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1 Chapter 6 Selection and Placement Establish the basic scientific properties of personnel selection methods, including reliability, validity, and generalizability. Discuss how the particular characteristics of a job, organization, or applicant affect the utility of any test. Describe the government’s role in personnel selection decisions. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Chapter 6 Selection and Placement List the common methods used in selecting human resources. 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. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Selection Method Standards for Evaluation Purposes Reliability Validity Generalizability Utility Legality McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Reliability Reliability is the degree to which a measure of physical or cognitive abilities, or traits, is free from random error. The correlation coefficient is a measure of the degree to which two sets of numbers are related. A perfect positive relationship equals +1.0 A perfect negative relationship equals - 1.0 Knowing how scores on the measure at one time relate to scores on the same measure at another time refers to test-retest reliability. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Validity Validity is the extent to which performance on the measure is associated with performance on the job. Criterion-related validation is demonstrated by a correlation coefficient that indicates a significant relationship between scores on the selection measure and job performance scores. The types include: Predictive validation Concurrent validation Content validation McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Criterion-Related Validity Predictive Measure Performance of those Hired Test Applicants TIME McGraw-Hill/Irwin Concurrent Test Existing Employees Measure their Performance TIME © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Content Validation Content validation is performed by demonstrating that the items, questions, or problems posed by the test are a representative sample of the kinds of situations or problems that occur on the job. Best for small samples Content validity is achieved primarily through a process of expert judgement. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Generalizability Generalizability is the degree to which the validity of a selection method established in one context extends to other contexts such as different situations, different samples of people, and different time periods. Three contexts include: different situations different samples of people different time periods McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Utility Utility is the degree to which the information provided by selection techniques enhances the effectiveness of selecting personnel in organizations. It is impacted by reliability, validity, and generalizability. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Legality All selection methods must conform to existing laws and legal precedents. Three acts have formed the basis for a majority of the suits filed by job applicants: Civil Rights Act of 1964 and 1991 Age Discrimination in Employment Act of 1967 Americans with Disabilities Act of 1991 McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Civil Rights Act of 1991 This act protects individuals from discrimination based on race, color, sex, religion, and national origin. The 1991 act differs from the 1964 act in three different areas: It establishes employers' explicit obligation to establish neutral selection methods. Allows a jury to decide punitive damages. It explicitly prevents the use of race norming as a means of giving preferential treatment to protected groups. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Age Discrimination in Employment Act Covers individuals who are between the ages of 40 and 69. Litigation related to this act has surged because of the general aging of the work force and downsizing. There is no protection for younger workers. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Americans with Disabilities Act Protects individuals with physical or mental disabilities. Reasonable accommodations are required by the organization to allow the disabled to perform essential functions of the job. An employer need not make accommodations that cause undue hardship. Restrictions McGraw-Hill/Irwin on preemployment inquiries. © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Executive Orders Executive Order 11246 parallels the Civil Rights Act of 1964 but goes beyond it by: requiring affirmative action to hire qualified protected group applicants, and allowing the government to suspend all business with a contractor while an investigation is going on. The Office of Federal Contract Compliance (OFCC) issues guidelines and monitors compliance. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Types of Selection Methods Interviews Honesty Tests and Drug Tests Work Samples Personality Inventories McGraw-Hill/Irwin References and Biographical Data HR JOBS Physical Ability Tests Cognitive Ability Tests © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Interviews Selection interviews are defined as a dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for employment. The utility of an interview can be increased by the following suggestions: Interviews should be structured, standardized, and focused on goals oriented to skills and behaviors that are observable. Ask questions that force the applicant to display job-required behaviors or knowledge. Use multiple, trained interviewers who can avoid personal bias. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Situational Interview A situational interview confronts applicants on specific issues, questions, or problems that are likely to arise on the job. These interviews consist of: experience-based questions future-oriented questions McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Other Selection Methods References and Biographical data gather background information on candidates. Physical ability tests are relevant for predicting not only job performance but occupational injuries and disabilities. Types of physical ability tests include: muscular tension, power, and endurance cardiovascular endurance flexibility balance coordination McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Other Selection Methods A cognitive ability test differentiates candidates on mental ability. Abilities most commonly assessed are: verbal comprehension quantitative ability reasoning ability Personality inventories categorize individuals by their personality characteristics. Work samples simulate the job in miniaturized form. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Honesty Tests The Polygraph Act of 1988 banned the use of polygraph tests for private companies except pharmaceutical and security guard suppliers. Paper-and-pencil honesty testing attempts to assess the likelihood that employees will steal. Since these tests are new, there is little evidence on their effectiveness. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved. Drug Tests Drug-use tests tend to be reliable and valid. The major controversies are whether drug tests represent an invasion of privacy, an unreasonable search and seizure. or a violation of due process. Tests should be administered systematically to all applicants applying for the same job. Testing is likely to be more defensible when there are safety hazards associated with the failure to perform. Test results should be reported to the applicant, who should have an opportunity to appeal and be re-tested. McGraw-Hill/Irwin © 2006 The McGraw-Hill Companies, Inc. All rights reserved.
