Exam 2 Study Guide

Exam 2 Study Guide - Exam#2 Chapter 6 Selecting Applicants...

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Exam #2 Chapter 6: Selecting Applicants Linking Selection Practices to Competitive Advantage: Selection: the process of gathering legally defensible information about job applicants in order to determine who should be hired for positions The effectiveness of a firm’s selection practices can impact an organization’s competitive advantage in a number of ways: 1. Improving productivity 2. Achieving legal compliance 3. Reducing training costs Selection Practices: There are two types of errors in human resources selection: 1. Selecting someone who should be rejected 2. Rejecting someone who should be selected Technical Standards for Selection Practices Validity: the technical term for effectiveness, refers to the appropriateness, meaningfulness, and usefulness of selection inferences The closer the actual job performances match the expected performances, the greater the validity of the selection process Determining Job Qualifications: 1. Job qualifications refer to the personal qualities an employer seeks when filling a position 2. Some qualifications, such as technical KSAs and nontechnical skills are job-specific; other qualifications are universal 3. By basing qualifications on job analysis information, a company ensures that the qualities being assessed are important for the job 4. Job analyses are also needed for legal reasons Choosing Selection Methods: 1. The choice of selection methods should reliably and accurately measure the needed qualifications Reliability: is the extent to which a test or any measuring procedure yields the same result on repeated trials (reliability is synonymous with consistency) Reliable evaluations are consistent across both people and time
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Reliability and Validity: A selection device can be reliable and not valid, but it cannot be unreliable and still be valid If a scale always overweighs by 5 pounds, it is reliable (it overweighs consistently) However, it is not completely valid – it is supposed to precisely measure true weight of an object and it does not This is what we mean when we say that reliability sets the upper bound for validity (this is also true mathematically) Technical Standards for Selection Practice (Cont.): Needed worker requirements can be measured by behavior consistency model: 1. Thoroughly asses each applicant’s previous works experience to determine if the candidate has exhibited relevant behaviors in the past 2. If such behaviors are found, the manager should evaluate the applicant’s past success on each behavior based on carefully developed rating scales 3. If such behaviors are not found, estimate the future likelihood of these behaviors by administering various types of assessments Assessing and Documenting Validity: 1. Content-Oriented Strategy: demonstrate that it followed “proper” procedures in the development and use of its selection devices 2. Criterion-Related Strategy: provide statistical evidence showing a relationship
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Exam 2 Study Guide - Exam#2 Chapter 6 Selecting Applicants...

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