Human resource management 15e by gary dessler 2017 chapter 06

All Rights ReservedEvidence-Based HR: How to Validate a Test 1 of 2 Step 1: Analyze The Job Step 2: Choose The Test Step 3: Administer The Test... All Rights ReservedEvidence-Based HR:

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Human Resource Management

Fifteenth Edition

Chapter 6

Employee Testing and Selection

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Learning Objectives (1 of 2)

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Learning Objectives (2 of 2)

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I.

Answer the question: Why is it important to test and

select employees?

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Why Employee Selection Is Important

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II.

Explain what is meant by reliability and validity.

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The Basic of Testing and Selecting Employees

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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

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What Can Cause a Test to be Unreliable?

• differences in the test taker

• differences in test administration

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Reliability Coefficient

Figure 6-1 Test Score Correlation Examples

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Test Validity

• Validity- is a selection tool’s defined as the accuracy with which a test, interview, and

so on, measure what is purports to measure or fulfills the function it was designed to fill

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How to demonstrate Validity?

1. Criterion Validity

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Trends Shaping HR: Digital and Social Media (1 of 2)

Talent Analytics

Let’s take a look…

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Evidence-Based HR: How to Validate a Test (1 of 2)

Step 1: Analyze The Job

Step 2: Choose The Test

Step 3: Administer The Test

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Evidence-Based HR: How to Validate a Test (2 of 2)

Step 4: Relate Your Test Scores and Criteria

Step 5: Cross-Validate and Revalidate

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.

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Bias

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Utility Analysis

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Improving Performance: HR as a Profit Center

Using Tests to Cut Cost and Boost Profits

Let’s talk about it…

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Validity Generalization

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Know Your Employment Law (1 of 2)

Testing and Equal Employment Opportunity

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Test Taker’s Individual Rights and Test Security

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Diversity Counts

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How Do Employers Use Test at Work?

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III.

List and briefly describe the basic categories of

selection tests, with examples.

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Types of Tests (1 of 2)

1 Test of Cognitive Abilities

• Intelligence tests (IQ)

• Specific cognitive abilities

2 Test of Motor & physical abilities

• Interest inventories

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Improving Performance: HR Practices Around The Globe

Testing for Assignments Abroad

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Types of Tests (2 of 2)

4 Interest inventories

5 Achievement tests

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Improving Performance Through HRIS: Computerization and Online Testing

Testing using Computer /Online

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Improving Performance: The Strategic Context

Crowdsourcing at Google

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IV.

Explain how to use two work simulations for selection.

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Work Samples and Simulations

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Using Work Sampling for Employee Selection (1 of 2)

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Using Work Sampling for Employee Selection (2 of 2)

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Improving Performance: HR Tools for Line Managers and Small Businesses

Employee Testing and Selection

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V.

Describe four ways to improve an employer’s

background checking process.

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Background Investigations and Other Selection Method

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Why Perform Background Investigations and Reference

Checks?

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Know Your Employment Law (2 of 2)

Giving References

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How to Check a Candidates Background?

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Trends Shaping HR: Digital and Social Media (2 of 2)

Digital Tools - Background Checks

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Using Pre-employment Information Services

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Making the Background Check More Valuable

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The Polygraph and Honesty Testing

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Graphology

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“Human Lie Detectors”

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Physical Exams

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Substance Abuse Screening and Drug Testing Legal Issues

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Comply with Immigration Law

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Chapter 6 Review

What you should now know….

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Copyright

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