stewart chapter 6

stewart chapter 6 - Performance variation ($) Legality AND...

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Click to edit Master subtitle style Selecting Employees Who Fit Chapter 6
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How do we judge selection methods? Reliability Validity Utility Legality and fairness Acceptability
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Reliability Consistency of measure Necessary but not sufficient for validity Ranges from 0 to 1 Established by: Test-retest Parallel/alternate forms Split-half/internal consistency
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Validity Test is job-related If predictor or criterion unreliable, then can’t establish validity Ranges from -1 to +1 Established by: Criterion-related validation Predictive
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generalizability Validity of selection method in one context extends to other contexts Opposite of situational specificity Cognitive ability tests are highly generalizable
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utility Information provided by selection method(s) enhances organizational bottom-line Depends on: Validity coefficient Selection rate (number) and ratio (selectivity) Tenure
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Unformatted text preview: Performance variation ($) Legality AND FAIRNESS Individual rights and privacy Negligent hiring Tests must be job related (i.e., valid) Business necessity UGESP Tests must not unfairly discriminate How do we judge selection methods? Reliability Validity Utility Legality and fairness Acceptability Types of tests Cognitive ability Personality/interests Motor/physical ability Integrity/honesty Drug Work sample The interview as selection tool Structured or unstructured Situational and/or behavioral Individual/panel/sequential Other selection techniques Applications and resumes Background/reference checks Graphology Physical/medical examinations IRCA requirements How do you design your Funnel approach Use broad, then narrow methods Less expensive methods first Measure all relevant applicant characteristics...
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This note was uploaded on 10/13/2010 for the course MGT 4373 taught by Professor Newman during the Spring '08 term at Texas State.

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stewart chapter 6 - Performance variation ($) Legality AND...

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