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Introduction : Employee testing and selection

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Introduction : Employee testing and selection

  1. 1. Employee Testing and Selection Group 2: Elfa Adriana Ginting Eunike Yuliana Lindayani Micha Paramitha Ninis Melodie Syukur Gulo
  2. 2. • Employee testing and selection is to explain how to use various tools and techniques to select the best candidates for the job • The main topics are the selection process, basic testing techniques, background and reference checks, ethical and legal questions in testing, types of tests, and work samples and simulation.
  3. 3. Why careful employee is important? Selection the right employees are important for the three main reasons: – Performance • your own performance always depends in part on your subordinates – Costs • it is important because it’s costly to recruit and hire employees. – Legal obligation. • it’s important because of two of legal implications of incompetent hiring. First, equal employment laws require nondiscriminatory selection procedures for protected groups. Second, courts will find the employer liable when employees with criminal record or other problems use access to customers’ homes (or similar opportunities) to commit crimes.
  4. 4. Avoiding negligent hiring claims requires taking “reasonable” action to investigate the candidate’s background. This includes: – Making a systematic effort to gain relevant information about the applicant, and verifying all documentation; – Scrutinizing all information supplied by the applicant, and following up on unexplained gaps in employment; – Keeping a detailed log of all attempts to obtain information, including named and dates for phone calls or other request; – Rejecting applicants who make false statements of material facts or who have conviction records for offenses directly related and important to the job in question – Balancing the applicant’s privacy rights with others “need to know” especially when you discover damaging information; – Taking immediate disciplinary action if problems arise.
  5. 5. BASIC TESTING CONCEPTS • Reliability The consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test • Validity measuring something consistently • Test Validity the accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill
  6. 6. there are two main ways to demonstrate a test’s validity – Criterion Validity is a type of validity based on showing that scores on the test (predictors) are related to job performance (criterion). – Content Validity is a test that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question.
  7. 7. HOW TO VALIDATE A TEST The validation process consists of five steps: Step 1: Analyze the Job Step 2: Choose the test Step 3: Administer the test Step 4: Relate Your Test Scores and Criteria Step 5: Cross-Validate and Revalidate
  8. 8. • Content Validation the procedure you would use to demonstrate content validity differs from that used to demonstrate criterion validity (as described in steps 1 though 5) • Research Insight: Face validity Another factor is the obviousness of the link between the test and performing the job (in other words, the test’s “face validity”). The perceive face validity of the selection procedure was strongest correlate of favorability reactions between both samples
  9. 9. Test Takers’ Individual Rights and Test Security Micha Paramitha
  10. 10. Test Takers’ Individual Rights and Test Security Test takers have the right to: • the confidentially of test result • the right to informed consent regarding use of the these result • the right to expect that only people qualified to interpret the scores will have access to them, or that sufficient information will accompany the scores to ensure their appropriate interpretation • the right to expect the test is fair to all.
  11. 11. Legal Privacy Issues Guidelines to follow here include: • Train your supervisors regarding the importance of the employee confidentially • Adopt a ‘need to know’ policy. • Disclose procedures. If you know your firm can’t keep information-such as test result-confidential. you may limit your liability by disclosing that fact before testing.
  12. 12. Using Tests at Work 41% of companies the American Management Association surveyed tested application for basics skills About 67% of the respondents required employees to take job skill tests, and 29% required some form of psychologist measurements.
  13. 13. Computerized and Online Testing paper-and-pencil test (cognitive skills test, a math test, and a biodata job history test) online role-playing call simulations
  14. 14. Types of Test 1. Test of Cognitive Abilities 2. Tests of Motor and Physical Abilities 3. Achievement Test
  15. 15. 1. Test of Cognitive Abilities I. Intelligence Tests This is the IQ test memory, vocabulary, verbal fluency, and numerical ability
  16. 16. Test of Specific Cognitive Abilities Aptitude Test Aptitude tests are structured systematic ways of evaluating how people perform on tasks or react to different situations. Video
  17. 17. 2. Tests of Motor and Physical Abilities 1. Test of Motor Abilities motor abilities, such as finger dexterity, manual dexterity, and (if hiring pilots) reaction time 2. Test of Physical Abilities strength (such as lifting weights), dynamic strength (like pull-ups), body coordination (as in jumping rope), and stamina Video
  18. 18. Personality Test Personality test measure basic aspects of an applicant’s personality, such as • introversion, • stability and • motivation
  19. 19. The Big Five Personality Trait • openness to experience • conscientiousness • extraversion, • agreeableness, and • emotional stability/neuroticism,
  20. 20. Interest Inventory A personal development and selection device that compares the person’s current interest with those of others now in various occupations so as to determine the preferred occupation for the individual
  21. 21. 3. Achievement Test Measure your performance in a specific academic areas such as • reading comprehension, • written or oral expression, and • mathematical computations
  22. 22. WORK SAMPLES & SIMULATION Eunike Yuliana
  23. 23. Work Sample  Work samples, you present examinees with situations representative of the job which they’re applying, and evaluate their responses.  Experts consider these to be tests. However they differ from most tests, because they measure job performance directly. ***.  Actual job or task or its simulation used in testing an applicant's or trainee's ability to perform it.
  24. 24. Work Sample  Work samples must be approved by the Employment Consultant or recruiter before they are administered to candidates.  A work sample may be used to verify critical skills identified in the skills requirements for a specific position.
  25. 25. Work Sampling  Work sampling technique is a testing method based on measuring performance on actual basic job tasks.  Work sampling does not delve into the applicant’s personality or psyche, so there’s almost no chance of it being viewed as an invasion of privacy.
  26. 26. Work Sampling (con’t)  A sample taken at random from a large group tends to have the same pattern of distribution as the large group or universe. If the sample is large enough, the characteristics of the sample will differ but little from the characteristics of the group.  Basic procedure is to select a sample of several tasks crucial to performing the job, and to then test applicants on them.
  27. 27. Work Sampling (con’t) Example of Work Sampling  Working : 36 observations  Idle : 4 observations  Total : 40 observations Percentage of;  Idle time = (4/40 x 100) = 10%  Working time = (36/40 x 100) = 90% On an 8hr working day;  480 x 0.10 = 48 mins  operator was idle the  480 x 0.90 = 432 mins  operator was working the
  28. 28. A management assessment center  A management assessment center is a two to three day simulation in which 10 to 12 candidates
  29. 29. Typical simulated exercises include: The in basket exercise designed to simulate administrative tasks of a job. the Leaderless group discussion discussion question and tell members to arrive at a group decision. Management games solve realistic problems, simulated competing in a marketplace. Individual presentations communication persuasiveness The interview skills and Objective test tests of personality, ability, interest, achievements. mental and
  30. 30. SIMULATION SITUATIONAL TEST Video Based simulation Based video scenario Situational Interview
  31. 31. Miniature job training and evaluation Miniature Job Training and Evaluation means training candidates to perform several of the job’s tasks, and then evaluating the candidates’ performance prior to hire. The miniature job training approach test applicants with actual samples of the job, so it’s inherently content relevant and valid. The big problem is the expense involved in the individual instruction and training.
  32. 32. Background investigation and other selectin methods Niniesmelodie
  33. 33. Testing Testing is usually the one and only simple way to do a selection process.
  34. 34. Kind of testing • Background investigations and reference checks • Preemployment information services • Honesty testing • Graphology • Substance abuse screening.
  35. 35. Background investigations and reference checks
  36. 36. Preemployment informatin services VideoRisk Assessment Group, Inc. Preemployment Background Screening and Information Services.mp4
  37. 37. Types of background checks : • • • • • By phone By commercial credit rating company By databases By written references By checking candidates’ social networking sites
  38. 38. So, how to make background checks more useful ? • Include on the application form a statement for applicants to sign explicitly authorizing a background check. • Rely on telephone references • Persistence and sensitivity to potential red flags improve results • Use the references offered by the applicant as a source for other references • Try to ask open ended questions
  39. 39. Polygraph, Paper and Pencil honesty test, Graphology Elfa Adriana Ginting
  40. 40. The polygraph Polygraph is a device that measure physiological changes like increased perspiration and that such changes reflect changes in emotional state that accompany lying.
  41. 41. The people that can use the polygraph • • • • Local State Federal government employers Industries with national defense or security contracts • Private business • Police
  42. 42. The theory from lie detector is that when a person lies, the lying causes a certain amount of stress that produces changes in several involuntary physiological reactions. There are a series of different sensors are attached to the body and as the polygraph measures changes in : 1). Breathing, 2). Blood pressure, 3). Pulse and perspiration, 4). Pens record the data on graph paper.
  43. 43. Paper and Pencil honesty test These are psychological tests designed to predict job applicants proneness to dishonesty and other forms of counter productivity. Most of these test measure attitudes regarding things like tolerance of others who steal, acceptance of rationalizations for theft, and admission of theft related activities
  44. 44. Honesty Testing Program : • • • • Ask blunt questions , Listen, rather than talk. Check all employment and personal references Use paper and pencil honesty test and psychological tests • Test for drugs Paper and pencil honesty test is the simple test. Especially in Indonesia, that In one company want to selection the new employee
  45. 45. Graphology Graphology is more specialized in the psychology of handwriting analysis. Thus, a graphology expert can usually be asked to help investigate crimes. In Graphology, the handwriting analyst studies an applicant’s handwriting and signature to discover the person’s needs. The variation of light and dark lines shows a “lack of control” and is “one strong indicator of the writer’s inner disturbance.
  46. 46. Graphology word itself has defined as the study of a person's personality through his handwriting. A graphologist in his work when analyzing writing, aiming to find information about the nature, personality, and character of its author. For the example, Sharon Stockham company , senior human resource , says her company “lives and dies” by handwriting analysis, using it as one element for screening officer candidates.
  47. 47. Physical Exams, Substance Abuse Screening, Substance Abuse Screening, Syukur Gulo
  48. 48. Physical Exams • Reasons for pre-employment medical examinations: – To verify that the applicant meets the physical requirements of the position – To discover any medical limitations you should take into account in placing the applicant. – To establish a record and baseline of the applicant’s health for future insurance or compensation claims. – To reduce absenteeism and accidents – To detect communicable diseases that may be unknown to the applicant. – Example: Astra, Medical School, Pilot
  49. 49. Substance Abuse Screening • Types of drug screening: – Before formal hiring – When there is a reason to believe the person has been using drugs – After a work accident – Presence of obvious behavioral symptoms – Random or periodic basis – Transfer or promotion to new position Example: Astra, Medical School, Pilot • Types of tests – Urinalysis – Hair follicle testing
  50. 50. Substance Abuse in the Workplace • Ethical Issues – Presence versus Impairment – Recreational use versus habituation – Degrading and Intrusive of procedures – Accuracy of tests • Legal Issues – Drug Free Workplace Act of 1988 – Americans with Disabilities Act
  51. 51. Substance Abuse in the Workplace • What to do when a job candidate tests positive – Will not hire such candidate – Fire current employees who test positive
  52. 52. Complying with Immigration Law 1. Hire only citizens and aliens lawfully authorized to work in the certain country (i.g. U.S.). 2. Advice all new job applicants of your policy. 3. Require all new employees to complete and sign the INS I-9 form to certify that they are eligible for employment. 4. Examine documentation presented by new employees, record information about the documents on the verification form, and sign the form. 5. Retain the form for three years or for one year past the employment of the individual, whichever is longer. 6. If requested, present the form for inspection by INS or Department of Labor officers.
  53. 53. Procedure in Complying with Immigration Law Applied in US
  54. 54. Procedure in Complying with Immigration Law Applied in Indonesia
  55. 55. Improving Productivity Through HRIS: Comprehensive Automated Applicant Tracking and Screening Systems The applicant tracking systems we introduced in Chapter 4 (recruiting) do more than compile incoming Web-based resumess and track applicants during the hiring process. • • • First, most employers also use their applicants tracking systems (ATS) Second, employers also use these advanced ATS to test and screen applicants online: web-based skill testing, cognitive skill testing, psycologival testing. Third, the newer system don’t just screen out candidates, but discover “hidden talents.”
  56. 56. Employee testing and selection Group 2: Elfa Adriana Ginting Eunike Yuliana Micha Paramitha Ninies Melodie Saviora Linda Syukur Gulo

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