06 Selecting Employees Who Fit

06 Selecting Employees Who Fit - Employee selection:...

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Unformatted text preview: Employee selection: Selecting employees who fit HRM The Big Picture S t r a t e g y L e g a l I s s u e s Focus of This Section Understanding how we hire employees What makes a selection tool or technique good Evaluating the common selection methods used by organizations Employee Selection Testing and measuring applicants in some way to determine who should be hired Predictor = Any measure used to forecast an outcome (usually job performance) Range from simple and cheap (application blank) to complex and costly (assessment centers) Selection systems vary in terms of: 1. How scientific they are 2. How standardized they are 3. How extensive they are Can-Do vs. Will-Do Factors Looking for Fit Job-based fit Match applicant KSAs with demands of job More focused on immediate needs Organization-based fit Match applicant characteristics (values, beliefs) with culture, values, and norms of organization Not technical skills Strategy and Selection What Makes a selection tool Good? Standards for Employee Selection 5 factors we consider in determining if a selection tool is Good Factor #1: Reliability Reliability Consistency or stability of measurement instrument Repeatable, consistent results Different measures of same characteristic may differ in reliability Measuring the height of students in this class Goal for selection: Use reliable Assessing Reliability Assessed through the correlation coefficient Degree to which 2 variables are related Ranges from -1.00 to .00 to +1.00 Correlation denoted as r Perfect relationship = Exact prediction Uncommon Magnitude and direction of a correlation Positive vs. negative relationship Example Correlations QCA SAT Positive correlation (r = +0.85) Negative correlation (r = -0.75) Accidents Experience Common Types of Reliability 1. Test-retest reliability Correlation between scores at 2 points in time on same measure Example: Personality measured today and in 1 month Alternate forms 2. Inter-rater reliability Correlation between judgments of 2 raters (interviewers) Lower than other methods Important when selection decisions based on observations How high should reliability be? Importance of Reliability Factor #2: Validity 2 main types of validity: 1. Content Validity Extent to which items on measure are relevant to job at hand Important for legal reasons Based on subjective judgment of subject matter experts (SMEs) Different from face validity 2. Criterion Related Validity Extent to which scores on a measure predict job performance Statistical evidence that a selection technique is good Usually main focus of organizations Criterion Related Validity Criterion = Outcome we want to predict Job performance CRV = Degree to which scores on a predictor correlate with job performance...
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This note was uploaded on 02/26/2012 for the course MGT 310 taught by Professor Donovan during the Fall '11 term at Rider.

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06 Selecting Employees Who Fit - Employee selection:...

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