The Effectiveness of Personnel Selection Legal Reacti Method Validity Cost Defensibility on LowApplication blanks Low ? NeutralWeighted application High High High Neutral HighBiographical/Interest blanks Moderate ? Negative LowLetters of recommendation Low Low Positive HighCognitive ability tests Low High Negative HighJob knowledge tests High High Positive HighPerformance tests/work samples High High Positive HighAssessment Centers High Low PositiveInterviews_unstructured; one rater Low Low High NegativeStructured interviews Behavioral orsituational High High High Positive
GENERIC STANDARDS• VALIDITY• RELIABILITY• UTILITY• LEGALITY• IMPACT or FACE VALIDITY
LEGALITY• Conform to the laws of the country. – Discriminatory regulations – Avoid adverse effects on groups – Age restrictions – Disability Quota – Avoid litigations later
UTILITY• Degree to which the bottom line is effected by selection methods – Increase the probability of acceptance ratio. – Turnover types. Eg strong or weak performers. – Type of job: greater utility for higher revenue jobs/ difficult jobs.
VALIDITY“The Extent To Which A Performance Measure Assesses All The Relevant-and Only The Relevant-aspects Of Job Performance.”
CONTENT VALIDATIONA 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.”
CRITERION-RELATED VALIDITYA Method Of Establishing The“Validity Of A Personnel SelectionMethod By Showing A SubstantialCorrelation Between Test Scores And Job-performance Scores.”
Methods for calculating validity• Content validity – expert judgment – Content validation ratio Criterion Validity Predictive Validity Concurrent Validity Expressed in coefficient co-relation from – 1 to +1
HOW VALIDATE• Analyze the job• Choose the tests• Administer the test• Relate the test scores and criteria• Prepare an Expectancy Chart• Cross validate and Revalidite
Measure all Concurrent Validation current job incumbents on attribute Obtain correlation between these two Measure all sets of numbers current job Graphic Depiction of Concurrent and incumbents’ performance Predictive Validation Designs Measure all job Predictive Validation applications on attribute Hire some applicants and reject others Obtain correlation between these two Wait for some sets of numbers time period Measure all newly hired job09/21/12 incumbents’ Know more! 13 performance
Employee Testing and Selection (Highest 20%) 57-64 97 (Next highest 20%) 51-56 84Test Scores (Middle 20%) 45-50 71 (Next lowest 20%) 37-44 55 (Lowest 20%) 11-36 29 0 20 40 60 80 100 Chances in a hundred of being rated a ”high performer”; and % of “ high performers” found in each test score group
RELIABILITY“The Consistency Of A Performance Measure; The Degree To Which A Performance Measure Is Free From Random Error”.
METHODS FOR ESTB RELIABILITY• 1. Test retest• 2. Spilt-Half• 3. Parallel test• 4. Calculate Test’s reliability• 5. Calculate Standard deviation