2. 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.
3. Mengapa seleksi perlu hati-hati ?
Memilih calon terbaik untuk menduduki
jabatan tertentu
– Prestasi perusahaan tergantung pada
pegawainya.
– Perusahaan telah mengeluarkan biaya perekrutan
– Ada dampak hukum dalam mempekerjakan orang
4. Basic Testing Concepts
(konsep dasar pengujian)
Reliability (dapat diandalkan)
– Konsistensi dari nilai yang diperoleh sama saat
diuji kembali dengan ujian yang sejenis atau
setara dalam waktu yang berbeda.
Test validity
– Pengujian yang dilakukan apakah mengukur apa
yang diukur.
– Prestasi dalam ujian dapat dijadikan alat untuk
memprediksi prestasi kerja.
5. Types of Validity
Criterion validity (validitas kriteria)
– Validitas yg memperlihatkan bahwa nilai pada
ujian (alat prediksi) berhubungan dengan prestasi
pekerjaan (kriteria)
Content validity (validitas isi)
– Ujian yang berisi sampel dari tugas dan
keterampilan yang benar-benar dibutuhkan untuk
pekerjaan tersebut.
6. How to Validate a Tes
Step 1: Analyze the job (menganalisis
pekerjaan)
– Predictors: job specification
– Criterion: quantitative and qualitative measures of
job success
Step 2: Choose the tests (memilih ujian)
Step 3: Administer the test (melakukan ujian)
7. How to Validate a Test (cont’d)
Step 4: Relate Test Scores and Criteria
(hubungkan nilai ujian dg kriteria)
Step 5: Cross-Validate and Revalidate
(validasi silang dan validasi ulang)
– Repeat Step 3 and Step 4 with a different sample
of employees.
8. Testing Program Guidelines
1. Use tests as supplements (gunakan ujian sebagai
tambahan)
2. Validate the tests (Validasi ujian)
3. Monitor your testing/selection program (memonitor
ujian/program seleksi)
4. Keep accurate records (buatlah catatan yang
akurat)
5. Use a certified psychologist (gunakan psikolog yg
bersertifikat)
6. Manage test conditions (mengatur kondisi ujian)
7. Revalidate periodically (memvalidasi kembali secara
berkala)
9. Types of Tests (jenis-jenis ujian)
Tests of cognitive abilities
– Intelligence Tests
• Tests of general intellectual abilities that measure a
range of abilities, including memory, vocabulary, and
numerical ability.
10. Types of Tests (cont’d)
Tests of motor abilities
– Tests that measure motor abilities, such as finger
dexterity, manual dexterity, and reaction time.
Tests of physical abilities
– Tests that measure static strength, dynamic
strength, body coordination, and stamina.
11. Problem from the Test of
Mechanical Comprehension
Which gear will turn the same way as the driver?
12. Measuring Personality and Interests
Personality tests
– Tests that use projective techniques and trait
inventories to measure basic aspects of an
applicant’s personality, such as introversion,
stability, and motivation.
13. Other Tests
Interest inventories
– Personal development and selection devices that
compare the person’s current interests with those
of others now in various occupations so as to
determine the preferred occupation for the
individual.
Achievement tests
– Test that measure what a person has already
learned—“job knowledge” in areas like accounting,
marketing, or personnel.
14. Other Tests (cont’d)
Web-Based (Online) testing
– Eliminates costly and inefficient paper-and-pencil
testing processes.
– Allows for role-playing by applicants.
– Use of computer-based scoring eliminates rater
bias.
– Provides immediate scoring and feedback of
results to applicants.
– Can be readily customized for specific jobs.
15. Work Samples (contoh pekerjaan)
Work samples (contoh pekerjaan)
– Tugas pekerjaan sebenarnya yang digunakan
dalam menguji prestasi pelamar.
Work sampling technique (teknik contoh
pekerjaan)
– Metode pengujian berdasarkan ukuran prestasi
atas tugas pekerjaan dasar yang sebenarnya.
Artinya : mengukur bagaimana seorang calon
benar-benar melaksanakan sebagian besar tugas
dasar pekerjaan itu.
16. Work Simulations (simulasi)
Management assessment center
– Sebuah simulasi dimana para calon melaksanakan tugas
manajemen secara realistik sehingga potensi mereka dapat
dianalisis dalam sebuah hipotesis, umumnya dilakukan dg
cara ujian dan permaianan manajemen.
Typical simulated exercises include:
– The in-basket (setumpuk tugas)
– Leaderless group discussion (diskusi kelompok tanpa
pemimpin)
– Management games (permainan manajemen)
– Individual presentations (presentasi individu)
– Objective tests (ujian objerktif : kepribadian, mental, minat)
– The interview (wawancara)
17. Background Investigations and
Reference Checks
Reasons for investigations and checks
– To verify factual information provided by
applicants.
– To uncover damaging information.
18. Background Investigations and
Reference Checks (cont’d)
Sources of information for background
checks:
– Former employers
– Current supervisors
– Commercial credit rating companies
– Written references
19. The Polygraph and Honesty Testing
The polygraph (or lie detector)
– A device that measures physiological changes,
– The assumption is that such changes reflect
changes in emotional state that accompany lying.
20. Graphology
Graphology (handwriting analysis)
– Assumes that handwriting reflects basic
personality traits.
– Graphology’s validity is highly suspect.
Handwriting Exhibit Used by Graphologist
21. Physical Examination
Reasons for preemployment 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.
