SELECTION

AND
PLACEMENT
GROUP 4:

DE LA
CERNA
DELA CRUZ
DECLARO
EBARLE
 INTRODUCTION

Employee selection and placement

Improve your company’s competitive
position
 SELECTION METHOD
STANDARDS
We focus on five:
Reliability
Validity
Generalizability
Utility
Legality
 R
E
Physical L
Characteristics I
A
Cognitive B
Abilities I
L
Personality I
T
Y
 “The consistency of a R
E
performance measured; L
the degree to which a I
performance measure is A
free from random error.” B
I
L
I
T
Y
ESTIMATING THE RELIABILITY
OF MEASUREMENT
Complex characteristics:
Intelligence,
Integrity, and
Leadership ability.
 MEASUREMENT OF
HEIGHT

Thus reliability refers to the measuring

instrument (a ruler versus a visual guess) rather
 VALIDI
TY
“EXTENT TO WHICH
PERFORMANCE ON THE
MEASURE IS RELATED
TO PERFORMANCE ON
 CRITERION-RELATED
VALIDATION
“A method of establishing the validity of
a personnel selection method by showing
a substantial correlation between test
scores and job-performance scores.”
 PREDICTIVE VALIDATION

“A criterion-related validity study

that seeks to establish an empirical
relationship between applicants’
test scores and their eventual
performance on the job”
 CONCURRENT
VALIDATION

“A criterion-related validity study in

which a test is administered to all the
people currently in a job and then
incumbents’ scores are correlated with
existing measures of their performance
on the job.”
 Screening New Hires

Applican Employe
ts es
 “PREDICTIVE
VALIDATION IS SUPERIOR
TO CONCURRENT
VALIDATION”
1. Job applicants are typically more
motivated to perform well on the tests ADVANAT
than current employees. GES
2. Current employees have learned
many things on the job that job
applicants have not yet learned.
3. Current employees tend to be
homogeneous, that is, similar to each
other on many characteristics.
Graphic
Depiction of
Concurrent
and
Predictive
Validation
Designs