chapter 6 - selection and placement
DESCRIPTION
A group presentation by:Daniel Edward RicioHannah DyIan Tantoco UmaliAndrea HizonTRANSCRIPT
CHAPTER 6Selection and
PlacementPresented By:
Daniel Edward RicioHannah Dy
Ian Tantoco UmaliAndrea Hizon
Outline of the Report
Introduction
Selection Method Standards for Evaluation Purposes
Types of Selection Methods
Introduction
Personnel selection is the process by which companies decide who will or will not be allowed into the organization.
The chapter will give ways to minimize errors in having a good selection and placement of employees of which can improve the organization’s competitive position.
Selection Method Standards for Evaluation Purposes
Reliability Validity Generalizability Utility Legality
RELIABILITY
Selection Method Standard:“Reliability”
Reliability is the degree to which a measure of physical or cognitive abilities, or traits, is free from random error.
Involves selecting applicants based from their characteristics that the organization is looking for.
It uses statistical tools and graphs to test relationships between sets of numbers . A perfect positive relationship equals +1.0 A perfect negative relationship equals - 1.0
Selection Method Standard:“Reliability”
Examples of Reliability Standards: Physical Characteristics (Height,
Strength or Endurance) Cognitive Abilities (Mathematical
Ability or Verbal Reasoning Capacity) Personality (Initiative or Integrity)
VALIDITY
Selection Method Standard:“Validity”
Validity is the extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance.
The measure has the to be RELIABLE (e.g. Height) if it is to have any VALIDITY.
Selection Method Standard:“Validity”
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. There are two types: Predictive validation – A study that seeks to
establish an empirical relationship between applicants’ test scores and their eventual performance on the job.
Concurrent validation – A test administered to all people currently in a job.
Selection Method Standard:“Validity”
Predictive validation is superior to concurrent validation for three reasons: Job applicants are typically motivated to
perform well on the tests than are current employees.
Current employees have learned many things on the job that applicants have not yet learned.
Current employees tend to be homogeneous.
Selection Method Standard:“Validity”
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 Content validity is achieved primarily through a
process of expert judgment
GENERALIZABILITY
Selection Method Standard:“Generalizability”
Generalizability is the degree to which the validity of a selection method established in one context extends to other contexts.
Three contexts include: different situations different samples of people different time periods
Selection Method Standard:“Generalizability”
It was once believed that validity coefficients were situationally specific—that is, the level of correlation between test and performance would vary as one went from one organization to another.
Selection Method Standard:“Generalizability”
It was also believed that tests showed differential subgroup validity, which meant that the validity coefficients for any test-job performance pair was different for people of different races or genders.
Selection Method Standard:“Generalizability”
Validity generalization stands as an alternative for validating selection methods for companies that cannot employ criterion-related or content validation.
UTILITY
Selection Method Standard:“Utility”
Utility is the degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in organizations.
It is impacted by reliability, validity, and generalizability.
Selection Method Standard:“Utility”
Other factors will influence utility even when the latter is constant. For example, the selection ratio, which is
the percentage of people tested versus the total number of applicants, will impact utility as well as the number of people selected, race of employee turnover, and level of perfor mance among chose who leave.
LEGALITY
Selection Method Standard:“Legality”
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
Selection Method Standard:“Legality”
Civil Rights Act of 1964 and 1991 This act protects individuals from discrimination
based on race, color, sex, religion, and national origin.
Age Discrimination in Employment Act of 1967 Covers individuals who are over the age of 40.
Americans with Disabilities Act of 1991 Protects individuals with physical or mental
disabilities (or with a history of the same).
SELECTION METHODS
Types of Selection Methods
Honesty Testsand Drug Tests
Work Samples
PersonalityInventories Cognitive Ability Tests
Physical AbilityTests
References andBiographical Data
Interviews
JOBSHR
INTERVIEW
Selection Method:“Interview”
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.
Interviews are the most widely used selection method, although research suggests it can be unreliable, low in validity, and biased against a number of groups.
SITUATIONALINTERVIEW
Selection Method:“Situational Interview”
A situational interview confronts applicants on specific issues, questions, or problems that are likely to arise on the job.
These interviews consist of: experience-based questions future-oriented questions
OTHER SELECTION METHOD
Other Selection Methods
References, Biographical Data, and Application Blanks gather background information on candidates.
Physical Ability Tests - Relevant for predicting not only job performance but occupational injuries and disabilities.
Other Selection Methods
Cognitive Ability Test - Differentiates individuals based on their mental rather than physical capacities.
Personality inventories - Categorize individuals by their personality characteristics.
Work Samples - Simulate the job in miniaturized form.
Other Selection Methods
Honesty Test - Paper-and-pencil honesty testing attempts to assess the likelihood that employees will steal.
Drug Test - Drug‑use tests tend to be reliable and valid, particularly when the screening tests" are followed up with more expensive “confirmation” test.
SUMMARY
Summary
There are FIVE selection method standards that HR usually follows to evaluate potential applicants in the organization.
Companies usually use INTERVIEW methods in selecting potential applicants, but some companies may use other selection methods.