Week 2 - Testing & Selection Human Resource Planning.pdf
- 1. © 2008 Prentice Hall, Inc. © 2008 Prentice Hall, Inc. All rights reserved. All rights reserved. PowerPoint Presentation by Charlie Cook PowerPoint Presentation by Charlie Cook The University of West Alabama The University of West Alabama 1 Human Resource Human Resource Management Management ELEVENTH EDITION ELEVENTH EDITION G A R Y D E S S L E R G A R Y D E S S L E R Employee Testing and Selection Employee Testing and Selection Chapter 6 Chapter 6 Part 2 | Recruitment and Placement Part 2 | Recruitment and Placement
- 2. © 2008 Prentice Hall, Inc. All rights reserved. 6–2 After studying this chapter, you should be able to: 1. 1. Explain what is meant by reliability and validity. Explain what is meant by reliability and validity. 2. 2. Explain how you would go about validating a test. Explain how you would go about validating a test. 3. 3. Cite and illustrate our testing guidelines. Cite and illustrate our testing guidelines. 4. 4. Give examples of some of the ethical and legal Give examples of some of the ethical and legal considerations in testing. considerations in testing. 5. 5. List eight tests you could use for employee selection, List eight tests you could use for employee selection, and how you would use them. and how you would use them. 6. 6. Explain the key points to remember in conducting Explain the key points to remember in conducting background investigations. background investigations.
- 3. © 2008 Prentice Hall, Inc. All rights reserved. 6–3 Why Careful Selection is Important Why Careful Selection is Important Organizational Performance Legal Obligations and Liability The Importance of Selecting the Right Employees Costs of Recruiting and Hiring
- 4. © 2008 Prentice Hall, Inc. All rights reserved. 6–4 Types of Validity Types of Validity Criterion Validity Content Validity Test Validity Face Validity
- 5. © 2008 Prentice Hall, Inc. All rights reserved. 6–5 Types of Tests Types of Tests Cognitive (Mental) Abilities Achievement Motor and Physical Abilities Personality and Interests What Tests Measure
- 6. © 2008 Prentice Hall, Inc. All rights reserved. 6–6 The “Big Five” The “Big Five” Extraversion Emotional Stability/ Neuroticism Agreeableness Openness to Experience Conscientiousness
- 7. © 2008 Prentice Hall, Inc. All rights reserved. 6–7 Work Samples and Simulations Work Samples and Simulations Work Samples Miniature Job Training and Evaluation Management Assessment Centers Video-Based Situational Testing Measuring Work Performance Directly
- 8. © 2008 Prentice Hall, Inc. All rights reserved. 6–8 Background Investigations and Background Investigations and Reference Checks (cont’d) Reference Checks (cont’d) Former Employers Current Supervisors Written References Social Networking Sites Commercial Credit Rating Companies Sources of Information
- 9. © 2008 Prentice Hall, Inc. All rights reserved. 6–9 Limitations on Background Investigations Limitations on Background Investigations and Reference Checks and Reference Checks Background Investigations and Reference Checks Supervisor Reluctance Employer Guidelines Legal Issues: Privacy Legal Issues: Defamation
- 10. © 2008 Prentice Hall, Inc. All rights reserved. 6–10 Substance Abuse Screening (cont’d) Substance Abuse Screening (cont’d) Safety: Impairment vs. Presence Recreational Use vs. Addiction Americans with Disabilities Act Drug Free Workplace Act of 1988 Intrusiveness of Procedures Accuracy of Tests Ethical and Legal Issues
- 11. © 2008 Prentice Hall, Inc. All rights reserved. 6–11 Improving Productivity Through HRIS: Comprehensive Improving Productivity Through HRIS: Comprehensive Automated Applicant Tracking and Screening Systems Automated Applicant Tracking and Screening Systems “Knock out” applicants who do not meet job requirements Can match “hidden talents” of applicants to available openings Benefits of Applicant Tracking Systems Allow employers to extensively test and screen applicants online
- 12. © 2008 Prentice Hall, Inc. All rights reserved. 6–12 K E Y T E R M S negligent hiring negligent hiring reliability reliability test validity test validity criterion validity criterion validity content validity content validity expectancy chart expectancy chart interest inventory interest inventory work samples work samples work sampling technique work sampling technique management assessment center management assessment center situational test situational test video-based simulation video-based simulation miniature job training and evaluation miniature job training and evaluation