Valuable procedure for Selection Development training needs Promotion

Valuable procedure for selection development training

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Valuable procedure for: Selection, Development (training needs), Promotion Assessments centers are extremely costly to develop and to conduct. Assessors need to be paid Few numbers can be done at single time Ratings/Trainings take time to complete Given cost, they are typically utilized for leadership positions. Because of their realism, ACs have high face validity, and candidates tend to like them . More research is needed on whether group differences exist.
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WORK SAMPLE TESTS Take a sample of behavior under realistic job conditions. Highly job related - come from actual job tasks Can measure a variety of constructs including: Job knowledge, psychomotor skills, communication skills
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WORK SAMPLE TESTS, CONT. Criterion Validity – .33 (job performance) However, validity depends on how related it is to the job. Candidates tend to feel that these tests have high face validity , and respond favorably.
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SITUATIONAL JUDGEMENT TESTS (SJT) Presents candidate with written scenarios and asks them to choose the best response from a series of alternatives. Tap into procedural knowledge (knowing how). FIGURE 3.10 An Example of a Situational Judgment Exercise : Northrup (1989). A man on a very urgent mission during a battle finds he must cross a stream about 40 feet wide. A blizzard has been blowing and the stream has frozen over. However, because of the snow, he does not know how thick the ice is. He sees two planks about 10 feet long near the point where he wishes to cross. He also knows where there is a bridge about 2 miles downstream. Under the circumstances he should: A. Walk to the bridge and cross it. B. Run rapidly across on the ice. C. Break a hole in the ice near the edge of the stream to see how deep the stream is. D. Cross with the aid of the planks, pushing one ahead of the other and
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SITUATIONAL JUDGEMENT TESTS, CONT. Evidence for job relatedness is high. Incremental validity beyond cognitive ability and personality. Candidates react positively to these assessments because they have high face validity. Demonstrate lower levels of group differences between racial/ethnic groups – especially video based SJTs. Can be expensive to develop these tests , but once developed, relatively easy to administer. niel et al., 2001; McDaniel et al., 2007; Chan & Schmidtt, 1997)
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