Org+Behavior+and+Work_Session+21

Org+Behavior+and+Work_Session+21 - April 11 2011...

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ORGANIZATIONAL BEHAVIOR & WORK: CHAPTER 17 Kaumudi Misra ( kmisra@rci.rutgers.edu ) Instructor April 11 2011
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Plan for Today Questions from you on chapters covered thus far? Team Project Discussions Timelines
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Misra: Organizational Behavior & Work The Selection Process The most important HR decision is whom to hire Initial Selection Substantive Selection Contingent Selection Applicants who don’t meet basic requirements are rejected. Applicants who meet basic requirements, but are less qualified than others, are rejected. Applicants who are among best qualified, but who fail contingent selection, are rejected. Applicant receives job offer.
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Misra: Organizational Behavior & Work Stage 1: Initial Selection Initial selection devices are used to determine if basic qualifications for the job are met Devices include: Application Forms Good initial screen Must be careful about questions asked – legal issues Background Checks Most employers want reference information, but few give it out – litigation worries Letters of recommendation are of marginal worth May use criminal record or credit report checks
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Misra: Organizational Behavior & Work Stage 2: Substantive Selection These devices are the heart of the selection process Written Tests Testing applicants for: intelligence or cognitive ability, personality, integrity, and interests Intelligence tests are the best predictor across all jobs Performance-Simulation Tests Based on job-related performance requirements Work Sample Tests Creating a miniature replica of a job to evaluate the performance abilities of job candidates Assessment Centers A set of performance-simulation tests designed to evaluate a candidate’s managerial potential
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Misra: Organizational Behavior & Work Another Substantive Selection Device Interviews Are the most frequently used selection tool Carry a great deal of weight in the selection process Can be biased toward those who “interview well” Types of Interviews Unstructured (randomly chosen questions) Most common, least predictive, and prone to bias Structured (standardized sets of questions) More predictive of job success; less chance for bias Behavioral structured (asking how specific problems were handled in the past) Past behaviors may be good predictors of future behavior Interviews most often used to determine organization-individual fit
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Misra: Organizational Behavior & Work Stage 3: Contingent Selection Final checks before hiring
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This note was uploaded on 11/20/2011 for the course LABOR STUD 575:345 taught by Professor Misra during the Spring '11 term at Rutgers.

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Org+Behavior+and+Work_Session+21 - April 11 2011...

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