[英文版]人力资源管理概论-employee-testing-and-selection(ppt-50页)课件

1、Employee Testing and Selection, 2005 Prentice Hall Inc. All rights reserved.,62,Why Careful Selection is Important,The importance of selecting the right employees Organizational performance always depends in part on subordinates having the right skills and attributes. Recruiting and hiring employees is costly. The legal implications of incompetent hiring EEO laws and court decisions related to nondiscriminatory selection procedures The liability of negligent hiring of workers with questionable b

2、ackgrounds, 2005 Prentice Hall Inc. All rights reserved.,63,Avoiding Negligent Hiring Claims,Carefully scrutinize information supplied by the applicant on his or her employment application. Get the applicants written authorization for reference checks, and carefully check references. Save all records and information you obtain about the applicant. Reject applicants who make false statements of material facts or who have conviction records for offenses directly related and important to the job in

3、 question. Balance the applicants privacy rights with others “need to know,” especially when you discover damaging information. Take immediate disciplinary action if problems arise., 2005 Prentice Hall Inc. All rights reserved.,64,Basic Testing Concepts,Reliability The consistency of scores obtained by the same person when retested with the identical or equivalent tests. Are the test results stable over time? Test validity The accuracy with which a test, interview, and so on measures what it pur

4、ports to measure or fulfills the function it was designed to fill. Does the test actually measure what we need for it to measure?, 2005 Prentice Hall Inc. All rights reserved.,65,Sample Picture Card from Thematic Apperception Test,Figure 61,How do you interpret this picture?,Source: Harvard University Press. Used with permission., 2005 Prentice Hall Inc. All rights reserved.,66,Types of Validity,Criterion validity A type of validity based on showing that scores on the test (predictors) are relat

5、ed to job performance (criterion). Are test scores in this class related to students knowledge of human resource management? Content validity A test that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question. Do the test questions in this course relate to human resource management topics? Is taking an HR course the same as doing HR?, 2005 Prentice Hall Inc. All rights reserved.,67,Examples of Web Sites Offering Information on Tests or

6、 Testing Programs,www.hr- Provides general information and sources for all types of employment tests. http:/buros.unl.edu/buros/jsp/search.jsp Provides technical information on all types of employment and nonemployment tests. www.ets.org/testcoll/index.html Provides information on over 20,000 tests. Information from Kaplan test preparation on how various admissions tests work. www.assessments.biz/default.asp?source=GW-emptest One of many firms offering employment tests.,Figure 62, 2005 Prentice

7、 Hall Inc. All rights reserved.,68,How to Validate a Test,Step 1: Analyze the job Predictors: job specification (KSAOs) Criterion: quantitative and qualitative measures of job success Step 2: Choose the tests Test battery or single test? Step 3: Administer the test Concurrent validation Current employees scores with current performance Predictive validation Later-measured performance with prior scores, 2005 Prentice Hall Inc. All rights reserved.,69,How to Validate a Test (contd),Step 4: Relate

8、Test Scores and Criteria Correlation analysis Actual scores on the test with actual performance Step 5: Cross-Validate and Revalidate Repeat Step 3 and Step 4 with a different sample of employees., 2005 Prentice Hall Inc. All rights reserved.,610,Expectancy Chart,Figure 63,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 above

9、average and those scoring between 57 and 64 have a 97% chance., 2005 Prentice Hall Inc. All rights reserved.,611,Testing Program Guidelines,Use tests as supplements. Validate the tests. Monitor your testing/selection program Keep accurate records. Use a certified psychologist. Manage test conditions. Revalidate periodically.,Table 61, 2005 Prentice Hall Inc. All rights reserved.,612,High Performance Insight,Franciscan Health System operates skilled nursing care facilities in Ohio. It faced several problems, including high turnover of 146%/year.,The problem: High turnover,Their solution: Cut turnover to 71%/year,They devised a nursing assistant test battery consisting of three tests:,An employment inventory,A personality survey,A job preferences inventory, 2005 Prentice Hall Inc. All rights reserved.,613,Using Tests at Work,Are you prone to accidents at work? This test helps you rate your chances, 2005 Prentice H

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