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Human resource management 15e by gary dessler 2017 chapter 06

Human Resource Management
Fifteenth Edition

Chapter 6
Employee Testing
and Selection

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Learning Objectives (1 of 2)
6-1.

Answer the question: Why is it important to test and select employees?

6-2.

Explain what is meant by reliability and validity.

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Learning Objectives (2 of 2)
6-3.

List and briefly describe the basic categories of selection tests, with examples.

6-4.

Explain how to use two work simulations for selection.

6-5.

Describe four ways to improve an employer’s background checking process.

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I.
Answer the question: Why is it important to test and
select employees?

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Why Employee Selection Is Important



Performance



Cost



Legal obligations




Person and job/organization fit

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II.
Explain what is meant by reliability and validity.

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The Basic of Testing and Selecting Employees



Reliability



Validity





Criterion validity
Content validity
Construct validity

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Test Reliability



Reliability- is a selection tool’s first requirement. It is defined as the consistency of
scores obtained by the same person when retested with the identical tests or with
alternate forms of the same test.

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What Can Cause a Test to be Unreliable?



physical conditions



differences in the test taker



differences in test administration



the questions may do a poor job of sampling the material

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Reliability Coefficient

Figure 6-1 Test Score Correlation Examples

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Test Validity



Validity- is a selection tool’s defined as the accuracy with which a test, interview, and
so on, measure what is purports to measure or fulfills the function it was designed to
fill.

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How to demonstrate Validity?

1.

Criterion Validity

2.

Content Validity

3.

Construct Validity

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Trends Shaping HR: Digital and Social Media (1 of 2)

Talent Analytics

Let’s take a look…

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Evidence-Based HR: How to Validate a Test (1 of 2)
Step 1: Analyze The Job
Step 2: Choose The Test
Step 3: Administer The Test

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Evidence-Based HR: How to Validate a Test (2 of 2)
Step 4: Relate Your Test Scores and Criteria
Step 5: Cross-Validate and Revalidate
Figure 6-4 Expectancy Chart
Note: This expectancy chart shows the relation between
scores made on the Minnesota Paper Form Board and rated
success of junior draftspersons.
Example: Those who score between 37 and 44 have a 55%
chance of being rated high performer and those scoring
between 57 and 64 have a 97% chance.

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Bias

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Utility Analysis

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Improving Performance: HR as a Profit Center

Using Tests to Cut Cost and Boost Profits

Let’s talk about it…

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Validity Generalization

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Know Your Employment Law (1 of 2)

Testing and Equal Employment Opportunity

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Test Taker’s Individual Rights and Test Security

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Diversity Counts

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How Do Employers Use Test at Work?

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III.
List and briefly describe the basic categories of
selection tests, with examples.

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Types of Tests (1 of 2)

1.

Test of Cognitive Abilities



Intelligence tests (IQ)



Specific cognitive abilities

2.

Test of Motor & physical abilities

3.

Measuring Personality and Interests



Interest inventories

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