361_Lecture 9 - Personnel Selection Part I).docx

361_Lecture 9 - Personnel Selection Part I).docx - Lecture...

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Lecture 9: Personnel Selection (Part I) OTDs: This unit will direct attention to I-side topics that focus on getting, improving, and keeping high-performance employees 1. Goal of selection and how we accomplish this through assessment and the decisions/predictions we make about applicants. 2. Understand how I/O psychologists make decisions about cut scores and combining information about predictors to make decisions. Objectives: 1. Decision accuracy and criterion validity, decision contingency chart, label it, predictor-criterion relationship with high or low validity. 2. possible selection decision outcome (hit, rejection, miss, false alarm) 3. characteristics related to making decisions or predictions using a selection system, select the most accurate factual statement. 4. Given a question/example about how cut scores are established for predictors or how predictor information is combined to create a selection system, you will be able to select the most accurate factual statement. 5. selection context (i.e., number of applicants, number of openings, validity coefficient, etc.), conduct utility analysis to identify the expected increase in efficiency of the selection system. I. Basic Concepts in Personnel Selection - Personnel selection: processes used for choosing which individuals to hire as employees of an organization Selection is based on one very simple objective: Goal of selection: Hire people who will be successful and don’t hire those who are likely to fail - Many decisions to make when designing selection systems, but basic concepts are relatively simple: (1) Selection involves assessing multiple job relevant individual differences (2) Selection is about making accurate decisions (3) Selection is about making valid predictions 1. Selection involves assessing multiple job relevant individual differences - Selecting an individual requires info about 2 things: (1) What determines success on the job? Criteria = components of job performance (2) What separates people likely to succeed vs fail? Predictors
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  • Fall '08
  • SCMIDT
  • Alarm, Criterion validity, personnel selection

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