BMGT360 (spina) Review EXAM II

# BMGT360 (spina) Review EXAM II - Ch 6 Personnel Selection...

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Ch. 6 Personnel Selection Reliability : consistency of scores, refers to specific technique applied to the same concept, would have same result. the most important criterion for a selection method. no selection methods achieves perfect reliability. Generally, reliable methods have reliability coefficients that are .8 or higher If raters are a part of the selection method, such as job interviews or on-the-job performance evaluators, the extent to which different raters agree also can represent the reliability (or unreliability) of the method. Handwriting is not reliable, much less valid. More reliable tests tend to be longer. If applicants were to take the exam again, the scores would stay pretty much the same. While high reliability is a necessary condition for high validity, high reliability does not ensure that a method is valid. Validity : close to meaning of job relatedness. Empirical or criterion-related validity involves the statistical relationship betw performance or scores on some predicator or selection method and performance on some criterion measure such as on-job effectiveness (sales, supervisory ratings, job turnover, employee theft). The statistical relationship is usually reported as a correlation coefficient. –describes the relationship betw the predicator and measures of effectiveness. Assuming that the study was conducted properly, a significant correlation betw a method’s scores and some argument for the job relatedness of the method if the method resulted in adverse impact against a protected class. The higher the correlation, the more predicative (valid) the selection method. The correlation can be used to calculate the financial value of a selection method, using a utility formula, --correlations into dollar savings or profits that can be credited to a particular selection method. A method’s utility depends on its validity but other issues as well. Selection ratio: # of positions divided by the # of applicants for these positions, Content validity : assesses the degree to which the content of a selection method represents the requirements of the job. Is the knowledge or skill required on the actual job? job relatedness? Court cases—Albermarle v. Moody Validity generalization invokes evidence from past studies on a selection method that is then applied to a new and similar jobs and settings. Fig 6-2 The Effectiveness of Personnel Selection Tool Validity Cost Cognitive ability test .51 Low Structured interviews .51 High Unstructured interviews .31 Low Work samples .54 High Job knowledge test .48 High Assessment centers .37 High Reference checks .26 Low Cognitive   tests : mental—logic, reasoning; problems (some groups don’t do well) -disparate impact (unintentional) --adverse impact Achievement test (standardized) & knowledge based tests (what is required on the job) racial differences in test performance (AA tends to score lower) Weighted application blanks (WAB): stronger, more valid

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