320HRMSelection

320HRMSelection - Selection Choosing the best employee for...

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Selection Choosing the best employee for the job
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Selection Process Selection is the process of choosing the best person for the job: That person has the necessary knowledge, skills, and abilities for the job. Selection involves the use of tests which measure the knowledge skills and abilities of the applicant. These tests are known as predictors.
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Uniform Guidelines on Employee Selection Procedures Written by the EEOC to help managers develop and maintain a proper selection process. Guidelines require that selection tests are: Reliable Valid Not in violation of the 4/5 s Rule
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The 4/5 s Rule The 4/5 s rule is a statistical rule of thumb which determines when a test has disparate impact The formula is: S m < (.8) S M A m A M
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4/5 s Rule Continued S= # of people who were selected or passed the test A=# of people who applied or took the test Subscript m = minority group Subscript M = majority group .8 = 4/5
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Example of the 4/5 s Rule Suppose: 100 Hispanic applicants; 50 passed the test 200 white applicants; 150 passed the test Then: 50 < (.8) 150 100 200
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Example of the 4/5 s Rule .50 < (.8)(.75) .50 < .60 I.e., the test has disparate impact
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Reliability and Validity Reliability is how consistently a test (predictor) measures what it is supposed to measure. Test/Retest reliability Validity is whether the test measures what it is supposed to measure Criterion-related validity Content Construct
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Validation – Process for gathering information on Validity Content Validation Collects no numerical information Is conducted by using judgment Criterion-Related Validation (Empirical) Concurrent Predictive
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Relies on expert judgment in making the assessment as to whether a selection test is valid. Expert looks at test and looks at job description and then makes a decision that the two are related. Least preferred method of validation.
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320HRMSelection - Selection Choosing the best employee for...

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