Dessler_hrm16_PPT_06. human resources managementpptx

human resources management

1. Human Resource Management Sixteenth Edition Chapter 6 Employee Testing and Selection Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved

2. Learning Objectives (1 of 2) 6.1 Answer the question: Why is it important to test and select employees? 6.2 Explain what is meant by reliability and validity .

3. Learning Objectives (2 of 2) 6.3 List and briefly describe the basic categories of selection tests, with examples. 6.4 Explain how to use two work simulations for selection. 6.5 Describe four ways to improve an employer’s background checking process .

4. Learning Objective 6.1: Answer the Question: Why Is It Important to Test and Select Employees?

5. Why Employee Selection Is Important Performance Cost Legal obligations Person and job/organization fit

6. Learning Objective 6.2: Explain What Is Meant by Reliability and Validity

7. The Basics of Testing and Selecting Employees Reliability Validity

8. Test Reliability Reliability is a selection tool’s first requirement. It is defined as the consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test .

9. What Can Cause a Test to be Unreliable? Physical conditions Differences in the test taker Differences in test administration The questions may do a poor job of sampling the material

10. Reliability Coefficient Figure 6-1 Test Score Correlation Examples

11. Test Validity Validity is the accuracy with which a test (or selection tool) measures what it purports to measure or fulfills the function it was designed to fill .

12. How to Demonstrate Validity Criterion Validity Content Validity Construct Validity

13. Evidence-Based H R : How to Validate a Test (1 of 2) Step 1: Analyze The Job Step 2: Choose The Test Step 3: Administer The Test Step 4: Relate Your Test Scores and Criteria Step 5: Cross-Validate and Revalidate

14. Evidence-Based H R: How to Validate a Test (2 of 2) Figure 6-4 Expectancy Chart Note: This expectancy chart shows the relation between scores made on the Minnesota Paper Form Board and rated success of junior draftspersons. Example: Those who score between 37 and 44 have a 55% chance of being rated high performer and those scoring between 57 and 64 have a 97% chance .

15. Bias Employers should redouble their efforts to ensure that the tests they’re using aren’t producing biased decisions .

16. Utility Analysis Answering the question, “Does it pay to use the test?” requires utility analysis . Shows the degree to which use of a selection measure improves the quality of individuals selected over what would have happened if the measure had not been used .

17. Improving Performance: H R as a Profit Center Using Tests to Cut Cost and Boost Profits Let’s talk about it …

18. Validity Generalization Validity generalization “refers to the degree to which evidence of a measure’s validity obtained in one situation can be generalized to another situation without further study .”

19. Know Your Employment Law Testing and Equal Employment Opportunity An adverse impact claim

20. Test Taker’s Individual Rights and Test Security The American Psychological Association’s ( A P A ) standard for educational and psychological tests The Federal Privacy Act

21. Diversity Counts Gender Issues in Testing Interpret results with care

22. How Do Employers Use Tests at Work? About 80% of the biggest U.S. employers now use testing Not just for lower-level workers

23. Learning Objective 6.3: List and Briefly Describe the Basic Categories of Selection Tests, with Examples

24. Types of Tests Tests of cognitive abilities Intelligence tests ( I Q ) Specific cognitive abilities Tests of motor & physical abilities Measuring personality Interest inventories Achievement tests

25. Improving Performance: H R Practices Around The Globe Testing for Assignments Abroad Let’s talk about it…

26. Improving Performance Through H R I S: Computerization and Online Testing Testing using Computer/Online Let’s take a look…

27. Learning Objective 6.4: Explain How to Use Two Work Simulations for Selection

28. Work Samples and Simulations With work samples , you present examinees with situations representative of the job for which they’re applying, and evaluate their responses . Considered tests

29. Using Work Sampling for Employee Selection (1 of 2) Basic procedure Situational judgment tests Management Assessment Centers Situational Testing Video-Based Situational Testing

30. Using Work Sampling for Employee Selection (2 of 2) The Miniature Job Training and Evaluation Approach Realistic Job Preview Choosing a Selection Method

31. Improving Performance: H R Tools for Line Managers and Small Businesses Employee Testing and Selection Let’s talk about it…

32. Learning Objective 6.5: Describe Four Ways to Improve an Employer’s Background Checking Process

33. Background Investigations and Other Selection Method Background investigations Reference checks Pre-employment information services Honesty testing Substance abuse screening

34. Why Perform Background Investigations and Reference Checks? Avoid hiring mistakes Verify information Uncover damaging information

35. Know Your Employment Law Giving References Let’s take a look…

36. Trends Shaping H R : Digital and Social Media Digital Tools – Background Checks Let’s talk about it…

37. Using Preemployment Information Services Authorizing background reports Disclosure and authorization Certification Providing copies of reports Notice after adverse action

38. Steps for Making the Background Check More Valuable Statement authorizing a background check Phone references Attentiveness to red flags Compare the application to the resume Ask open-ended questions Ask references to suggest other references Aim for “360” reference checking

39. The Polygraph and Honesty Testing Meet Standards Written Honesty Test Testing for Honesty Guidelines

40. Graphology The use of handwriting analysis to determine the writer’s basic personality traits .

41. “Human Lie Detectors” Testing for honesty Practical guidelines

42. Physical Exams Physical exams After the job offer has been extended A D A

43. Substance Abuse Screening and Drug Testing Legal Issues Most employers conduct drug screenings Raises legal concerns A D A The Drug Free Workplace Act of 1988 The U.S. Department of Transportation workplace regulations

44. Comply with Immigration Law Eligibility to work I-9 Employment Eligibility Verification form E-verify

45. Chapter 6 Review What you should now know ….

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