying for the same job.

 Testing is likely to be more defensible with safety

hazards associated with failure to perform

 Test results should be reported to applicants,

who should have an avenue to appeal.

Summary of Selection Methods

JOBS