Human Resource Management Notes Test 2

Human Resource Management Notes Test 2 - 02.23.09 Why...

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02.23.09 Why Careful Selection is Important The importance of selecting the right employees - Organizational performance always depends in part on employing the right people. - Recruiting and hiring employees is costly. - The legal implications of incompetent hiring o EEO laws and court decisions related to nondiscriminatory selection procedures o The liability of negligent hiring of workers with questionable backgrounds. Testing - Part of the selection process - Used to help indentify most qualified candidate - Griggs V. Duke Power – if job requirement has adverse impact on protected group – must be able to show job requirement is related to success on the job = VALIDITY Basic Testing Concepts Reliability - The consistency of scores obtained by the same person when retested with the identical or equivalent tests. - Are the test results stable over time? Test validity - The accuracy with which a test, interview, etc. measures what it purports to measure or fulfills the function it was designed to fill. - Does the test actually measure what we need for it to measure?
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Types of Validity Criterion validity - A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion). o Are test scores in this class related to students’ knowledge of human resource management? Content validity - A type that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question. o Do the test questions in this course relate to human resource management topics? o Is taking an HR course the same as doing HR? o If you go for an accounting job, then you get asked accounting questions. This is content validity. 02.25.09 How to Validate a Test Step 1: Analyze the job - Predictors: job specifications (KSAOs) - Criterion: quantitative and qualitative measures of job success Step 2: Choose the tests - Test battery or single tests? Step 3: Administer the test - Concurrent validation o Current employees’ scores with current performance - Predictive validation o Later-measured performance with prior scores
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Step 4: Relate Test Scores and Criteria - Correlation analysis o Actual scores on the test with actual performance Step 5 - Repeat Step 3 and Step 4 with a different sample of employees. Testing Program Guidelines 1. Use tests as supplements 2. Validate the tests 3. Monitor your testing/selection program 4. Keep accurate records 5. Use a certified psychologist 6. Manage test conditions 7. Revalidate periodically Equal Employment Opportunity (EEO) Aspects of Testing An organization must be able to prove: - That its tests are related to success or failure on the job (validity) - That its tests don’t unfairly discriminate against minority or nonminority subgroups (disparate impact) EEO guidelines and laws apply to all selection devices, including interviews, applications, and references. Test Takers’ Individual Rights and Test Security
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This note was uploaded on 11/16/2009 for the course BE 123 taught by Professor Roger during the Spring '09 term at Limestone.

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Human Resource Management Notes Test 2 - 02.23.09 Why...

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