week 14 readings

week 14 readings - Week 14 Readings Chapter 17 Human...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
Week 14 Readings Chapter 17 Human Resource Policies and Practices Human resources policies and practices – employee selection, training, and performance evaluation—influence an organization’s effectiveness. Selection Practices The objective of effective selection is to match individual characteristics with the requirements of the job. Selection Devices 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. Interviews The interview still continues to be the one device most frequently used. It carries a great deal of weight. o The employee who performs poorly in the interview is likely to be cut from the applicant pool. Unstructured interview: short in duration, casual, and made up of random questions, has been an ineffective selection device. o Data gathered are typically biased and unrelated to future job performance. o 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. o Interviewers look for personality characteristics, personal values, etc. Written Tests 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. Performance-Simulation Tests 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.
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
o By devising work samples based on specific jobs tasks, management determines the knowledge, skills, and abilities needed for each job. o Used for hiring welders, machinists, carpenters, and electricians. o Work samples yield validities superior to written aptitude and personality tests.
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

Page1 / 7

week 14 readings - Week 14 Readings Chapter 17 Human...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online