![]() ![]() ![]() Legal, minimum requirements and screening versus interviews and final selection.Applicant job interest, preemployment screening, application form, test and/or interview, background investigation, additional interview, conditional job offer, medical exam/drug test, and job placement.Reliability The extent to which the test repeatedly produces the same results over time.Ĭombining predictors Combining things like scores on test, years of experience and education level Multiple hurdles: establish minimum cutoff point on each predictor Compensatory approach: scores from multiple predictors are combined into an overall score IQ tests 7.2, requires a large SAMPLE AND TIME Do Test Results predict Success on the Job? Predictive validity Test results of applicants are compared with their subsequent job performance, fig. Validity The predictor, actually predict what it is supposed to predict Correlation coefficient: index number that gives the relationship between a predictor variable and a criterion or dependent variable, -1.0 to +1.0, with higher absolute scores suggesting stronger relationships Concurrent validity: to establish the validity associated with a predictor, utilizing current employees to validate a predictor or “test”, Fig 7.2, Test current employee to applicant Selection, criteria, predictors, and job performance Selection criterion: characteristic that a person must possess to successfully perform work, such as ability and motivation Predictors of selection criteria: measurable or visible indicators of selection criteria Indicator of permanence: individual interests, salary requirements, and tenure on previous jobsįigure 7.1, Job Performance, Selection Criteria, and Predictors Elements of Good Job Performance: quantity of work, quality of work, compatibility with others, presence at work, length of service, and flexibility Characteristics necessary to achieve good job performance: ability motivation, intelligence, conscientiousness, appropriate risk for employer, appropriate permanence: to achieve good performance Predictors of selection criteria or what can be seen or measured to predict the selection criteria: experience, past performance, physical skills, education, interests, salary requirements, certificates, degrees, test scores, personality measures, work references, and previous jobs and tenure ![]() Attraction-selection-attrition (ASA) Theory: job candidates are attracted to and selected by firms where similar types of individuals are employed and individuals who are different quit their jobs to work elsewhere 219, Selecting a Proper Ethics Officer Selection: the process of choosing individuals with the correct qualifications needed to fill jobs in an organization – invest the time in hiring because training will not make up for it Placement: fitting a person to the right job – matching the person with the job Person/job fit: matching the knowledge, skills, and abilities (KSAs) of individuals with the characteristics of jobs – satisfaction with work and commitment to company Mismatch: when poor pairing of a person’s needs, interests, abilities, personality, and expectations with characteristics of the job, rewards, and the organization Person/organization fit: person’s values are consistent with how business is conducted or the congruence between individuals and organizational factors. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |