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1 Chapter 6 Employee Testing and Selection 1. 1.Explain what is meant by reliability and validity. 2. 2.Explain how you would go about validating a test.

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Presentation on theme: "1 Chapter 6 Employee Testing and Selection 1. 1.Explain what is meant by reliability and validity. 2. 2.Explain how you would go about validating a test."— Presentation transcript:

1 1 Chapter 6 Employee Testing and Selection 1. 1.Explain what is meant by reliability and validity Explain how you would go about validating a test Cite and illustrate our testing guidelines Give examples of some of the ethical and legal considerations in testing List eight tests you could use for employee selection, and how you would use them Explain the key points to remember in conducting background investigations.

2 2 Why Careful Selection is Important? Performance Cost Legal Obligations (Negligent hiring)

3 3 Basic Testing Concepts Reliability The consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test. Validity The accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill.

4 4 Basic Testing Concepts Validity Criterion Validity A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion). Content Validity A test that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question.

5 5 Basic Testing Concepts How to Validate a Test? 1Analyze the job 2Choose the tests 3Administer the test (Concurrent validity – Predictive Validity) 4Relate your test scores and criteria (Expectancy chart) 5Cross – validate and revalidate

6 6 Basic Testing Concepts Test Takers Individual Rights and Test Security Legal Privacy Issues Using Tests at Work Computerized and Online Testing

7 7 Types of Tests Tests of Cognitive Abilities Intelligence TestsSpecific Cognitive Abilities Tests of Motor and Physical Abilities

8 8 Types of Tests Measuring Personality and Interests What personality tests measures?The big five CaveatsEffectiveness Interest Inventories Achievement Tests

9 9 Work Samples and Simulations Work Samples Actual job tasks are used in testing applicants performance. Work Sampling for Employees Selection (work sampling technique) A testing method based on measuring an applicants performance on actual basic job tasks.

10 10 Work Samples and Simulations Management Assessment Centers A simulation in which management candidates are asked to perform realistic tasks in hypothetical situations and are scored on their performance. Video Based Situational Testing Situational Test A test that require examinees to respond to situations representative of the job. Video Based Simulation A situational test in which examinees respond to video simulations of realistic job situations.

11 11 Work Samples and Simulations The Miniature Job Training and Evaluation Approach Training candidates to perform several of the jobs tasks, and then evaluating the candidates performance prior to hire. Realistic Job Previews

12 12 Work Samples and Simulations Summary Assessment MethodValidityAdverse ImpactCosts (Develop/ Administer) Applicant Reactions Cognitive ability testsHighHigh (against minorities)Low/lowSomewhat favorable Job knowledge testHighHigh (against minorities)Low/lowMore favorable Personality testsLow to moderate LowLow/lowLess favorable Biographical data inventoriesModerateLow to high for different typesHigh/lowLess favorable Integrity testsModerate to high LowLow/lowLess favorable Structured interviewsHighLowHigh/highMore favorable Physical fitness testsModerate to high High (against females and older workers) High/highMore favorable Situational judgment testsModerateModerate (against minorities)High/lowMore favorable Work samplesHighLowHigh/highMore favorable Assessment centersModerate to high Low to moderate, depending on exercise High/highMore favorable Physical ability testsModerate to high High (against females and older workers) High/highMore favorable

13 13 Background Investigation and Other Selection Methods Investigations and Checks Reference checks - Background employment checks - Criminal records - Driving records - Credit checks Why? To verify factual information provided by applicants. To uncover damaging information.

14 14 Background Investigation and Other Selection Methods Types of Backgrounds Checks (sources of information) 1Former Employers 2Current Supervisors 3Commercial Credit Rating Companies 4Written References 5Social Networking Sites

15 15 Background Investigation and Other Selection Methods Legal Issues DefamationPrivacy Other Issues Supervisor ReluctanceEmployer Guidelines Making background checks more useful

16 16 Background Investigation and Other Selection Methods Using Pre-employment Information Services The Polygraph and Honesty Testing Graphology Physical Exams Substance Abuse Screening

17 17 Background Investigation and Other Selection Methods Complying with Immigration Law Improving Productivity Through HRIS: Comprehensive Automated Applicant Tracking and Screening Systems


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