Human Resource Management, 15E (Dessler) : The Importance of Selecting Theright Employees

Human Resource Management, 15e (Dessler)
Chapter 6 Employee Testing and Selection

The Importance of Selecting theRight Employees
1. Organizational Performance
2. Legal Obligations and Liability
3. Costs of Recruiting and Hiring
Avoiding Negligent HiringClaims
• Carefully scrutinize information on employment applications.
• Get written authorization for reference checks,and check references.
• Save all records and information about theapplicant.
• Reject applicants for false statements orconviction records for offenses related to the job.
• Take immediate disciplinary action if problemsarise.
• Reliability
Consistency of scores obtained by the same person when retested with identical or
equivalent tests.
➢Are test results stable overtime?
➢Ways to estimate reliability
❖ Retest Estimate
–Same test to same people at different point in time
❖ Equivalent form estimate
–Administer a test and administer what believes to be an equivalent test.
❖ Internal comparison estimate
–Administer a test & statistically analyze the degree to which responses of items vary.
Apparently repetitive questions on some questionnaire to check internal consistency.
• Validity
➢Indicates whether a test is measuring what it is supposed to be
measure.
Types of Validity
 Test Validity
 Content Validity
 Criterion Validity
 Face Validity
1
how to validat a test ? 45) What is test validity? How are selection tests validated?
Steps in Test Validation
1. Analyze the Job

2. Choose the Tests
3. Administer the Tests
4. Relate Your Test Scores and Criteria
5. Cross-Validate and Revalidate
Testing and Equal Employment Opportunity
1.Use tests assupplements.
2. Validate the tests.
3. Monitor your testing/selection program.
4. Keep accurate records.
5. Use a certified psychologist.
6. Manage test conditions.
7. Revalidate periodically.
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• Defamation
➢Libeling or slandering of employees or former employees by an employer.
• Avoiding Employee Defamation Suits
1. Train supervisors regarding the importance of employee confidentiality.
2. Adopt a “need to know” policy.
3. Disclose procedures impacting confidentially of information to employees.
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Using Tests at Work
• Major Types of Tests
➢Basic skills tests
➢Job skills tests
➢Psychological tests
• Why Use Testing?
➢Increased work demands
➢Screen out bad or dishonest employees
➢ Reduce turnover by personality profiling
2
What Tests Measure ‫ما يقيس االختبار‬
 Cognitive (Mental) Abilities

 Motor and Physical Abilities
 Personality and Interests
 Achievement
Measuring Work Performance Directly
 Work Samples
 Management Assessment Centers
 Video-Based Situational Testing
 Miniature Job Training and Evaluation
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Background Investigations and other Selection methods
• Investigations and Checks
 ➢Reference checks
 ➢Background employment checks
 ➢Criminal records
 ➢Driving records
 ➢Credit checks
• Why?
 ➢To verify factual information provided by applicants.

 ➢To uncover damaging information.
Sources of Information
 Former Employers
 Current Supervisors
 Written References
 Social Networking Sites
 Commercial Credit Rating Companies
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Substance Abuse Screening
• Types of Screening
 ➢Before formal hiring

 ➢After a work accident
 ➢Presence of obvious behavioral symptoms e.g. chronic lateness
 ➢Random or periodic basis
 ➢Transfer or promotion to new position
• Types of Tests
 ➢Urinalysis ➢Hair follicle testing

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Human Resource Management, 15e (Dessler)

Chapter 6 Employee Testing and Selection

Avoiding Negligent HiringClaims

• Carefully scrutinize information on employment applications.

• Get written authorization for reference checks,and check references.

• Save all records and information about theapplicant.

• Take immediate disciplinary action if problemsarise.

➢Are test results stable overtime?

➢Ways to estimate reliability

–Same test to same people at different point in time

❖ Equivalent form estimate

–Administer a test and administer what believes to be an equivalent test.

❖ Internal comparison estimate

➢Indicates whether a test is measuring what it is supposed to be

1. Analyze the Job

Testing and Equal Employment Opportunity

1.Use tests assupplements.

2. Validate the tests.

3. Monitor your testing/selection program.

4. Keep accurate records.

5. Use a certified psychologist.

6. Manage test conditions.

➢Libeling or slandering of employees or former employees by an employer.

• Avoiding Employee Defamation Suits

1. Train supervisors regarding the importance of employee confidentiality.

2. Adopt a “need to know” policy.

3. Disclose procedures impacting confidentially of information to employees.

Using Tests at Work

• Major Types of Tests

➢Basic skills tests

➢Job skills tests

• Why Use Testing?

➢Increased work demands

➢Screen out bad or dishonest employees

➢ Reduce turnover by personality profiling

 Cognitive (Mental) Abilities

Measuring Work Performance Directly

Background Investigations and other Selection methods

• Investigations and Checks

 ➢To verify factual information provided by applicants.

Substance Abuse Screening

 ➢Before formal hiring

 ➢Urinalysis ➢Hair follicle testing

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