What are the 5 steps of the selection process?
1-screening applicants and resumes
2- testing and reviewing
3- interviewing candidates
4-checking references and background
5- making a selection
Define reliability:
Degree to which a measure is free from random error-Measuring the instrument rather than the characteristic
Define Validity:
Extent to which performance on the measure is related to performance on the job
Decisions on who to employ impact the company’s____
comeptitiveness
List the selection method standards:
reliability, validity, generalizability, utility, legality
reliability refers to measuring ____ rather than_____
instrument; characteristic
define correlation coefficient:
measure of the degree to which two sets of numbers are related
define criterion-related validation:
method of establishing validity by showing a substantial correlation between test scores and job performance scores
define concurrent validation design:
measure current job incumbents on attributes and performance then obtain correlation between the two sets of numbers
define predictive validation design:
Measure attribute, hire some applicants/reject others, wait for time period, measure all newly hired job incumbents, obtain correlation between attribute and peformance (start and finish)
define content validation:
items, questions, or probs posed by a test are representative of situations or problems that occur on job ex. simulaiton based role play games
content validation is best for ____
small sample settings
Define generalizability:
The degree to which the validity of a selection method established in one context extends to other contexts
define utility:
degree to which info provided by the selection methods enhances the effectiveness of selecting personnel
utility is impacted by:
reliability, validity, generalization
Job performance for utility follows a _____
power law distribution
define power law distribution:
Small number of hyper performances contribute large amount of total output , while most employees fall below average performance
power law features a ____ where extreme values are more common
“heavy tail”
What are the characteristics of power law?
disproportionate output: small % emp make large % results, below average majority: lots below avg, hyper performers:workers who output is better than norm, fat tails: more extreme high values
define legality:
all selection methods should adhere to existing laws and legal precedents
what did the civil rights act of 1991 do?
protect ppl from discrimination based on race, sex, religion…
how is crs 1991 diff from 1964?
1- makes an obligation to neutral appearing selection method 2- allows jury to decide puntive damages 3- prohibits better treatment to minority groups
what is the age discrimination in employment act?
covers ppl over age 40, outlaws mandatory retirement programs
what does ada do?
protect ppl with physical / mental disability, reasonable accomodations required, employer dosnt have to make accomodations that require harship
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Module 149
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Module 20
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Module 352
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module 428
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module 519
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Module 6- Selection and Placement45
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Module 7- Training49
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Module 8- Performance Management53
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Module 9-Development36
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Module 10- Separation and Retention41
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Module 12- Recognizing Emp Contr with Pay83
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Module 11- Pay Structure Decisions72
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Module 13- Employee Benefits51
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Module 14- collective bargaining22
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Module 15- global hrm19
