Lecture Human resource management: Gaining a competitive advantage (9/e) – Chapter 6: Selection and placement

Chapter 6 - Selection and placement. After reading this chapter, you should be able to: Establish the basic scientific properties of personnel selection methods, including reliability, validity, and generalizability; discuss how the particular characteristics of a job, organization, or applicant affect the utility of any test; describe the government''s role in personnel selection decisions, particularly in the areas of constitutional law, federal laws, executive orders, and judicial precedent.

Chapter Selection and Placement Copyright © 2015 McGraw­Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw­Hill Education 5 Evaluation Selection Method Standards Reliability Validity Generalizability Utility Legality 6­2 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 6­3 Types of Selection Methods JOBS 6­4 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 6­5 system that will aid recall to satisfying ratings 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?” 6­6 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.6­7 What would you in that situation?” Big Dimensions of Personality Inventories 6­8 Emotional Intelligence 6­9 Summary of Selection Methods JOBS 6­10 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 6­11 ... Evaluation Selection Method Standards Reliability Validity Generalizability Utility Legality 6­2 Legality  All selection methods must conform to existing laws and legal precedents  Three acts... 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... 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