employee testing learning objectives and · pdf file · 2016-11-23copyright ©...
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Employee Testing and Selection 6!
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6-1
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. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6-2
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.
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6-3
Why Careful Selection is Important
• Performance • Cost • Legal obligations • Person and job/organization fit
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Explaining what is meant by reliability and validity
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Basic Testing Concepts • Reliability • Validity o Criterion validity o Content validity o Construct validity
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Review • Reliability =
consistency • Validity =
measuring what you intend to measure
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How to go about validating a test
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Evidence-Based HR: How to Validate a Test
• Analyze • Choose • Administer • Relate • Cross-validate
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Review
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Evidence-Based HR: Test Validation Issues
• Who scores the test? • Bias • Utility analysis • Validity generalization
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Review
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Ethical and legal considerations in testing
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Evidence-Based HR: Test Validation Other Issues
• Individual rights and test security • Privacy issues • Using tests at work • Computerized and online testing
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Review • Rights and security • Privacy • Tests at work • Computerized,
online testing
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Tests for employee selection, and how you
would use them
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Types of Tests • Cognitive/analytical abilities
o Intelligence tests o Specific cognitive abilities
• Motor & physical abilities • Measuring personality • Interest inventories • Achievement tests
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What do personality tests measure?
• The “Big Five” • Predicting
performance • Caveats
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Review • Interests • Achievement • “Big 5” • Predicting • Caveats o Interpretation o Legal issues o Disputing value
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• Cognitive abilities o IQ o Specific mental
abilities • Motor skills • Personality
Examples of work sample/simulation tests
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Work samples and simulations
• Basic procedure • Situational judgment tests • Management assessment centers • Situational testing
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Work samples and simulations
• Computerized multimedia assessment
• Miniature job training and evaluation
• Realistic job previews • Testing techniques for
managers Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6-22
Review • Miniature job
training • Realistic job
previews • Managers and
testing
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• Situational judgment
• Assessment centers
• Situational testing
• Computers
Examples of some of the ethical and legal
considerations in testing
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Background Investigations • Why perform checks? • Effectiveness • Legal dangers o Defamation o Privacy
• How to check
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Background Investigations
• Applicants’ social postings • Pre-employment information services • The polygraph and honesty testing • Graphology
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Background Investigations
• “Human lie detectors” • Physical exams • Substance abuse • Complying with immigration law • Improving productivity through HRIS
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Review
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• Why perform checks? • Effectiveness • Legal dangers • How to check • Social postings • Information services
Review • Honesty testing • Graphology • “Human lie detectors” • Physicals/drugs • Immigration • HRIS
Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6-29
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Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall Chapter 6-30