HRM_Chapter_6.pdf

Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
Human Resource Management
Sixteenth Edition
Chapter 6
Employee Testing
and Selection

Learning Objectives (1 of 2)
6-1. Answer the question: Why is it important to test
and select employees?
6-2. Explain what is meant by reliability and validity.

6-3. List and briefly describe the basic categories of
selection tests, with examples.
6-4. Explain how to use two work simulations for
selection.
6-5. Describe four ways to improve an employer’s
background checking process.
Learning Objectives (2 of 2)

I.
Answer the question: Why is
it important to test and select
employees?

Why Employee Selection Is Important
• Performance
• Cost
• Legal obligations
• Person and job/organization fit

II.
Explain what is meant by
reliability and validity.

The Basic of Testing and Selecting Employees
• Reliability
• Validity
– Criterion validity
– Content validity
– Construct validity

Test Reliability
• Reliability- is a selection tool’s first requirement. It is
defined as the consistency of scores obtained by the
same person when retested with the identical tests or
with alternate forms of the same test.

What Can Cause a Test to be Unreliable?
• physical conditions
• differences in the test taker
• differences in test administration
• the questions may do a poor job of sampling the
material

Reliability Coefficient
Figure 6-1 Test Score Correlation Examples

Test Validity
• Validity- is a selection tool’s defined as the accuracy
with which a test, interview, and so on, measure what is
purports to measure or fulfills the function it was
designed to fill.

How to demonstrate Validity?
1. Criterion Validity
2. Content Validity
3. Construct Validity

Evidence-Based HR: How to Validate a Test (1 of 2)
Step 1: Analyze The Job
Step 2: Choose The Test
Step 3: Administer The Test

Evidence-Based HR: How to Validate a Test (2 of 2)
Step 4: Relate Your Test Scores and Criteria
Step 5: Cross-Validate and Revalidate
Figure 6-4 Expectancy Chart
Note: This expectancy chart shows the
relation between scores made on the
Minnesota Paper Form Board and rated
success of junior draftspersons.
Example: Those who score between 37
and 44 have a 55% chance of being
rated high performer and those scoring
between 57 and 64 have a 97% chance.

Bias

Utility Analysis

Validity Generalization
Validity generalization “refers to the
degree to which evidence of a measure’s
validity obtained in one situation can be
generalized to another situation without
further study.”

III.
List and briefly describe the
basic categories of selection
tests, with examples.

Types of Tests (1 of 2)
1. Test of Cognitive Abilities
• Intelligence tests (IQ)
• Specific cognitive abilities
2. Test of Motor & physical abilities
3. Measuring Personality and Interests
• Interest inventories

Types of Tests (2 of 2)
4. Interest inventories
5. Achievement tests

IV.
Explain how to use two work
simulations for selection.

Work Samples and Simulations

Using Work Sampling for Employee Selection (1 of 2)
1. work sampling technique
2. Situational judgment tests
3. Management Assessment Centers
4. Situational Testing and Video-Based Situational Testing

Using Work Sampling for Employee Selection (2 of 2)
5. The Miniature Job Training and Evaluation Approach
6. Realistic Job Preview
7. Choosing a Selection Method

V.
Describe four ways to improve
an employer’s background
checking process.

Background Investigations and Other Selection Method

Why Perform Background
Investigations and Reference Checks?

How to Check a Candidates
Background?

Using Pre-employment Information Services

Making the Background Check More Valuable

The Polygraph and Honesty Testing
• Meet Standards
• Written Honest Test
• Testing for Honesty Guidelines

Graphology Graphology - is the use of handwriting
analysis to determine the writer’s basic
personality traits.

“Human Lie Detectors”

Physical Exams

Substance Abuse Screening and Drug
Testing Legal Issues

Comply with Immigration Law

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HRM_Chapter_6.pdf

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