dessler_ch6 - PARTTWORECRUITMENTANDPLACEMENT CHAPTER TSix...

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PART TWO                                                               RECRUITMENT AND PLACEMENT C H A P T E R T   S i x Employee Testing  And Selection 6 Lecture Outline Strategic Overview Why Careful Selection is Important Basic Testing Concepts Reliability Validity How to Validate a Test EEO Aspects of Testing Test Takers’ Individual Rights and Test Security Using Tests at Work Types of Tests Tests of Cognitive Abilities Tests of Motor and Physical Abilities Measuring Personality and Interests Achievement Tests Work Samples and Simulations Work Sampling for Employee Selection Management Assessment Centers Video-Based Situational Testing The Miniature Job Training and Evaluation  Approach Realistic Job Preview Background Investigations and Other Selection Background Investigations and Reference Checks       Using Pre-employment Information Services The Polygraph and Honesty Testing Graphology Physical Exams Substance Abuse Screening Complying with Immigration Law        Screening Systems In Brief: This chapter gives an overview of the selection process, testing concepts, types of tests, and selection techniques. It also addresses legal and ethical questions surrounding the area of testing and selection. Interesting Issues: Reference checking is part of the care an employer must take to ensure that the potential employee will not pose a threat to current employees or customers. Employers who fail to exercise “due diligence” in checking a job candidate’s background may find themselves legally liable if the candidate is hired and subsequently uses the job to commit a crime. Liability may even extend to offenses that occur outside of work time. 86
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ANNOTATED OUTLINE I. Why Careful Selection Is Important Slecting the right employees is important for three main reasons. 1) employees with the right skills and attributes will perform more effectively; 2) the cost of making a wrong hire can become exhorbitant considering the time and money invested in the selection and training process; and 3) the legal implications of incompetent or negligent hiring II. Basic Testing Concepts A. Reliability refers to the consistency of scores obtained by the same person when retested with the identical or equivalent tests. B. Validity refers to evidence that performance on a test is a valid predictor of subsequent performance on the job. 1. Criterion Validity shows that scores on the test (predictors) are related to job performance. 2.
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This note was uploaded on 07/17/2011 for the course MBA 522 taught by Professor None during the Spring '11 term at Missouri (Mizzou).

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dessler_ch6 - PARTTWORECRUITMENTANDPLACEMENT CHAPTER TSix...

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