Human Resource Management Fifteenth Edition Chapter 6 Employee

Learning Objectives (1 of 2) 6 -1. Answer the question: Why is it important

Learning Objectives (2 of 2) 6 -3. List and briefly describe the basic categories

I. Answer the question: Why is it important to test and select employees? Copyright

Why Employee Selection Is Important • Performance • Cost • Legal obligations • Person

II. Explain what is meant by reliability and validity. Copyright © 2017, 2015, 2013

The Basic of Testing and Selecting Employees • Reliability • Validity – Criterion validity

Test Reliability • Reliability- is a selection tool’s first requirement. It is defined as

What Can Cause a Test to be Unreliable? • physical conditions • differences in

Reliability Coefficient Figure 6 -1 Test Score Correlation Examples Copyright © 2017, 2015, 2013

Test Validity • Validity- is a selection tool’s defined as the accuracy with which

How to demonstrate Validity? 1. Criterion Validity 2. Content Validity 3. Construct Validity Copyright

Trends Shaping HR: Digital and Social Media (1 of 2) Talent Analytics Let’s take

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

Evidence-Based HR: How to Validate a Test (2 of 2) Step 4: Relate Your

Bias Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Utility Analysis Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Improving Performance: HR as a Profit Center Using Tests to Cut Cost and Boost

Validity Generalization Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Know Your Employment Law (1 of 2) Testing and Equal Employment Opportunity Copyright ©

Test Taker’s Individual Rights and Test Security Copyright © 2017, 2015, 2013 Pearson Education,

Diversity Counts Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

How Do Employers Use Test at Work? Copyright © 2017, 2015, 2013 Pearson Education,

III. List and briefly describe the basic categories of selection tests, with examples. Copyright

Types of Tests (1 of 2) 1. Test of Cognitive Abilities • Intelligence tests

Improving Performance: HR Practices Around The Globe Testing for Assignments Abroad Let’s talk about

Types of Tests (2 of 2) 4. Interest inventories 5. Achievement tests Copyright ©

Improving Performance Through HRIS: Computerization and Online Testing using Computer /Online Let’s take a

Improving Performance: The Strategic Context Crowdsourcing at Google Let’s talk about it… Copyright ©

IV. Explain how to use two work simulations for selection. Copyright © 2017, 2015,

Work Samples and Simulations Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights

Using Work Sampling for Employee Selection (1 of 2) 1. Basic procedure 2. Situational

Using Work Sampling for Employee Selection (2 of 2) 5. The Miniature Job Training

Improving Performance: HR Tools for Line Managers and Small Businesses Employee Testing and Selection

V. Describe four ways to improve an employer’s background checking process. Copyright © 2017,

Background Investigations and Other Selection Method Copyright © 2017, 2015, 2013 Pearson Education, Inc.

Why Perform Background Investigations and Reference Checks? Copyright © 2017, 2015, 2013 Pearson Education,

Know Your Employment Law (2 of 2) Giving References Let’s take a look… Copyright

How to Check a Candidates Background? Copyright © 2017, 2015, 2013 Pearson Education, Inc.

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

Using Pre-employment Information Services Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights

Making the Background Check More Valuable Copyright © 2017, 2015, 2013 Pearson Education, Inc.

The Polygraph and Honesty Testing • Meet Standards • Written Honest Test • Testing

Graphology Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

“Human Lie Detectors” Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Physical Exams Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Substance Abuse Screening and Drug Testing Legal Issues Copyright © 2017, 2015, 2013 Pearson

Comply with Immigration Law Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights

Chapter 6 Review What you should now know…. Copyright © 2017, 2015, 2013 Pearson

Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

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Learning Objectives (1 of 2) 6 -1. Answer the question: Why is it important to test and select employees? 6 -2. Explain what is meant by reliability and validity. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Learning Objectives (2 of 2) 6 -3. List and briefly describe the basic categories of selection tests, with examples. 6 -4. Explain how to use two work simulations for selection. 6 -5. Describe four ways to improve an employer’s background checking process. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

The Basic of Testing and Selecting Employees • Reliability • Validity – Criterion validity – Content validity – Construct validity Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

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. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

What Can Cause a Test to be Unreliable? • physical conditions • differences in the test taker • differences in test administration • the questions may do a poor job of sampling the material Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

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. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

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. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Types of Tests (1 of 2) 1. Test of Cognitive Abilities • Intelligence tests (IQ) • Specific cognitive abilities 2. Test of Motor & physical abilities 3. Measuring Personality and Interests • Interest inventories Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Using Work Sampling for Employee Selection (1 of 2) 1. Basic procedure 2. Situational judgment tests 3. Management Assessment Centers 4. Situational Testing and Video-Based Situational Testing Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Using Work Sampling for Employee Selection (2 of 2) 5. The Miniature Job Training and Evaluation Approach 6. Realistic Job Preview 7. Choosing a Selection Method Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved