Employees' performance on a number of exercises.

Employees' performance on a number of exercises.

 

Five Selection Method Standards

 

·         Reliability,
2) Validity,
3) Generalizability,
4) Utility, and
5) Legality

 

Reliability

 

·         The consistency of a performance measure; the degree to which a performance measure is free from random error.

 

Validity

 

·         The extent to which a performance measure assesses all the relevant, and only the relevant, aspects of job performance.

 

Criterion-Related Validity

 

·         A method of establishing the validity of a personal selection method by showing substantial correlation between test scores and job performance scores.

 

Two Varieties of Criterion-Related Validity

 

·         Predictive validity
2) Concurrent validity

 

Predictive Validation

 

·         A criterion-related validity that seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job.

 

Concurrent Validation

 

·         A criterion-related validity that assesses the validity of a test by administering it to people currently in a job and then incumbents' scores are correlated with existing measures of their performance on the job.

 

Content Validation

 

·         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.

 

Two Limitations of Content Validation

 

·         One assumption that the person to be hired has the KSAs at the time of hiring, and
2) Because subjective judgement plays a large role, it is critical to minimize the amount of inference involved on the part of the judges.

 

Generalizability

 

·         The degree to which the validity of a selection method established in one context extends to other contexts.

 

Utility

 

·         The degree to which the information provided by selection methods enhances the bottom-line effectiveness of the organization (the more reliable, valid, and generalizable the selection method is, the more utility it will have).

 

Legality

 

·         The final standard that any selection method should adhere to.

 

Three primary federal laws that form the basis for a majority of suits filed by job applicants

 

·         Civil Rights Act of 1991 (an extension of the Civil Rights Act of 1964),
2) Age Discrimination in Employment Act of 1967, and
3) The American with Disabilities Act (ADA) of 1991

 

Nine Selection Methods

 

·         Interviews,
2) Reference checks,
3) Biographical information,
4) Physical ability tests,
5) Cognitive ability tests,
6) Personality inventories,
7) Work-sample tests,
8) Honesty tests, and
9) Drug tests

 

Interview

 

·         A dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for employment.

 

 

Situational Interview

 

·         An interview procedure where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job.

 

Two Varieties of Situational Interviews

 

·         Experience based and
2) Future oriented

 

Seven Classes of Physical Ability Tests

 

·         Muscular tension,
2) Muscular power,
3) Muscular endurance,
4) Cardiovascular endurance,
5) Flexibility
6) Balance, and
7) Coordination

 

Cognitive Ability Tests

 

·         A three dimensional test that includes 1) verbal comprehension, 2) quantitative ability, and 3) reasoning ability.

 

Verbal Comprehension

 

·         Refers to a person's capability to understand and use written and spoken language.

 

Quantitative Ability

 

·         Concerns speed and accuracy with which one can solve arithmetic problems of all kinds.

 

Reasoning Ability

 

·         Refers to a person's capacity to invent solutions to many diverse problems.

 

Personality Inventories (Big Five)

 

·         Extroversion,
2) Adjustment,
3) Agreeableness,
4) Conscientiousness, and
5) Openness to experience

 

Extroversion

 

·         Sociable, gregarious, assertive, talkative, expressive

 

Adjustment

 

·         Emotionally stable, non depressed, secure, content

 

Agreeableness

 

·         Courteous, trusting, good-natured, tolerant, cooperative, forgiving

 

Conscientiousness

 

·         Dependable, organized, persevering, thorough, achievement-oriented

 

Openness to Experience

 

·         Curious, imaginative, artistically sensitive, broad-minded, playful

 

Assessment Center

 

·         A process in which multiple raters evaluates employees' performance on a number of exercises.