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MISS HIT
Inaccurate Accurate
prediction prediction
JOB (Person would (Person
have succeeded succeeds on the
PERFORMA on the job) job)
NCE LOW HIGH
HIT MISS
Accurate
prediction Inaccurate
(Person would
not have prediction
succeded on the (Person fails on
job) the job)
LOW
PREDICTED SUCCESS
Selection is the process of reducing the number and choosing from among those individuals
who have the relevant qualifications
1. Completion of application
2. Initial interview in HR department
3. Employment testing (aptitude, achievement)
4. Background investigation
5. Preliminary selection in HR department
6. Supervisor/ team interview
7. Medical exam/drug test
8. Hiring decision
Validity – degree to which a test or selection procedure measures a person’s attributes. Test
yang mengukur apa yang hendak diukur. Grammar test does not test your ability to speak
English so NOT VALID.
Criterion-Related Validity
Extent to which a selection tool predicts, or significantly correlates with, important elements of
work behavior
a. Concurrent Validity – the extent to which test scores (or other predictor information) match
criterion data obtained at about the same time from current employees Eg : clerical aptitude
test and test scores are compared with the supervisory ratings to deterimine the degree o
relationship between them.
b. Predictive Validity – extent to which applicants’ test scores match criterion data obtained.
from those applicants/employees after they been on the job for some indefinite period. Eg :
aptitude test for clerical and used for later study
Correlational methods are used to determine between predictor information such as test scores
and criterion data. Correlation are between +1 and -1 indicating perfect positive and negative
relationship
Content Validity
Defn: Extent to which a selection instrument, such as a test, adequately samples the
knowledge and skills needed to perform a particular job
The most direct and least complicated type because an index is computed to indicate the
relationship between the contents of test items and performance on job
Construct Validity
Defn: Extent to which a selection tool measures a theoretical construct or trait
Includes : intelligence, mechanical comprehension, and anxiety
Difficult and expensive to validate a construct and to show how it is job related
Sources of Information about Job Candidates
Objective 2 : Identify the various sources of information used for personnel selections
Application Forms
The following are some suggestions for putting together an application form :
Application date –
Educational background
Experience
Arrests and criminal convictions
Country of citizenship
References
Disabilities
Weighted Application Blank (WAB) involves the use of a common standardized employment
application that is designed to distinguish between successful and unsuccessful employees. The
reducing turnover costs.
Background Investigations
1. Checking References
To get information regarding applicant’s character and habits
1. Org must advise and receive written consent from applicants if such a report will be
requested
2. Org must provide a written certification to the consumer reporting agency about the
purpose of the reports
3. Org must provide applicants a copy of the consumer report and summary of rights before
getting the report
4. Org must provide notice to the applicant and agency who provide the report that the org
decides not to hire the applicant based on the report.
Polygraph Tests
Lie detector to measure the changes in breathing, blood pressure, and pulse of person being
questioned
Honesty and Integrity Tests
Graphology
Handwriting analysis to see the characters by size and slant of writing.
Medical Examinations
Very expensive and usually use later to see the disabilities
Drug Testing
Employment Tests
Objective 3 : Explain the value of different types of employment tests
1. Extroversion – the degree to which someone is talkactive, sociable, active, aggressive, and
excitable
2. Agreeableness – how trusting, amiable, generous, tolerant, honest, cooperative, and flexible
3. Conscientiousness – how dependable, and organized and perseveres in tasks
4. Emotional Ability – how secure and calm, independent, and autonomous
5. Openness to experience – how intellectual, philosophical, insightful, creative, artistic, and
curious
Disadvantage – may discriminate against individuals who wuld otherwise perform effectively, it
may seen as invasion of privacy
Interviewing Methods
The Nondirective Interview
An interview in which the applicant is allowed the maximum amount of freedom in
determining the course of the discussion, while the interviewer carefully refrains from
influencing the applicant’s remarks
Eg tell me more about your experiences on your last job
Knowl
“CAN DO” edge
Job
Perso
Skills Perform
nality
ance
Motiv
ation
“WILL DO”
Decision Strategy
1. Should the individuals be hired according to their highest potential or according to the
needs of the orgranizations?
2. At what grade or wage level should the individual be started?
3. Should initial selection be concerned primarily with an ideal match of the employee to
the job, or should potential for advancement in the organization be considered?
4. To what extent should those who are not qualified but are qualifiable be considered?
5. Should overqualified individuals be considered?
6. What effect will a decision have on meeting affirmative action plans and diversity
considerations?
Final Decision
In large organization, HR department does this job and confirm details of the job, working
arrangements, wages, etc and specify a deadline by which the applicant must reach a
decision.
In government agencies, the selection is made from lists or registers of eligible candidates
and preserves the merit system
Employee Selection
1909 di Paris
PT Yasulor Indonesia
Mereka memakai interview untuk DID, SAID,THOUGHT in the past. SKILS, KNOWLEDGE,
EXPERIENCES, COMPETENCY
Pertanyaan CBI itu Open-Ended Questions. Kelebihan : Reliable, kebebasan interviewee untuk
bercerita full
Recruiting Process –
Application Form – ARREST and CRIMINAL CONVICTION (Surat berkelakuan Baik) yang baik itu
kalo tertulis kalau ada bukan berarti lsg di tolak
National Origin
References
Background checks
Checking references
Bagaimana cara mecari org yang fit ? test, interview.knowledge, skills, characteristic lainnya
(KSAOs)
Employement Test – classification of employement tests – aptitude test ( mempelajari hal baru),
achievement test (apa yang dia capai di masa lalunya),
Pelaksanaan : cognitive ability tests, personaltity and interest inventories,physical ability tests,
job knowledge tests (beda dengan probation)
Statistical Approach – Identifying the ost valid predictors, weighting them using statistical
nmehods,
Recommendation:
Contoh untuk department yang beda2 itu bagaimana value2 yang penting
Trad int : 1) non-directive - ceritain pengalaman. Disadvantage - 2) structure.... sudah ada list of
questions apa yang mau ditanyakan – bisa tau ttg sifat anda,dkk
CBI – ingin mengetahui even2 anda. Bukti2 bahwa anda perform. Very focus on your competence
Alur flow screening CV, tes tertulis, interview, medical cek up. cocok
Demonstrate entrepeneurs – MT bisa keluar kapan saja tanpa kenal penalty.
Tidak ada kontrak pada Loreal karena mereka berpikir ngapain memperkerjakan org yang
hatinya tidak ada disitu..
Sesi 1
Recruitment – menarik org, Selection – menyeleksi org yang sudah ada di depan anda
Seleksi bisa diserahkan kepada consultant yang menyeleksi.
Supaya tidak kebanyakan org bagaimana caranya? Pasang di media2 tertentu yang cocok
dengan background yang dibutuhkan. Contoh : Koran yang berbahasa Inggris. Untuk high
quality masukkan di majalah2 atau newspaper yang setara yang mempunyai komunitas pilihan
anda.
Criteria untuk menjadi HRD Manajer
MUST(S) (SYARAT MUTLAK) menentukan go or no go. Contoh : buta warna, umur, IPK,
jenis kelamin, minimal pengalaman kerja (dilihat perusahaan apa saja), status, minimal
pendidikan, . Harus didasari oleh pengetahuan / knowledge anda, dasar, reason.
TUGAS MENCARI MUST! Reasonable untuk yang anda cari
o Kompetensi memiliki MASA. GMAT,TOEFL – waktu cm 2 tahun.
WANT(S) dapat diturunkan dari Must. Misal : S1 nya psychology and jelaskan mengapa?
Contoh:tambah banyak pengalamannya lebih baik, ikut seminars, toefl.
Lalu beri bobot misal (teknik memberi bobot adalah intuitive dan statistic (survey
membuktikan))
S1 (10), Pengalaman (9), seminars (8), TOEFL (7) lalu dikali2in....disitu kita bisa
evaluate mana yang paling tinggi nilainya
Lalu beri score. Mirip kaya weighted score model!
Yang tertinggi2 itu lalu diinterview
Sesi 2
Matching People and Jobs
Selection – the process of choosing individualas who have relevant qualifications to fill
existing or projected job openings
Selection Considerations :
Person-job-fit : job analysis identifies required indiddiual conmpetenfies (KISAOs) fror
job success
Person-or-orgranizaation fit : the degree to which individuals are matched to the culture
and values of the organizations
Milih mana yang honest and nga kompetence, tetapi competence tapi not honest :depends pada
perusahaannya. Lebih mudah meningkatkan kejujuran atau kompetensi. Contoh : KPK –
kejujuran. Cara ngukur kejujuran – conscious *bohongpun anda sadar*, preconcious (butuh
trigger untuk membangkitkan consious anda), subconscioous (kalau di hypnotis anda sadar
semua).
Values are not CONGRUENTS! Maka tidak bisa nyambung dengan perusahaan
Menurut Holland, ada 6 personality manusia -
Exterprising – org yang cocok jd manager project
Social – org cocok jd pekerja social
Artistic – cocok pekerja di iklan industri
Realisitic – org yang pelaksana, operator,
Investigative – cocok jd dosen
Conventional –
The Selection Process :
Approaches to Validation
Cross – Validation
Validity Generalization
Mending milih yang valid dulu baru yang reliable ketika memilih test
Application forms
Online Applications
Background Investagations
...............
Online Applications
Employement Test
Conscientiousness
Agreeableness
Neurotism
Observasi??
Extroversion
Contoh Behavioural Event of CBI : apakah kamu pernah main bulutangkis? Contoh 5- World, 4 –
Asian, 3 – Nasional, 2 – Regional, 1 – Kecamatan
Intervieweing Method
Situational Interview –
Can do – competency
Will do – values
Untuk posisi atas : track record, konsultant, interview langsung. Atau perusahaan itu sudah
punya sendiri.
Tugas kelompok :
Buat 2 -3 lembar bahas BEI / CBI selection kelompok 1 – 3 BEI WHAT? WHY ? HOW?