Employee Testing and Selection ( chapter 6 )
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Employee Testing and Selection ( chapter 6 )

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After studying this chapter, you should be able to: ...

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 them.
6:Explain the key points to remember in conducting background investigations.

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Employee Testing and Selection ( chapter 6 ) Employee Testing and Selection ( chapter 6 ) Presentation Transcript

  • Human Resource Management 1 ELEVENTH EDITION GARY DESSLER Part 2 | Recruitment and Placement Chapter 6 Employee Testing and Selection © 2008 Prentice Hall, Inc. All rights reserved. PowerPoint Presentation by Charlie Cook The University of West Alabama
  • 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 them. 6. Explain the key points to remember in conducting background investigations. © 2008 Prentice Hall, Inc. All rights reserved. 6–2
  • Why Careful Selection is Important The Importance of Selecting the Right Employees Organizational Performance Costs of Recruiting and Hiring © 2008 Prentice Hall, Inc. All rights reserved. Legal Obligations and Liability 6–3
  • Types of Validity Test Validity Criterion Validity Content Validity Face Validity © 2008 Prentice Hall, Inc. All rights reserved. 6–4
  • Types of Tests What Tests Measure Cognitive (Mental) Abilities Motor and Physical Abilities © 2008 Prentice Hall, Inc. All rights reserved. Personality and Interests Achievement 6–5
  • The “Big Five” Extraversion Conscientiousness Agreeableness © 2008 Prentice Hall, Inc. All rights reserved. Emotional Stability/ Neuroticism Openness to Experience 6–6
  • Work Samples and Simulations Measuring Work Performance Directly Work Samples Management Assessment Centers © 2008 Prentice Hall, Inc. All rights reserved. Miniature Job Training and Evaluation Video-Based Situational Testing 6–7
  • Background Investigations and Reference Checks (cont’d) Former Employers Current Supervisors Sources of Information Commercial Credit Rating Companies Written References Social Networking Sites © 2008 Prentice Hall, Inc. All rights reserved. 6–8
  • Limitations on Background Investigations and Reference Checks Legal Issues: Defamation Employer Guidelines Background Investigations and Reference Checks Legal Issues: Privacy Supervisor Reluctance © 2008 Prentice Hall, Inc. All rights reserved. 6–9
  • Substance Abuse Screening (cont’d) Safety: Impairment vs. Presence Americans with Disabilities Act Drug Free Workplace Act of 1988 Ethical and Legal Issues Recreational Use vs. Addiction Intrusiveness of Procedures Accuracy of Tests © 2008 Prentice Hall, Inc. All rights reserved. 6–10
  • Improving Productivity Through HRIS: Comprehensive Automated Applicant Tracking and Screening Systems Benefits of Applicant Tracking Systems “Knock out” applicants who do not meet job requirements Allow employers to extensively test and screen applicants online © 2008 Prentice Hall, Inc. All rights reserved. Can match “hidden talents” of applicants to available openings 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 miniature Inc. All Prentice Hall,job training and evaluation © 2008 rights reserved. 6–12