Because learning changes everything.

Academic year-2023-2024

Semester Number-Fall

Course Name : Human Resources

Management

Dr. Heba Atef

 Because learning changes everything. ®

Chapter 6

Selection and Placement

Human Resource Management

Gaining A Competitive Advantage
THIRTEENTH EDITION
Raymond Noe, John Hollenbeck, Barry
Gerhart, Patrick Wright

© 2023 McGraw Hill, LLC. All rights reserved. Authorized only for instructor use in the classroom. No reproduction or further distribution permitted without the prior written consent of McGraw Hill, LLC.
 Learning Objectives 1

6-1 Establish the basic scientific properties of personnel

selection methods, including reliability, validity, and
generalizability.
6-2 Discuss how the particular characteristics of a job, an
organization, or an applicant affect the utility of any test.
6-3 Describe the government’s role in personnel selection
decisions, particularly in the areas of constitutional law,
federal laws, executive orders, and judicial precedent.
6-4 List the common methods used in selecting human
resources.

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 Learning Objectives 2

6-5 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.

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 Introduction
Choosing Employees:
• Organizations make take utmost care.
• Decisions impact organization’s competitiveness and
every aspect of job applicant’s life.
• Decisions must promote best interests of the company
and be fair to all parties.

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 Selection Method Standards 1
They involve reviewing an individual's capabilities, education, experiences and
personality to determine if they can perform key tasks and align with a company's
overall culture. There are several categories of employee selection methods , Depends
on:
• Reliability.
• Validity.
• Generalizability.
• Utility.
• Legality.
To Ensure the validity and reliability of competency and skill assessment

* if five people are interviewing a candidate using the same questions, would
they rate the candidate similarly? If so, that's a reliable interview.

LO 6-1
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 Selection Method Standards 2

Reliability:
• Degree to which a measure is free from random error.
• Standards for reliability:
• The required reliability depends on the nature of the decision being
made about the people being measured

Validity:
• Extent to which performance on the measure is related to
performance on the job.

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 Selection Method Standards 4

• Criterion-related validation:
• Method of establishing validity by showing a substantial correlation
between test scores and job-performance scores.
• Validity coefficient.
• Predictive validation.
• Concurrent validation.

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 Selection Method Standards 5

Validity continued:
• Content validation:
• Items, questions, or problems posed by a test are representative of
situations or problems that occur on the job.
• Simulations, computer-based role-playing games.

• Best for small-sample settings.

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 Selection Method Standards 6

Generalizability:
• Degree to which validity of a selection method established
in one context extends to other contexts.
• Similar levels of correlation across different groups.

• Validity generalization.

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 Selection Method Standards 7

Utility:
• Degree to which information provided by selection
methods enhances effectiveness of selecting personnel.
Legality:
• All selection methods should adhere to existing laws and
legal precedents.

LO 6-2
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 Types of Selection Methods 1

• Interviews.
• References, Application Blanks, Background Checks.
• Physical Ability Tests.
• Cognitive Ability Tests.
• Personality Inventories.
• Work Samples.
• Honesty Tests and Drug Tests.

LO 6-4
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 Types of Selection Methods 2

Interviews:
• Selection interviews:
• Without proper care, it is unreliable.
• Should be structured, standardized, and focused on goals oriented
to skills and observable behaviors.
• Interviewers should be able to quantitatively rate each interview.
• Interviewers should have a structured note-taking system to justify
ratings.
• Focused totally on rating and ranking applicants, not recruitment.

LO 6-5
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 Types of Selection Methods 3

Interviews continued:
• Situational interviews:
• Confronts applicants on specific issues, questions, or problems
likely to arise on the job.
• Experience-based questions.

• Future-oriented questions.

• Important to use multiple interviewers to avoid subjective errors.

• Digitally taped interviews, Skype.

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 Table 6.2 Examples of Experienced-Based and
Future-Oriented Situational Interview Items 1

EXPERIENCE-BASED
Motivating employees: “Think about an instance when you had to
motivate an employee to perform a task that he
or she disliked but that you needed to have
done. How did you handle that situation?”
Resolving conflict: “What was the biggest difference of opinion you
ever had with a co-worker? How did you resolve
that situation?”
Overcoming resistance to “What was the hardest change you ever had to
change: bring about in a past job, and what did you do to
get the people around you to change their
thoughts or behaviors?”

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 Table 6.2 Examples of Experienced-Based and
Future-Oriented Situational Interview Items 2

FUTURE-ORIENTED
Motivating employees: “Suppose you were working with an employee
who you knew greatly disliked performing a
particular task. You needed to get this task
completed, however, and this person was the only
one available to do it. What would you do to
motivate that person?”
Resolving conflict: “Imagine that you and a co-worker disagree about
the best way to handle an absenteeism problem
with another member of your team. How would
you resolve that situation?”
Overcoming resistance to “Suppose you had an idea for a change in work
change: procedures that would enhance quality, but some
members of your work group were hesitant to
make the change. What would you do in that
situation?”

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 Types of Selection Methods 4

References, Application Blanks, and Background Checks:

to ensure the candidate has the qualifications needed for the role the employer is trying to fill.

• Reference checks are weak predictors of future job

success.
• Background information from applicants is low-cost and
useful.
• Education gap.
• Misinformation on references, resumes.

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 Types of Selection Methods 5

Physical Ability Tests:

1. Muscular tension.
2. Muscular power.
3. Muscular endurance.
4. Cardiovascular endurance.
5. Flexibility.
6. Balance.
7. Coordination.

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 Types of Selection Methods 6

Cognitive Ability Tests:

to estimate applicant's' potential to use mental processes to solve work-related problems or to acquire new job knowledge.

• Verbal comprehension.
• Quantitative ability.
• Reasoning ability.

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 Types of Selection Methods 7

Personality Inventories:
• Five major dimensions of personality, known as the “Big
Five”:
1. Extroversion.
2. Adjustment. Emotion stability
3. Agreeableness.
4. Conscientiousness.
5. Openness to experience.

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 Table 6.3 The Five Major Dimensions of
Personality Inventories

FIVE MAJOR DIMENSIONS

1. Extroversion Sociable, gregarious, assertive, talkative,
expressive
2. Adjustment Emotionally stable, nondepressed, secure,
content
3. Agreeableness Courteous, trusting, good-natured, tolerant,
cooperative, forgiving
4. Conscientiousness Dependable, organized, persevering,
thorough, achievement-oriented
5. Openness to experience Curious, imaginative, artistically sensitive,
broad-minded, playful

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 Types of Selection Methods 8

Personality Inventories continued:

• Emotional intelligence:
• Self-awareness.

• Self-regulation.
• Self-motivation.
• Empathy.
• Social skills.

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 Types of Selection Methods 9

Personality Inventories continued:

• Validity in terms of predicting job performance is higher
when scores are taken from other people.
• People tend to lack insight into their own personalities.

• Personalities vary across contexts.

• It is easy to fake traits on tests.

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 Types of Selection Methods 10

Work Samples:
• Samples can vary greatly.
• They may include role-play, interactive videos, simulations,
or competitions.
• Because tests are job-specific, generalizability is low.
• Tests are expensive to develop.
• They are used in assessment centers.

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 Types of Selection Methods 11

Honesty Tests and Drug Tests:

• Polygraph Act of 1988 banned use of polygraph tests for
most private companies.
• Paper-and-pencil honesty testing:
• Assess likelihood of employees stealing.
• Test social conformity, conscientiousness, and emotional stability.

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 Types of Selection Methods 12

Honesty Tests and Drug Tests continued:

• Drug-use tests:
• There is a consideration of the opioid epidemic and shifting legal
status of marijuana.
• Testing mandated by federal law for occupations classified as
“safety sensitive” jobs regulated by Transportation Department.

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