selection - Selection Personnel Selection Concepts Basic...

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Selection
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Personnel Selection Concepts Basic idea: 1. Capabilities and other attributes influence job performance 2. These attributes can be measured before hiring (e.g., experience, test scores) 3. Use this information to hire better employees Idea is to “predict” future job performance Process of “validating” a selection procedure Concept of “job-relatedness” “Can do” vs. “Will do”
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Evaluating Selection Instruments Reliability Validity Generalizability Utility Legality
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Reliability: What is it? Reliability: The degree to which a measure is free from random error : Provides consistent results over time and in different contexts . It’s a characteristic of the measuring instrument (the test) It does NOT indicate what is being measured. It is a necessary but not sufficient condition for validity. Correlation Coefficient: Is a measure of the degree to which two sets of numbers are related. A perfect positive relationship equals + 1.0 A perfect negative relationship equals -1.0 Zero relationship equals 0.0
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Types of Reliability Test-Retest Reliability How scores on the measure at one time relate to scores on the same measure at another time. Split-Half Reliability The consistency of multiple items or scales, found by estimating the correlation between sets of the items from the same test. Inter-Rater Reliability The correlation between the ratings provided by two different human judges on the dimensions of interest.
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Reliability as Stability over Time HIGH RELIABILITY TEST RETEST APPLICANT SCORE SCORE Smith 90 93 Perez 65 62 Riley 110 105 Chan 80 78 VERY LOW RELIABILITY TEST RETEST APPLICANT SCORE SCORE Smith 90 72 Perez 65 88 Riley 110 67 Chan 80 111
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Reliability as Consistency (Interrater Reliability) HIGH RELIABILITY APPLICANT Rater #1 Rater #2 Rater #3 Smith 9 8 8 Perez 5 6 5 Riley 4 5 5 Chan 8 8 8 VERY LOW RELIABILITY APPLICANT Rater #1 Rater #2 Rater #3 Smith 9 5 6 Perez 5 9 4 Riley 4 2 7 Chan 8 4 2
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Validity Criterion-related – Empirical Association predictive concurrent Content - Expert Judgment The extent to which performance on a measure is related to job performance.
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Correlation Scatterplots Correlation Scatterplots
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Validity Predictive test applicants TIME Measure performance of those hired Concurrent TIME test existing employees Measure their performance Determines a relationship between
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This note was uploaded on 04/22/2010 for the course MIS 34180 taught by Professor Staff during the Spring '08 term at Kent State.

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selection - Selection Personnel Selection Concepts Basic...

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