HRM 361 Ch. 7 Questions with Correct Answers
Selection - Answer-the process of choosing individuals who have relevant qualifications to fill existing or projected job openings
Selection process includes a number of procedures such as.... - Answer-Resumes, application blanks
Tests Interviews
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HRM 361 Ch. 7 Questions with Correct Answers Selection - Answer -the process of choosing individuals who have relevant qualifications to fill existing or projected job openings Selection process includes a number of procedures such as.... - Answer -Resumes, application blanks Tests Interviews Reference checks Background checks Work samples Assessment centres -what is important is that there are a battery of tests. its not just an interview Selection is important because - Answer -1. the success of an organization depends on the performance of its employees (Ex: the success of Apple is hinged on their people and their creativity) 2. Selection is about prediction (predicting whether someone will be effective at performing a given job in a given organization) Ex: dominos prank 3. Make better selection decisions if procedures are based on evidence (research based) rather than intuition (gut feelings, personal preferences) Person -Job Fit - Answer -involves aligning characteristics of individuals and jobs to achieve desired HR outcomes (when hiring someone it is important to consider fit) Ex: "He just doesn't have the interpersonal skills needed to be a good customer service rep." "I am attracted to this job because its pay is based on sales commissions and I like a job where the pay depends on how well I perform." • Requirements (interpersonal skills) Qualification • Rewards (sales commissions, challenge, autonomy) Motivation Consequences of (mis) fit - Answer -Fit = attraction, performance, satisfaction Misfit = poor performance, dissatisfaction, turnover 4 components of selection system: - Answer -1. Validity 2. Reliable 3. Practical 4. Free from bias/Fairness Validity - Answer -Degree to which test or procedure accurately measures a person's attributes needed for job performance E.g., if we predict an individual will perform well based on interview results, validity is concerned with the evidence that supports this prediction Various "types" of validity - we'll focus on... 1 Content validity 2 Face validity 3 Criterion -related validity Content Validity - Answer -KSAOs -does the system adequately represent KSAOs required for the position? -if system does not include all KSAOs does it cover the most important KSAOs. Subject matter Expert Face Validity - Answer -Examinees' perceptions / Applicant/Candidate's Reaction -would a person taking the test think that the test is relevant to the job? will they have a positive or negative reaction? "the extent to which examinees perceive the content of the selection procedure to be related to the content of the job" (Chan et al., 1997) Criterion -Related Validity - Answer -Does one's standing on a selection technique(s) relate to the outcome (criterion) of interest - i.e., job performance? -Quantitative data, statistical predictor *collecting data to see if the correlation is statistically significant Concurrent validation: (YOU HAVE ACCESS TO IT NOW) -Extent to which a test score obtained now predicts current performance -Administer new test and interview to JOB INCUMBENTS -Collect recent job performance ratings Look at correlation between test scores and performance Ex: sales employee role play with a pretend customer, is his score related to his(her) monthly sales? Predictive Validation: (COLLECTING DATA NOW FOR SOMETHING IN THE FUTURE)
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