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EXTERNALSELECTION
II
SubstantiveAssessment
Method
ContingentAssessment
Method
Collectionof
AssessmentData
Discretionary
AssessmentMethod
Legal Issues
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PERSONALITYTEST
emotionalstability-
calm andoptimistic
extraversion-active,
talkative,socialize
Agreeableness-
cooperativeand trusting
openness toexperience-imaginative
andagreeablene
ss
Conscientiousness-
tendency tobe
purposeful
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How To Measure Personality?
SURVEY
Personal characteristic inventory (PCI) - Self reportmeasure which is ask applicant to report agreement/disagreement.
NEO Personality inventory (NEO)
Hogan personality inventory (HPI) - to measure ofemployee reliability and service orientation
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Paper and pencil
Interview
Online form
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Trivial validities
Fakinganswer with dishonest way
Positive applicant reactionpeople who
scored the worst
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2 types : Aptitudesing a song Achievementaward from company
There are 4 major classes of ability test :1. Cognitiveprocess to describe information
with use perception.
2. Psychomotormeasure correlation of thoughtwith body movement3. Physicalphysical test4. Perceptualdetect environment stimuli
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Use to predict job performance
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Asks questions thatdirectly assess
knowledge of theduties involved ina particular job.
Focuses on the levelof experience with,and correspondingknowledge about,
critical job tasks and
tools/processesnecessary to perform
the job.
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Types of
tests
Motor VSverbal
worksamples
Computerinteraction
performancetests VS
paper-and-
pencil tests
Performancetest VS work
sample
High- VSlow-fidelity
tests
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The Situational Judgment Test (SJT) assesses judgment required for
solving problems in work-related situations.
situational judgment test is almost similar with job knowledge testand work sample but there is some distinction :
Situational judgment test Job knowledge test
More explicitly taps thecontent of the job
More likely to deal withfuture hypothetical jobsituations
Situational judgment test Work sample
Former presentapplicants with multiplechoice responses to thescenarios
Applicants actuallyengage in behavior thatis observed by others
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Integrity is an important quality applicants , it is designed to tapimportant attribute.
Measures
2 major types of integrity test :
Clear purpose General purpose
Validity of integrity tests
Both clear and general purpose integrity are valid predictors of
encounter productive behavior Both clear and general purpose tests were valid predictors of job
performance
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Criticisms and concerns
Faking
Misclassification and stigmatization Negative applicant reaction
INTEREST , VALUES AND PREFERENCE INVENTORIES
Attempt to assess the activities individuals prefer to do both on andoff the job
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Very standardized, job related method of assessment.
it is instructive to compare the structured job interview with anunstructured or psychological.
The characteristics of structured interview are: question are best on job analysis.
The same questions are asked of each candidate.
The response to each question is numerically evaluated.
Detailed anchored rating scales are used to score each response.
Detailed notes are taken, particularly focusing on intervieweesbehaviors.
Two types of structured interview:
Situational
Experience based.
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The goal structured interview is to improve interview reliability andvalidity beyond that of structured.
This goal can be achieve doing so requires following each of steps:
The job requirement matrix and selection plan
The structured interview plan.
Selection and training of interviewers.
Evaluating effectiveness.
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Choice ofsubstantiveassessment
methods
reliabilityuse
cost
reaction
validityAdverseimpact
utility
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To separate those who receive job offers from thelist of finalist
ELEMENTS IN DSA
Highly subjective & rely on the intuition of decisionmaker
Select on person/organization match
Organizational citizenship behavior
Demographic characteristics
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DRUGTESTING
TYPE OF TEST
Body fluids Hair analysis
Pupillary reactiontest
Performance test
Integrity test
ADMINISTRATION
Managing the
sample test 2 Steps to betaken:
- Select thereputable drugtesting firms
- verified by 2nd
test for reliability
SMOKING &ALCOHOL
Smokersdiscrimination
Alcohol testing
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To identify potential health risks in job
candidates.
Job-related medical standards is a newdevelopment that has recently take placein the medical exam.
Its provide information on the specific
diseases and health conditions that prohibitadequate functioning on specific jobs or
clusters of task.
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LEGAL ISSUE
UNIFORMGUIDELINES ONEMPLOYEESELECTIONGENERALPRINCIPLES
TECHNICALSTANDARDSDOCUMENTATION OF IMPACTAND VALIDITY
EVIDENCEDEFINATIONOF TERMS
DRUG TESTING
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UGESP
A document that addresses the need ti determine if a selectionprocedure is causing adverse impact, and if so, the validationrequirements for the procedure.
It has 4 major impacts:-1) General principle
- Summarythe organization must keep records that allow it to determine if its
selection procedures are causing adverse impacts in employment
decision.- Scopevery broad in that the guidelines apply to selection procedures used
as the basis for any employment decisions including hiring, promotion,demotion and retention
- Discrimination definedany selection procedure that has an adverse impact is
discriminatory unless it has been shown to be valid.- Suitable alternative selection procedureswhen a selection procedure has adverse impact ,consideration
should be given to the use of any suitable alternative selectionprocedure that may have lesser adverse impact.
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- Information on adverse impactthe organization must keep impact records by sex, race,
and ethic group for each of the job categories shown on theEEO-1 form.
- Evaluation of selection ratesfor each job or category, the organization should
evaluate the results, also known as the bottom line, of thetotal selection process.
- Adverse impact and the four-fifth rule
to determine if adverse impact is occurring , theorganization should compute and compare selection ratesfor race, sex and ethic groups.
- General standards for validity studiesThere are three types of acceptable validity studies which
are criterion related, content and construct.
- Procedures that have not been validateddiscuss the use of alternative procedures to eliminates
adverse impacts.- Affirmative actionthe employer is encourage to adopt and implement
voluntary affirmative action plans.
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2) Technical Standards
- This section contains a lengthy specification of the minimumtechnical standards that should be met when conducting avalidation study.
3) Documentation of impact and validity evidence
- the employers is required to keep detailed records on adverseimpact and, where adverse impact is found ,evidence of validity.
IMPORTANT:- small employer does not keep separate records for each job
category but only for its total selection process across all the jobs.
Records for race or national origin do not have to e kept for groupsconstituting less than 2% of the labor force in the relevant laborarea.
4) Definition
this sections provides definitions of tern (25 total) used throughoutthe UGESP.
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DRUG TESTING
Is surrounded by an amalgam of laws and regulationsat the federal and state levels. Special law for the
Department of Transportation requires alcohol anddrug testing for transportation workers in safety-
sensitive job.
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THE END