Human Resource Management: Employee Testing and Selection

Human Resource Management
Fifteenth Edition
Chapter 6
Employee Testing
and Selection
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
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.
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.
I.
Answer the question: Why is it
important to test and select
employees?
Why Employee Selection Is Important
• Performance
• Cost
• Legal obligations
• Person and job/organization fit
II.
Explain what is meant by
reliability and validity.
The Basic of Testing and Selecting
Employees
• Reliability
• Validity
– Criterion validity
– Content validity
– Construct validity
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.
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
Reliability Coefficient
Figure 6-1 Test Score Correlation Examples
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.
How to demonstrate Validity?
1. Criterion Validity
2. Content Validity
3. Construct Validity
Trends Shaping HR: Digital and
Social Media (1 of 2)
Talent Analytics
Let’s take a look…
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
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.
Bias
Utility Analysis
Improving Performance: HR as a
Profit Center
Using Tests to Cut Cost and Boost Profits
Let’s talk about it…
Validity Generalization
Know Your Employment Law (1 of 2)
Testing and Equal Employment Opportunity
Test Taker’s Individual Rights and
Test Security
Diversity Counts
How Do Employers Use Test at
Work?
III.
List and briefly describe the
basic categories of selection
tests, with examples.
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
Improving Performance: HR
Practices Around The Globe
Testing for Assignments Abroad
Types of Tests (2 of 2)
4. Interest inventories
5. Achievement tests
Improving Performance Through HRIS:
Computerization and Online Testing
Testing using Computer /Online
Improving Performance: The
Strategic Context
Crowdsourcing at Google
IV.
Explain how to use two work
simulations for selection.
Work Samples and Simulations
Using Work Sampling for Employee
Selection (1 of 2)
1. Basic procedure
2. Situational judgment tests
3. Management Assessment Centers
4. Situational Testing and Video-Based Situational
Testing
Using Work Sampling for Employee
Selection (2 of 2)
5. The Miniature Job Training and Evaluation
Approach
6. Realistic Job Preview
7. Choosing a Selection Method
Improving Performance: HR Tools for Line
Managers and Small Businesses
Employee Testing and Selection
V.
Describe four ways to improve
an employer’s background
checking process.
Background Investigations and Other
Selection Method
Why Perform Background
Investigations and Reference
Checks?
Know Your Employment Law (2 of 2)
Giving References
How to Check a Candidates
Background?
Trends Shaping HR: Digital and
Social Media (2 of 2)
Digital Tools - Background Checks
Using Pre-employment Information
Services
Making the Background Check
More Valuable
The Polygraph and Honesty Testing
• Meet Standards
• Written Honest Test
• Testing for Honesty Guidelines
Graphology
“Human Lie Detectors”
Physical Exams
Substance Abuse Screening and
Drug Testing Legal Issues
Comply with Immigration Law
Chapter 6 Review
What you should now know….
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Human Resource Management

Figure 6-1 Test Score Correlation Examples

Let’s take a look…

Using Tests to Cut Cost and Boost Profits

Let’s talk about it…

Testing and Equal Employment Opportunity

Testing for Assignments Abroad

Let’s talk about it…

Testing using Computer /Online

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Employee Testing and Selection

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Let’s take a look…

Digital Tools - Background Checks

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What you should now know….

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