1. Tuğberk Kaya tugberk.kaya@neu.edu.tr Near East University Employee Testing & Selection Ethics, Justice & Fair Treatment Week 4

2. Recap 1. Decide what positions to fill (Personnel Planning & Forecasting) 2. Build a pool of candidates for these jobs (Recruit internal & external candidates) 3. Have candidates complete application forms and perhaps undergo initial screening interviews. 4. Use selection tools like tests, background investigations, and physical exams to identify viable candidates. 5. Decision! Decide who to make an offer to.

3. Recap Personal Planning (PP) is about deciding what positions the firm will have to fill and how to fill them. Employment or personnel planning The process of deciding what positions the firm will have to fill, and how to fill them. Succession planning The process of deciding how to fill the company’s most important executive jobs. Personal Planning should derive from the firm’s strategic plans.

4. Recap

5. Why selecting Right Employee is important? 1. Performance 2. Cost (Decrease turnover) 3. Legal Issues

6. Testing Concepts 1. Reliability ‘The consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test.’ 2. Validity ‘Validity tells you whether the test is measuring what you think it’s supposed to be measuring.’

7. Validity Test Validity; ‘The accuracy with which a test, interview, and so on measures, what it purports to measure or fulfils the function it was designed.’ In employment testing, there are 2 main ways to demonstrate a test’s 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.’

8. How to Validate a Test 1. Analyze the Job -Define skills which are required for that job (Leadership/Programming) 2. Choose the Tests www.kaplan.com www.hr-guide.com/data/G371.htm

9. How to Validate a Test 3. Administer the Test 4. Relate Your Test Scores and Criteria 5. Cross-Validate and Revalidate Why we need validation?

10. Types of Tests 1-) Tests of Cognitive Abilities Cognitive tests include tests of general reasoning ability (intelligence) and tests of specific mental abilities like memory and inductive reasoning. a-) Intelligence Tests: ‘Intelligence (IQ) tests are tests of general intellectual abilities. They measure not a single trait but rather a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability’

11. Types of Tests b-) Specific Cognitive Abilities; There are also measures of specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability. Psychologists often call such tests aptitude tests, since they purport to measure aptitude for the job in question. 2-) Tests of Motor and Physical Abilities 3-) Measuring Personality and Interests

13. Work Samples & Simulations Work Sample; ‘Actual job tasks used in testing applicants’ performance.’ Simulations - Real case scenario

15. Recent Trends According to CIPD 54% of employers use social media for recruitment! 1 in 9 employees who have used social media to look for work have found a job this way. LinkedIn! https://reedglobal.com/en_GB/web/reedgb/hr-connect/-/asset_publisher/modN8hsaJ5g0/content/social- media-it-s-so- me;jsessionid=156899797DC64DD0C22904A7A6EDFD68?redirect=http%3A%2F%2Freedglobal.com%2Fe n_GB%2Fweb%2Freedgb%2Fhr- connect%3Bjsessionid%3D156899797DC64DD0C22904A7A6EDFD68%3Fp_p_id%3D101_INSTANCE_mod N8hsaJ5g0%26p_p_lifecycle%3D0%26p_p_state%3Dnormal%26p_p_mode%3Dview%26p_p_col_id%3D column-3%26p_p_col_pos%3D1%26p_p_col_count%3D3

16. Ethics, Justice & Fair Treatment Ethics ‘the principles of conduct governing an individual or a group.’ Ethics/Cultural values may change depending to the country you work in. As a HR manager, you need to be aware of people from different origins can have different norms & values.

17. Ethics in New Era New employees must fit with organizational culture. Merging of two (or more) companies can result in having different ethical views. http://www.bbc.com/news/business-19340128 http://www.independent.co.uk/life-style/gadgets-and- tech/even-worse-than-foxconn-apple-rocked-by-child- labour-claims-8736504.htmlhttp://www.independent.co.uk/life-style/gadgets-and- tech/even-worse-than-foxconn-apple-rocked-by-child- labour-claims-8736504.html

18. Nature of HR Always remember that nature of HR is changing. ‘Soft’ HRM  Focus on quality  Concern with culture & leadership  Strategic & integrated policies  Employees are assets to be developed  Respect for individual

19. Factors affecting ethical decisions Normative judgments Judging something as good or bad, right or wrong, better or worse. Moral standards (Morality) Society’s accepted standards for behaviors that have serious consequences to its well-being. Behaviors that cannot be established or changed by decisions of authoritative bodies. Behaviors that override self-interest.

20. What Shapes Ethical Behavior at Work? Individual factors Organizational factors The boss’s influence Ethics policies and codes The organization’s culture

21. What Is Organizational Culture? Organization culture The characteristic values, traditions, and behaviors a company’s employees share. How is culture is revealed? Ceremonial events Written rules and spoken commands. Office layout Organizational structure Dress codes Cultural symbols and behaviors Figureheads

22. The Manager’s Role in Creating Culture Clarify expectations for values to be followed. Use signs and symbols to signal the importance of values. Provide physical (the firm’s rewards) support for values. Use stories to illustrate values. Organize rites and ceremonies reinforcing values

23. Bribe or Corruption? http://issuu.com/transparencyinternational/docs/bribe_payers_index_2011/9?e=0

24. Fair Treatment Why treat employees fairly? Drucker: “They’re not employees, they’re people” Avoidance of employee litigation Enhanced employee commitment Enhanced satisfaction with the organization, with jobs, and with leaders Increased organizational citizenship behaviors

25. CV Lab & LinkedIn

26. https://www.youtube.com/watch?v=CKJRr8VEpEg&featur e=youtu.be

27. References Dessler, G. (2008) Human Resource Management. 11 th edn. Harlow: Pearson Education Ltd Mondy, R. (2005) Human Resource Management. Harlow: Pearson Education Ltd Trompenaars, F. and Hampden-Turner, C. (2011) Riding the Waves of Culture: Understanding Cultural Diversity in Business. 2 nd edn. London: Nicholas Brealey Publishing

28. Any Questions? tugberk.kaya@neu.edu.tr tugberk.kaya@neu.edu.tr