1.4-Selection Intro for HR

1.4-Selection Intro for HR - Unit 2, Lecture 3:...

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SELECTION CONCEPTS Prof. John Kammeyer-Mueller MGT 4301 Unit 2, Lecture 3: Introduction to Selection
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Plan Where we are Learned about recruiting externally Learned about recruiting internally Where we want to be today Learn about the selection process How we’ll know how we’re doing What is the “logic of prediction?” What does it mean to assess selection validity? What is a correlation and how does it relate to the selection process? What is a cut score? Unit 2, Lecture 3: Introduction to Selection
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Metrics for Selection Systems Services Clearly articulated policies and procedures for hiring Managerial input to the selection process Costs Costs of preparing tests, job simulations, etc. Staff time required to process candidates Attitudes Hiring employees who are seen as competent by existing employees System is perceived as fair Performance Hiring qualified employees Fit of new employees with established employees Unit 2, Lecture 3: Introduction to Selection
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Discussion Questions What would be the potential problems with a staffing process in which vacancies were filled: On a lottery basis from among job applicants? On a first come-first hired basis? What would be the advantages of using one of the above processes? Unit 2, Lecture 3: Introduction to Selection
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Develop a Validation System Imagine that a supervisor from your final project company has approached you with an idea to use the MMPI (a personality test) to screen workers in the most important job in this company. She believes that personality is a key element of job performance, but she wants to find out for sure if this is going to be the case. How would you: Show that there are important tasks on the job that would be relevant to a personality test? Make certain applicants would think the test is relevant to the job? Frame the test so it will pass legal scrutiny? Establish an empirical link between performance on the test and performance on the job? Unit 2, Lecture 3: Introduction to Selection
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The Logic of Prediction Unit 2, Lecture 3: Introduction to Selection Predictor Measure X Predictor Construct Criterion Measure Y Criterion Construct 1. Predictor: Some feature of the person you are hiring 2. Criterion: Some organizationally relevant outcome 3. Construct: Some outcome you’d like to achieve 4. Measure: The actual score you observe (Binning and Barrett, 1989)
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Validity in employee selection A valid measure captures what it claims to measure in a consistent manner. For selection purposes, a measure is a valid predictor of job performance if it is closely related to key job requirements significantly correlated with job performance Legal and social acceptability of a test is also at issue Unit 2, Lecture 3: Introduction to Selection
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Why Do We Care About Validity?
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This note was uploaded on 07/18/2011 for the course MAN 4301 taught by Professor Kammeyer during the Fall '10 term at University of Florida.

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1.4-Selection Intro for HR - Unit 2, Lecture 3:...

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