MGT3320EXAM3

MGT3320EXAM3 - Selection 16:40

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Selection 16:40 No two functions of HR more similar than Recruiting and Selection Selection is the most important thing HR and managers do Selection is a $2-3 billion industry Make or Buy Decision   companies are making decisions on if they’re making  their companies in house or buying the knowledge, decisions, and abilities you  need out in the labor market The best predictor of future behavior is past behavior All of the selection process is about making employment decisions Selection and Placement     Selection Process of choosing individuals who have relevant qualifications to fill jobs Know relevant qualifications through job analysis Placement Fitting a person to the right job The better you can match KSA to a job, the better the person-job-fit Job Fit A match between what the candidate can and wants to do and what the  organization needs – important to ensure success Fit    
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Person-job fit The better you can match KSA to a job Person-organization fit Idea of matching people’s personality to the personality of the company  (company’s culture and values) Ex: Microsoft highly valued hard work (typically worked 80 hour weeks) Selection and Job-related validity     Selection criterion    the measure of success Aka  performance standard Predictors    information we use to predict whether people are going to be  successful/perform up to our standards Characteristics of Measurement     All measures must possess reliability and validity Reliability    the extent to which the measure produces the same results over  and over Ex: are the results dependable Validity    criterion related validity is based in statistics; relationship between  predictor and criterion Correlation   index of relationship the ranges from -1 to 1, -1 = no relationship; 1  = perfect relationship Concurrent   collecting your predictor data and criterion data at the same time Collecting data from people in-house Ex: cognitive ability test to determine if people are going to be effective as  programmers Advantage   can be done quickly  Disadvantage   court doesn’t like it since employees don’t necessarily reflect  applicant pool; creates range restriction Predictive   opposite of concurrent Courts like this design since using applicants as source of your study
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Drawback is it can take a while to get a sample to get results Need at least 30 people to get results Selection and Multiple Predictors     Combining predictors Ex: Grad school looks for GPA, letters of recommendation, and GMAT test scores Combine predictor data by using the  multiple hurdles report (for each predictor 
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This note was uploaded on 09/13/2011 for the course MGMT 3329 taught by Professor Wolfe during the Spring '11 term at LSU.

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MGT3320EXAM3 - Selection 16:40

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