Week 14 Readings
Human Resource Policies and Practices
Human resources policies and practices – employee selection, training, and performance
evaluation—influence an organization’s effectiveness.
The objective of effective selection is to match individual characteristics with the
requirements of the job.
Device for obtaining information about a job applicant that can help the organization to
determine whether the applicant’s skills, knowledge, and abilities are appropriate for the
job in question.
The interview still continues to be the one device most frequently used.
It carries a great deal of weight.
The employee who performs poorly in the interview is likely to be cut from the
Unstructured interview: short in duration, casual, and made up of random questions, has
been an ineffective selection device.
Data gathered are typically biased and unrelated to future job performance.
Biases: interviewers tending to favor applicants who share their attitudes, giving
unduly weight to negative information, and allowing the order in which applicants
are interviewed to influence evaluations.
Using standardized questions = reduced variability of results and the validity of interview
process is enhanced.
Most valuable for assessing an applicant’s applied mental skills, level of
conscientiousness, and interpersonal skills.
Interviews are also used to assess applicant-organization fit.
Interviewers look for personality characteristics, personal values, etc.
Tests of intelligence, aptitude, ability, interest, and integrity.
Late 1960s-1980s: tests were characterized as discriminating.
Now, more than 60% of US organizations use some type of employment test.
Tests of intellectual ability, spatial and mechanical ability, perceptual accuracy, and
motor ability have shown to be moderately valid predictors for many semiskilled and
unskilled operative jobs in industrial organizations.
Intelligence tests are good for jobs that require cognitive complexity.
Written tests focus on skills such as reading, mathematics, mechanical dexterity, and
ability to work with others.
More easily meet the requirement of job-relatedness than do most written tests.
Work Sample Tests
: creating a miniature replica of a job to evaluate the performance
abilities of job candidates.