Staffing & Strategy Effectively done, staffing has an impact on the bottom line (ineffectively done, also impacts) Financial investment in people should pay off Litigation avoidance Achievement of organizational goals

Reliability Defined The degree to which the technique produces consistent results

Sources of Error in Reliability Estimates Person taking test Person giving the test Person scoring test Test taking conditions

Ways to Estimate Reliability Test-re-test Parallel or equivalent forms Internal consistency

The Correlation Coefficient A statistical technique that measure the extent to which scores from two variables are related to each other. It ranges from to A positive correlation: As scores on one variable go up so do scores on the other one. Ex. Height and Weight A negative correlation: As scores on one variable go up scores on the other one go down. Ex. Age and Speed

Defining Validity Validity: Extent to which a test is actually measuring what it claims to measure

Types of Validity Criterion-related Concurrent Criterion-related Predictive Content Construct

Types of Applicant Information Abilities, skills, knowledge Personality, interests preferences Other characteristics

Overview of Selection Tools Abilities, skills, knowledge –Cognitive tests, Psychomotor tests, Work simulations Personality, interests, preferences –Personality tests, Interest & preference inventories, Handwriting analysis, Polygraph tests Other characteristics –Drug screening, fitness to work, reference checks, application blanks

Application Blanks and Biographical Data Application blanks are used to eliminate applicants who do not have basic qualifications for the job. Biographical data : questions inquire about work attitudes, self perceptions, academic achievement, and activities outside of work

Reference Checks To verify information given by job applicants To serve as a predictor for future job success To uncover background information

COGNITIVE ABILITY General intelligence -- ability to think analytically, reason, problem solve Verbal Numerical General knowledge Reasoning ability Spatial ability

Special Ability Tests Mechanical Ability Clerical Ability Physical Ability Motor skills: manual dexterity, eye- hand coordination, reaction time Fitness: strength, stamina

Backwards & Forwards Summing up: Today we examined reliability and validity of selection techniques. Various ways of estimating reliability and validity were discussed. We then began a discussion of various types of selection devices Looking ahead:Next time we continue to review various selection techniques and conclude this unit on staffing and selection and consider the utility of interviews to the organization. We conclude with a look at come current issues regarding testing.