Human resource management gaining a competitive advantage 2014 chapter 6

Human Resource Management: Gaining a Competitive Advantage Chapter 06 Selection and Placement McGraw-Hill/Irwin Copyright © 2013 by The McGraw-Hill Companies, Inc All rights reserved 5 Evaluation Selection Method Standards Reliability Validity Generalizabil ity Utility Legality 6-2 Reliability  Reliability is the degree to which a measure of physical or cognitive abilities or traits is free from random error The correlation coefficient is a measure of the degree to which two sets of numbers are related  A perfect positive relationship equals +1.0  A perfect negative relationship equals - 1.0  Test-retest reliability is knowing how scores on the measure at one time relate to scores on the same measure at another time 6-3 Validity  Validity is the extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance  Criterion-related validation is a method of establishing the validity of a personnel selection method by showing a substantial correlation between test scores and jobperformance scores The types include:  Predictive validation  Concurrent validation 6-4 Criterion-Related Validity Predictive Test Applicant s Measure Performanc e of Those Hired TIME Concurrent Test Existing Employees Measure Their Performance TIME 6-5 Concurrent Validation 6-6 Predictive Validation 6-7 Content Validation Content validation is a test-validation strategy performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job  Best for small samples  Achieved primarily through expert judgment 6-8 Legality  All selection methods must conform to existing laws and legal precedents  Three acts have formed the basis for a majority of the suits filed by job applicants:  Civil Rights Act of 1964 and 1991  Age Discrimination in Employment Act of 1967  Americans with Disabilities Act of 1991 6-9 Civil Rights Act of 1991  Protects individuals from discrimination based on race, color, sex, religion and national origin  Differs from the 1964 act in three areas: Establishes employers' explicit obligation to establish neutral-appearing selection method Allows a jury to decide punitive damages Explicitly prohibits granting preferential treatment to minority groups 6-10 Age Discrimination in Employment Act of 1967  Covers over age 40 individuals  No protection for younger workers  Outlaws almost all “mandatory retirement” programs 6-11 Americans with Disabilities Act  Protects individuals with physical or mental disabilities (or with a history of the same)  Reasonable accommodations are required by the organization to allow the disabled to perform essential functions of the job  An employer need not make accommodations that cause undue hardship  Restrictions on pre-employment inquiries 6-12 Types of Selection Methods JOBS 6-13 Interviews  Selection interviews-a dialogue initiated by one or more persons to gather information and evaluate the applicant’s qualifications for employment  To increase an interview’s utility:  Interviews should be structured, standardized, and focused on goals oriented to skills and observable behaviors  Interviewers should be able to quantitatively rate each interview  Interviewers should have a structured note-taking system that will aid recall to satisfying ratings 6-14 Situational Interview  A situational interview confronts applicants on specific issues, questions, or problems likely to arise on the job  Situational interviews consist of:  experience-based questions  future-oriented questions 6-15 Other Selection Methods  Individuals should manage their digital identity the same way they manage their résumé  References, biographical data, and applications gather background information on candidates  Physical ability tests are relevant for predicting job performance, occupational injuries and disabilities  Physical ability tests include:  muscular tension, power, and endurance  cardiovascular endurance  flexibility  balance  coordination 6-16 Other Selection Methods  A cognitive ability test differentiates individuals based on mental rather than physical capacities  Commonly assessed abilities:  verbal comprehension  quantitative ability  reasoning ability  Personality inventories categorize individuals by personality characteristics  Work samples simulate a job in miniaturized form 6-17 Cognitive Ability Tests  Dimensions Cognitive Ability Tests:  Verbal Comprehension -a person’s capacity to understand and use written and spoken language  Quantitative Ability - speed and accuracy with which one can solve arithmetic problems  Reasoning Ability - a person’s capacity to invent solutions to diverse problems 6-18 Physical Ability Tests  Two Questions to Ask: Is physical ability essential to perform the job? Is it mentioned prominently enough in the job description? Tests Measure:  muscular power and endurance  cardiovascular endurance  flexibility  balance  coordination 6-19 Personality Inventories Big Dimensions of Personality 6-20 Emotional Intelligence 6-21 Work-Sample Tests  Work-sample tests attempt to simulate the job in a pre-hiring context to observe how the applicant performs  Assessment center-is a process in which multiple raters evaluate employees’ performance on exercises 6-22 Honesty Tests  Polygraph Act of 1988 banned the use of polygraph tests for private companies except pharmaceutical and security guard suppliers  Paper-and-pencil honesty testing attempts to assess the likelihood that employees will steal 6-23 Drug Tests  Drug-use tests tend to be reliable and valid  Major controversies about drug tests include:  Is it an invasion of privacy?  Is it an unreasonable search and seizure?  Is it a violation of due process?  Tests should be administered systematically to all applicants applying for the same job  Testing is likely to be more defensible with safety hazards associated with failure to perform  Test results should be reported to applicants, who should have an avenue to appeal 6-24 Summary of Selection Methods JOBS 6-25 ... data, and applications gather background information on candidates  Physical ability tests are relevant for predicting job performance, occupational injuries and disabilities  Physical ability... mental rather than physical capacities  Commonly assessed abilities:  verbal comprehension  quantitative ability  reasoning ability  Personality inventories categorize individuals by personality... to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance  Criterion-related validation is a method of establishing the validity of a personnel