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Human Resource Management

Here are the key points I would cover in conducting a background investigation: 1. Legal obligations and risk mitigation: Conducting thorough background checks helps ensure compliance with laws like Title VII and reduces the risk of negligent hiring lawsuits. 2. Verify information: Check references, previous employment history and education credentials provided by applicants to verify accuracy. This could involve contacting listed references and previous employers. 3. Criminal history: Conduct a criminal background check through a reputable third party service. Look for any criminal convictions, especially those related to the job. Consider the nature and severity of any offenses. 4. Driving record: For any jobs requiring driving, obtain a driving record from the DMV. Check for accidents, violations

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30 views16 pages

Human Resource Management

Here are the key points I would cover in conducting a background investigation: 1. Legal obligations and risk mitigation: Conducting thorough background checks helps ensure compliance with laws like Title VII and reduces the risk of negligent hiring lawsuits. 2. Verify information: Check references, previous employment history and education credentials provided by applicants to verify accuracy. This could involve contacting listed references and previous employers. 3. Criminal history: Conduct a criminal background check through a reputable third party service. Look for any criminal convictions, especially those related to the job. Consider the nature and severity of any offenses. 4. Driving record: For any jobs requiring driving, obtain a driving record from the DMV. Check for accidents, violations

Uploaded by

Ll
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Human Resource Management

INSTRUCTOR : HAROON AHMAD


RECOMMENDED READING: DESSLER, GARY
1 1 TH E D I T I O N
LECTURE OUTLINE

 Importance of selection
 Testing
 Types of tests
 Background investigation and other selection
methods
Importance of selection

 Performance
 Cost
 Legal obligations
 Non discriminatory selection

 Negligent hiring – hiring workers with questionable


backgrounds without proper investigation
Testing concepts

 Tests should be
 Reliable
 A reliable test is the one that yields consistent scores when a person
takes two alternative forms of the test or when he or she takes the
same test on two different occasions.
 Valid
 Validity tells us whether the test is measuring what you think it is
supposed to be measuring.
 In employment testing there are two ways to demonstrate a test’s
validity:
 Criterion validity – shows that scores on tests are related to job
performance
 Content validity – contains a fair sample of the content of the job.
How to validate a test?

 The validation test is usually done by a psychologist.


 The HR department coordinates the effort.
 The supervisor’s role is to describe the job and it’s
requirements.
 The validation process consists of five steps.
 Analyze the job
 Choose the tests
 Administer the tests
 Relate your test scores and criteria
 Cross-validity and reliability
Rights of the test takers?

 If you were taking a test, what types of rights would


you expect??
 The confidentiality of the results
 The right to informed consent regarding the use of
these results
 The right to expect that only people qualified to
interpret the scores will have access to them
 The right to expect that the test is fair to all
Types of tests

 Some broad categories of tests can be:


 Test of cognitive (mental) abilities

 Tests of physical abilities

 Measuring personality and interests

 Achievement tests
Tests of cognitive abilities

 Intelligence tests
 Measures memory, vocabulary, verbal fluency, numerical
ability
 These are called IQ tests

 Specific cognitive abilities


 These measure specific mental abilities such as inductive and
deductive reasoning, verbal comprehension, memory and
numerical ability
 These are called aptitude tests
Tests of physical abilities

 Finger dexterity
 Manual dexterity
 Reaction time
 Static strength such as lifting weights
 Dynamic strength like pull ups
 Body coordination such as jumping rope
 Stamina
Measuring personality and interests

 Test for intangible factors;


 Attitude

 Motivation

 Temperament

 Stability
Achievement tests

 These measure what a person has learned.


 Job knowledge

 applicant’s abilities for e.g.. Typing test


Work samples and stimulations

 Examinees are presented with situations


representative of the job for which they are applying,
and evaluate their responses.
 It measures actual job tasks
 It exhibit better validity than do other tests designed
to predict oerformance
Other screening tests

 Video based situational testing


 The miniature job training and evaluation approach
 Assessment centers
Background and other selection methods

 After testing an employer may go through


 Background investigations

 Reference checks

 Pre-employment information services

 Honesty testing

 Graphology

 Substance abuse screening


Assignment

 Why is it important to conduct pre-employment


background investigations? Outline how you would
go about doing so.

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