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Chapter 5 Selection and Placement
Chapter 5 Selection and Placement
Chapter 6
Selection and Placement
McGraw-Hill/Irwin Copyright © 2008 by The McGraw-Hill Companies, All Rights Reserved. 1-1
Learning Objectives
After reading this chapter, you should be able to:
• Establish the basic scientific properties of personnel
selection methods, including reliability, validity, and
generalizability.
• Discuss how the particular characteristics of a job,
organization, or applicant affect the utility of any test.
• Describe the government’s role in personnel selection
decisions, particularly in the areas of constitutional law,
federal laws, executive orders, and judicial precedent.
• List the common methods used in selecting human
resources.
• Describe the degree to which each of the common
methods used in selecting human resources meets the
demands of reliability, validity, generalizability, utility, and
legality.
6-2
Selection Method Standards for
Evaluation Purposes
Reliability
Validity
Generalizability
Utility
Legality
6-3
Reliability
6-4
Validity
6-5
Criterion-Related Validity
Predictive Concurrent
TIME TIME
6-6
Content Validation
6-7
Generalizability
6-8
Utility
6-9
Legality
6-10
Civil Rights Act of 1991
6-11
Age Discrimination in
Employment Act
• Covers individuals who
are over the age of 40.
• There is no protection for
younger workers.
• This act outlaws almost
all “mandatory
retirement” programs.
6-12
Americans with Disabilities Act
6-13
Executive Orders
6-14
Types of Selection Methods
Interviews
Honesty Tests
and Drug Tests References and
Biographical Data
Work Samples HR
JOBS
Physical Ability
Tests
Personality
Inventories Cognitive Ability Tests
6-15
Interviews
6-16
Situational Interview
• A situational interview
confronts applicants on
specific issues, questions,
or problems that are likely
to arise on the job.
• These interviews consist
of:
– experience-based questions
– future-oriented questions
6-17
Other Selection Methods
6-18
Other Selection Methods
6-19
Honesty Tests
6-20
Drug Tests
6-21