4-6 6-1 employee testing and selection human resource management 14 th edition, global edition gary...

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Employee Testingand Selection

Human Resource Management 14th Edition, Global Edition

Gary Dessler

Copyright © 2015 Pearson Education Ltd.

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1. Answer the question: Why is it

important to test and select

employees?

2. Explain what is meant by reliability and

validity.

3. List and briefly describe the basic

categories of selection tests, with

examples.

Learning Objectives


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4. Explain how to use two work

simulations for selection.

5. Describe four ways to improve an

employer’s background checking

process.

Learning Objectives


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Answer the question: Why is it important to

test and select employees?


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Why Employee Selection Is Important

• Performance

• Cost

• Legal obligations

• Person and

job/organization fit


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Review

• Person-job fit

• Matching the knowledge, skills, abilities,

and other competencies (KSACs)

• Employers Liability Act of 1969


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Explain what is meant by reliability and validity.


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Basic Testing Concepts

• Reliability

• Validity

oCriterion validity

oContent validity

oConstruct validity


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Evidence-BasedHR: How to Validate a Test

• Analyze

• Choose

• Administer

• Relate

• Cross-validate


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• Who scores the test?• Bias• Utility analysis• Validity generalization

Evidence-Based HR: Test Validation Issues


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Copyright © 2015 Pearson Education, Inc.

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• Reliability =

consistency

• Validity =

measuring what

you intend to

measure

Review

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Review

• Statistical analysis

• Use professionals

• Rights and security

• Privacy

• Tests at work

• Computerized,

online testingCopyright © 2015 Pearson

Education Ltd.

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List and briefly describe the basic categories of selection

tests, with examples.


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• Cognitive abilities

o Intelligence tests

o Specific cognitive abilities

• Motor & physical abilities

• Measuring personality

• Interest inventories

• Achievement tests

Types of Tests


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• The “Big Five”

• Predicting

performance

• Caveats

What do personality tests measure?


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• Cognitive abilities

o IQ

o Specific mental

abilities

• Motor skills

• Personality

• Interests• Achievement• “Big 5”• Predicting• Caveats

o Interpretationo Legal issuesoDisputing

value

Review


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Explain how to use two work simulations for

selection.


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Work Samples and Simulations

• Basic procedure

• Situational judgment tests

• Management assessment

centers

• Situational testing


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IMPROVING PERFORMANCE: HR Practices Around the Globe

• 1100 BC the Chinese government was

testing civil service candidates

• China uses assessment centers to

select employees

• Private employers use personnel

tests, in-basket tests, and leaderless

group discussionsCopyright © 2015 Pearson

Education Ltd.

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Work samples and simulations

• Computerized

multimedia assessment

• Miniature job training

and evaluation

• Realistic job previews

• Choosing a selection

method


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Review

• Situational

judgment

• Assessment

centers

• Situational

testing

• Computers

• Miniature job

training

• Realistic job

previews

• Choose a

selection

method


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Describe four ways to improve an employer’s background

checking process.


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Background Investigations

• Why perform checks?

• Effectiveness

• Legal dangers

o Defamation (damaging the good

reputation of someone)

o Privacy

• How to checkCopyright © 2015 Pearson

Education Ltd.

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IMPROVING PERFORMANCE:HR Tools for Line Managers and

Entrepreneurs

• Make the Background Check More Valuable

o Use a statement to authorize a

background check

o Compare the application to the résumé

o Write open-ended questions


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• Applicants’ social postings

• Pre-employment information

services

• The polygraph and honesty testing

o Paper-and-Pencil Honesty Tests

• Graphology


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IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs

• Testing for Honestyo Questiono Listeno Credit, employment and reference checko Testo Policies


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• “Human lie detectors”

• Physical exams

• Substance abuse screening

o Some Practical Considerations

• Complying with immigration law

o Proof of Eligibility



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• Why perform checks?

• Effectiveness

• Legal dangers

• How to check

• Social postings

• Information services

Review


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• Honesty testing

• Graphology

• “Human lie

detectors”

• Physicals/drugs

• Immigration

• HRIS

Review


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Improving Performance at The Hotel Paris

1. Provide a detailed example of a security

guard work sample test.

2. Provide a detailed example of two

personality test items you would suggest

they use, and why you would suggest using

them.


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3. What other tests would you suggest to Lisa,

and why would you suggest them?

4. How would you suggest Lisa try to confirm

that it is indeed the testing and not some other

change that accounts for the improved

performance.

Improving Performance at The Hotel Paris


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Hotel Paris Strategy Chapter 6


4-6 6-1 employee testing and selection human resource management 14 th edition, global edition gary...

Documents

pearson education

center employees

aim of employee selection

abilities ksas

best candidate forthe

reviewpersonjob fitmatching

right skills

work simulations