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Human Resource ManagementGaining a Competitive Advantage
Chapter 6
Selection and Placement
McGraw-Hill/Irwin Copyright © 2008 by The McGraw-Hill Companies, All Rights Reserved.
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Learning ObjectivesAfter 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.
• List the common methods used in selecting human resources.
• Describe the degree to which each of the common methods used in selecting human resources meets the demands of reliability, validity, generalizability, utility, and legality.
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Selection Method Standards for Evaluation Purposes
Reliability
Validity
Generalizability
Utility
Legality
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Reliability
• Reliability is the degree to which a measure of physical or cognitive abilities, or traits, is free from random error.
• The correlation coefficient is a measure of the degree to which two sets of numbers are related. – A perfect positive relationship equals +1.0– A perfect negative relationship equals - 1.0
• Knowing how scores on the measure at one time relate to scores on the same measure at another time refers to test-retest reliability.
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Validity
• Validity is the extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance.
• Criterion-related validation is a method of establishing the validity of a personnel selection method by showing a substantial correlation between test scores and job-performance scores. The types include:– Predictive validation– Concurrent validation
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Criterion-Related Validity
Predictive Concurrent
TIME TIME
TestApplicants
MeasurePerformance
of those Hired
Measuretheir
Performance
TestExisting
Employees
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Content Validation
• Content validation is 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.– Best for small samples– Content validity is achieved primarily through
a process of expert judgment
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Generalizability
• Generalizability is the degree to which the validity of a selection method established in one context extends to other contexts.
• Three contexts include:– different situations– different samples of people– different time periods
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Utility
• Utility is the degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in organizations.
• It is impacted by reliability, validity, and generalizability.
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Legality
• All selection methods must conform to existing laws and legal precedents.
• Three acts have formed the basis for a majority of the suits filed by job applicants:– Civil Rights Act of 1964 and 1991– Age Discrimination in Employment Act of
1967– Americans with Disabilities Act of 1991
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Civil Rights Act of 1991
• This act protects individuals from discrimination based on race, color, sex, religion, and national origin.
• The 1991 act differs from the 1964 act in three different areas:– It establishes employers' explicit obligation to
establish neutral-appearing selection method.
– Allows a jury to decide punitive damages.– It explicitly prohibits the granting of
preferential treatment to minority groups.
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Age Discrimination in Employment Act
• Covers individuals who are over the age of 40.
• There is no protection for
younger workers.• This act outlaws almost
all “mandatory retirement” programs.
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Americans with Disabilities Act
• Protects individuals with physical or mental disabilities (or with a history of the same).
• Reasonable accommodations are required by the organization to allow the disabled to perform essential functions of the job. – An employer need not make
accommodations that cause undue hardship.
• Restrictions on preemployment inquiries.
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Executive Orders
• Executive Order 11246 parallels the Civil Rights Act of 1964 but goes beyond it by: – requiring affirmative action to hire qualified
protected group applicants, and – allowing the government to suspend all
business with a contractor while an investigation is going on.
• The Office of Federal Contract Compliance and Procedures (OFCCP) issues guidelines and helps companies comply.
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Types of Selection Methods
Honesty Testsand Drug Tests
Work Samples
PersonalityInventories Cognitive Ability Tests
Physical AbilityTests
References andBiographical Data
Interviews
JOBSHR
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Interviews
• Selection interviews are defined as a dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for employment.
• The utility of an interview can be increased by the following suggestions:– Interviews should be structured, standardized, and
focused on goals oriented to skills and behaviors that are observable.
– Interviewers should plan to come out of each interview with a quantitative rating.
– Interviewers should also have a structured note-taking system that will aid recall when it comes to satisfying the ratings.
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Situational Interview
• A situational interview confronts applicants on specific issues, questions, or problems that are likely to arise on the job.
• These interviews consist of:– experience-based questions– future-oriented questions
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Other Selection Methods
• References, Biographical data, and Application Blanks gather background information on candidates.
• Physical ability tests are relevant for predicting not only job performance but occupational injuries and disabilities. Types of physical ability tests include:– muscular tension, power, and endurance– cardiovascular endurance– flexibility– balance– coordination
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Other Selection Methods
• A cognitive ability test differentiates individuals based on their mental rather than physical capacities. Abilities most commonly assessed are:– verbal comprehension– quantitative ability– reasoning ability
• Personality inventories categorize individuals by their personality characteristics.
• Work samples simulate the job in miniaturized form.
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Honesty Tests
• The Polygraph Act of 1988 banned the use of polygraph tests for private companies except pharmaceutical and security guard suppliers.
• Paper-and-pencil honesty testing attempts to assess the likelihood that employees will steal. – Since these tests are new,
there is little evidence on their effectiveness.
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Drug Tests
• Drug-use tests tend to be reliable and valid.
• The major controversies of drug tests includes:– Is it an invasion of privacy– Is it an unreasonable search and seizure– Is it a violation of due process
• Tests should be administered systematically to all applicants applying for the same job.
• Testing is likely to be more defensible when there are safety hazards associated with the failure to perform.
• Test results should be reported to the applicant, who should have an avenue to appeal.