5 and selection employee testing - rome business school

Module 5-1

Employee Testing

and Selection 5

Module 5-2

Learning Objectives

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.

Module 5-3

Learning Objectives

5. List eight tests you could use for employee selection, and how you would use them.

6. Give two examples of work sample/simulation tests.

7. Give examples of some of the ethical and legal considerations in testing.

Module 5-4

Why Careful Selection is

Important

• Performance

• Cost

• Legal obligations

• Person and job/organization fit

Module 5-5

Explaining what is meant

by reliability and validity

Module 5-6

Basic Testing Concepts

• Reliability

• Validity

oCriterion validity

oContent validity

oConstruct validity

Module 5-7

Review

• Reliability =

consistency

• Validity =

measuring what

you intend to

measure

Module 5-8

How to go about validating

a test

Module 5-9

Evidence-Based HR: How

to Validate a Test

• Analyze

• Choose

• Administer

• Relate

• Cross-validate

Module 5-10

Review

Module 5-11

Cite and illustrate our

testing guidelines

Module 5-12

Evidence-Based HR: Test

Validation Issues

• Who scores the test?

• Bias

• Utility analysis

• Validity generalization

Module 5-13

Review

Module 5-14

Ethical and legal

considerations in testing

Module 5-15

Evidence-Based HR: Test

Validation Other Issues

• Individual rights and test security

• Privacy issues

• Using tests at work

• Computerized and online testing

Module 5-16

Review

• Rights and security

• Privacy

• Tests at work

• Computerized,

online testing

Module 5-17

Tests for employee

selection, and how you

would use them

Module 5-18

Types of Tests

• Cognitive abilities

o Intelligence tests

o Specific cognitive abilities

• Motor & physical abilities

• Measuring personality

• Interest inventories

• Achievement tests

Module 5-19

What do personality tests

measure?

• The “Big Five”

• Predicting

performance

• Caveats

Module 5-20

Review • Interests

• Achievement

• “Big 5”

• Predicting

• Caveats

o Interpretation

oLegal issues

oDisputing value

• Cognitive

abilities

o IQ

oSpecific mental

abilities

• Motor skills

• Personality

Module 5-21

Examples of work

sample/simulation tests

Module 5-22

Work samples and

simulations

• Basic procedure

• Situational judgment tests

• Management assessment centers

• Situational testing

Module 5-23

Work samples and

simulations

• Computerized

multimedia assessment

• Miniature job training

and evaluation

• Realistic job previews

• Testing techniques for

managers

Module 5-24

Review

• Miniature job

training

• Realistic job

previews

• Managers and

testing

• Situational

judgment

• Assessment

centers

• Situational

testing

• Computers

Module 5-25

Examples of some of the

ethical and legal

considerations in testing

Module 5-26

Background Investigations

• Why perform checks?

• Effectiveness

• Legal dangers

oDefamation

oPrivacy

• How to check

Module 5-27

Background Investigations

• Applicants’ social postings

• Pre-employment information services

• The polygraph and honesty testing

• Graphology

Module 5-28

Background Investigations

• “Human lie detectors”

• Physical exams

• Substance abuse

• Complying with immigration law

• Improving productivity through HRIS

Module 5-29

Review

• Why perform checks?

• Effectiveness

• Legal dangers

• How to check

• Social postings

• Information services

Module 5-30

Review

• Honesty testing

• Graphology

• “Human lie detectors”

• Physicals/drugs

• Immigration

• HRIS