Human Resource Management - Chapter 6

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After studying this chapter, you should be able to: 1. Explain what is meant by reliability and validity. 2. Explain how you would go about validating a test. 3. Cite and illustrate our testing guidelines. 4. Give examples of some of the ethical and legal considerations in testing. 5. List eight tests you could use for employee selection, and how you would use the

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