Human resource management 9th noe holenber wight mcgrw hill 2015 chapter 006

Chapter Selection and Placement Copyright © 2015 McGraw-Hill Education All rights reserved No reproduction or distribution without the prior written consent of McGraw-Hill Education 5 Evaluation Selection Method Standards Reliability Validity Generalizability Utility Legality 6-2 Legality  All selection methods must conform to existing laws and legal precedents  Three acts form the basis for a majority of suits filed by job applicants:  Civil Rights Act of 1991 and 1964  Age Discrimination in Employment Act of 1967  Americans with Disabilities Act of 1991 6-3 Types of Selection Methods JOBS 6-4 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 6-5 Experience-Based Situational Interview Items Table 6.2 Experience Based Motivating employees: “Think about an instance when you had to motivate an employee to perform a task that he or she disliked but that you needed to have done How did you handle that situation?” Resolving conflict: “What was the biggest difference of opinion you ever had with a co-worker? How did you resolve that situation?” Overcoming resistance to change: “What was the hardest change you ever had to bring about in a past job, and what did you to get the people around you to change their thoughts or behaviors?” 6-6 Future Oriented Situational Interview Items Table 6.2 Future Oriented Motivating employees: Suppose you were working with an employee who you knew greatly disliked performing a particular task You needed to get this task completed, however, and this person was the only one available to it What would you to motivate that person?” Resolving conflict: ““Imagine that you and a co-worker disagree about the best way to handle an absenteeism problem with another member of your team How would you resolve that situation?” Overcoming resistance to change: “Suppose you had an idea for change in work procedures that would enhance quality, but some members of your work group were hesitant to make the change What would you in that situation?” 6-7 Big Dimensions of Personality Inventories 6-8 Emotional Intelligence 6-9 Summary of Selection Methods JOBS 6-10 Summary  Job applicants and an organization’s viability are affected by decisions regarding who is accepted and rejected for positions  Five standards should conform: reliability, validity, generalizability, utility and legality  Managerial assessment centers use many different forms of tests over a two or three day period to learn as much as possible about candidates for important executive positions  Validity associated with judicious use of multiple tests is higher than for tests used in isolation 6-11