employment testing & selection-prince dudhatra-9724949948
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8/7/2019 Employment Testing & Selection-Prince Dudhatra-9724949948
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EMPLOYEE TESTING EMPLOYEE TESTING
AND SELECTION AND SELECTION
By:
AMAN SHARMA
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SelectionSelection
�� Personnel Selection isPersonnel Selection isthe methodicalthe methodical
placement of individualsplacement of individuals
into jobsinto jobs
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Why Careful Selection is ImportantWhy Careful Selection is Important
Organizational
Performance
Legal
Obligations
The Importance of
Selecting the Right
Employees
Costs of
Recruiting and
Hiring
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The Selection ProcessThe Selection Process
1
2
3
4
5
Steps in Selection:
Selection tests
Preliminar y Interview
Employment interview
Reference and background checks
Selection Decision
6 Physical Examination
8
7 Job Offer
Contract of employment
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Basic Testing ConceptsBasic Testing Concepts
�� ReliabilityReliability
Consistency of scores obtained by the same personConsistency of scores obtained by the same person
when retested with identical or equivalent tests.when retested with identical or equivalent tests.
Are test results stable over time?Are test results stable over time?
�� ValidityValidity
Indicates whether a test is measuring what it isIndicates whether a test is measuring what it is
supposed to be measuring.supposed to be measuring.Does the test actually measure what it is intended toDoes the test actually measure what it is intended to
measure?measure?
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Types of ValidityTypes of Validity
Criterion
Validity
Content
Validity
Test
Validity
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How to Validate a TestHow to Validate a Test
1
R elate Your Test Scores and Criteria: scores versus
actual performance
Choose the Tests: test batter y or single test
Steps in Test Validation
Analyze the Job: predictors and criteria
Administer the Tests: concurrent or predictive validation
2
3
4
Cross-Validate the test : repeat Steps 3 and 4 with a
different sample5
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Examples of Web Sites Offering Information on Tests or
Testing Programs
� www.hr-guide.com/data/G371.htm
Provides general information and sources for all types
of employment tests.
� www.ets.org/testcoll
Provides information on over 20,000 tests.� http://ericae.net/
Provides technical information about all types of
employment and nonemployment tests.
� www.mafoi.com/aspx/common/assessments.aspx
One of the Indian agencies that provide testing
services for employers according to international
standards.
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Sample Test
.
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Types of TestsTypes of Tests
Cognitive
(Mental)
Abilities
Achievement
Motor and
Physical
Abilities
Personality
and
Interests
What Tests
Measure
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Type of Question Applicant Might Expect on a Test of
Mechanical Comprehension
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Sample Picture Card from Thematic Apperception Test
.
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Sample Personality Test Items
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The ³Big Five´The ³Big Five´
Extraversion
Emotional Stability/Neuroticism
AgreeablenessOpenness to
Experience
Conscientiousness
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Work Samples and SimulationsWork Samples and Simulations
WorkSamples
Miniature
Job Trainingand
Evaluation
ManagementAssessment
Centers
Video-BasedSituational
Testing
Measuring Work
Performance Directly
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videovideo-- based situational testingbased situational testing
( A manager is upset about the condition of the dept. and takes it out( A manager is upset about the condition of the dept. and takes it outone of the dept.¶s employees)one of the dept.¶s employees)
Manager : well, I¶m glad you are here.Manager : well, I¶m glad you are here.
Associate: Oh?Why is that?Associate: Oh?Why is that?
M: Look at this place, that¶s why? Its so messy, I was on leave. YouM: Look at this place, that¶s why? Its so messy, I was on leave. You
should know better.should know better.A: But I left the office early yesterdayA: But I left the office early yesterday
M: May be. But there have been plenty of times before when you¶veM: May be. But there have been plenty of times before when you¶ve
left this dept. in messleft this dept. in mess..( The scenario stops here)( The scenario stops here)
If you were this associate, what would you do?If you were this associate, what would you do?
a)a) Straighten up the dept, and tr y to reason with the manager later Straighten up the dept, and tr y to reason with the manager later
b)b) Suggest to the manager that he talk with the other associatesSuggest to the manager that he talk with the other associates
who made the messwho made the mess
c)c)T
ake it up with the manager¶s bossT
ake it up with the manager¶s boss
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The Polygraph and Honesty TestingThe Polygraph and Honesty Testing
�� Employee Polygraph Protection Act of 1988Employee Polygraph Protection Act of 1988Generally prohibits polygraph examinations by allGenerally prohibits polygraph examinations by all
private employers unless:private employers unless:
The employer has suffered an economic loss or injur y.The employer has suffered an economic loss or injur y.
The employee in question had access to the property.The employee in question had access to the property. There is a reasonable prior suspicion.There is a reasonable prior suspicion.
The employee is told the details of the investigation, as wellThe employee is told the details of the investigation, as well
as questions to be asked on the polygraph test itself.as questions to be asked on the polygraph test itself.
Exceptions:Exceptions:
National defense and security (FBI, DOE, and DOJ)National defense and security (FBI, DOE, and DOJ)
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Handwriting Exhibit Used by Graphologist
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Background Investigations andBackground Investigations and
Reference ChecksReference Checks�� Investigations and ChecksInvestigations and Checks
Reference checksReference checks
Background employment checksBackground employment checks
Criminal recordsCriminal records
Driving recordsDriving records
Credit checksCredit checks
�� Why?Why?
To verif y factual information provided by applicants.To verif y factual information provided by applicants.
To uncover damaging information.To uncover damaging information.
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FIGURE 6±8
Reference
Checking
Form
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Background Investigations andBackground Investigations and
Reference Checks (cont¶d)Reference Checks (cont¶d)
Former Employers
Current Supervisors
Written References
Social Networking Sites
Commercial Credit
Rating Companies
Sources of
Information
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Limitations on Background InvestigationsLimitations on Background Investigations
and Reference Checksand Reference Checks
Background
Investigations
and
Reference Checks
Supervisor
Reluctance
Employer
Guidelines
Legal
Issues:
Privacy
Legal
Issues:
Defamation
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Making Background Checks More UsefulMaking Background Checks More Useful
1.1. Include on the application form a statement for Include on the application form a statement for
applicants to sign explicitly authorizing aapplicants to sign explicitly authorizing a
background check.background check.
2.2. Use telephone references if possible.Use telephone references if possible.
3.3. Use references provided by the candidate asUse references provided by the candidate as
a source for other references.a source for other references.
4.4. Ask openAsk open--ended questions to elicit moreended questions to elicit moreinformation from references.information from references.
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�� Selection Decision : View of line managersSelection Decision : View of line managers
�� Physical ExaminationPhysical Examination
�� Job Offer : Letter of AppointmentJob Offer : Letter of Appointment
�� Contract of Employment : It includes;Contract of Employment : It includes;
Job title, duties, date of joining, salar y, methodJob title, duties, date of joining, salar y, methodof payment, working hours, holidays, noticeof payment, working hours, holidays, notice
periodperiod
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