[英文版]人力资源管理概论-Employee-Testing-and-Selection(ppt-50页).ppt

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1、来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.62Why Careful Selection is ImportantThe 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

2、. 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 backgrounds 来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.63Avoiding Negligent Hiring Cl

3、aims 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 state

4、ments of material facts or who have conviction records for offenses directly related and important to the job in question. Balance the applicants privacy rights with others “need to know,” especially when you discover damaging information. Take immediate disciplinary action if problems arise.来自来自中国最

5、大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.64Basic Testing ConceptsReliability 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,

6、 and so on measures what it purports to measure or fulfills the function it was designed to fill. Does the test actually measure what we need for it to measure?来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.65Sample Picture Card fromThematic Apperception TestFigure 61 How do yo

7、u interpret this picture?Source: Harvard University Press. Used with permission.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.66Types of ValidityCriterion validity A type of validity based on showing that scores on the test (predictors) are related to job performance (criterio

8、n). 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

9、 management topics? Is taking an HR course the same as doing HR?来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.67Examples of Web Sites Offering Information on Tests or Testing Programs www.hr- Provides general information and sources for all types of employment tests. http:/bur

10、os.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

11、?source=GW-emptest One of many firms offering employment tests.Figure 62 来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.68How to Validate a TestStep 1: Analyze the job Predictors: job specification (KSAOs) Criterion: quantitative and qualitative measures of job successStep 2: C

12、hoose 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来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.69How to Validate a T

13、est (contd)Step 4: Relate Test Scores and Criteria Correlation analysis Actual scores on the test with actual performanceStep 5: Cross-Validate and Revalidate Repeat Step 3 and Step 4 with a different sample of employees.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.610Expecta

14、ncy ChartFigure 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 average and those scoring between 57 and 64 have a 97%

15、chance.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.611Testing 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

16、来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.612High Performance InsightFranciscan Health System operates skilled nursing care facilities in Ohio. It faced several problems, including high turnover of 146%/year.The problem: High turnoverTheir solution: Cut turnover to 71%/yea

17、r They devised a nursing assistant test battery consisting of three tests: An employment inventory A personality survey A job preferences inventory来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.613Using Tests at WorkAre you prone toaccidents at work?This test helps yourate your

18、 chances来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.614Using Tests at WorkMajor types of tests used by employers Basic skills tests (45%) Drug tests (47%) Psychological tests (33%)Use of testing Less overall testing now but more testing is used as specific job skills and wor

19、k demands increase. Screen out bad or dishonest employees Reduce turnover by personality profilingSource of tests Test publishers来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.615Computer-Interactive TestingTypes of tests Specialized work sample tests Numerical ability tests Re

20、ading comprehension tests Clerical comparing and checking testsOnline tests Telephone prescreening Offline computer tests Virtual “inbox” tests Online problem solving tests来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.616High Performance InsightFranciscan Health System operate

21、s skilled nursing care facilities in Ohio. It faced several problems, including high turnover of 146%/year.The problem: High turnoverTheir 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 pr

22、eferences inventory来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.617Types of TestsTests of cognitive abilities Intelligence Tests Tests of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability. Apt

23、itude tests Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.618Types of Tests (contd)Tests of motor abilities Tests that measure motor abi

24、lities, such as finger dexterity, manual dexterity, and reaction time.Tests of physical abilities Tests that measure static strength, dynamic strength, body coordination, and stamina.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.619Problem from the Test ofMechanical Comprehens

25、ionFigure 65 Which gear will turn the same way as the driver?Source: Reproduced by permission. Copyright 1967, 1969 by The Psychological Corporation, New York, NY. All rights reserved. Authors note: 1969 is the latest copyright on this test, which is still the main one used for this purpose.来自来自中国最大

26、的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.620Measuring Personality and InterestsPersonality tests Tests that use projective techniques and trait inventories to measure basic aspects of an applicants personality, such as introversion, stability, and motivation. Disadvantage Persona

27、lity testsparticularly the projective typeare the most difficult tests to evaluate and use. Advantage Tests have been used successfully to predict dysfunctional job behaviors and identify successful candidates for overseas assignments.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reser

28、ved.621The “Big Five” Extraversion The tendency to be sociable, assertive, active, and to experience positive effects, such as energy and zeal. Emotional stability/neuroticism The tendency to exhibit poor emotional adjustment and experience negative effects, such as anxiety, insecurity, and hostilit

29、y. Openness to experience The disposition to be imaginative, nonconforming, unconventional, and autonomous. Agreeableness The tendency to be trusting, compliant, caring, and gentle. Conscientiousness Is comprised of two related facets: achievement and dependability.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Pren

30、tice Hall Inc. All rights reserved.622Other TestsInterest inventories Personal development and selection devices that compare the persons current interests with those of others now in various occupations so as to determine the preferred occupation for the individual.Achievement tests Test that measu

31、re what a person has already learned“job knowledge” in areas like accounting, marketing, or personnel.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.623Other Tests (contd)Web-Based (Online) testing Eliminates costly and inefficient paper-and-pencil testing processes. Allows for

32、 role-playing by applicants. Use of computer-based scoring eliminates rater bias. Provides immediate scoring and feedback of results to applicants. Can be readily customized for specific jobs.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.624Work SamplesWork samples Actual job

33、tasks are used in testing applicants performance.Work sampling technique A testing method based on measuring an applicants performance on actual basic job tasks.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.625Example of a Work Sampling QuestionFigure 66 来自来自中国最大的资料库下载中国最大的资料库

34、下载 2005 Prentice Hall Inc. All rights reserved.626Work SimulationsManagement assessment center A simulation in which management candidates are asked to perform realistic tasks in hypothetical situations and are scored on their performance.Typical simulated exercises include:The in-basketLeaderless g

35、roup discussionManagement gamesIndividual presentationsObjective testsThe interview来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.627Work Simulations (contd)Video-Based situational testing A situational test comprised of several video scenarios, each followed by a multiple choi

36、ce question that requires the candidate to choose from among several courses of action. While the evidence is mixed, the results suggest that video-based situational tests can be useful for selecting employees.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.628Video Based Situat

37、ional TestsPresents candidate with several scenarios:Maybe not but this has happened before.But I didnt work late last night.Look at this place, thats why! I take a day off and come back to find this mess.Well, Im glad youre here.Oh? Why is that?来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All r

38、ights reserved.629Video Based Situational TestsIf you were this associate what would you do?Let the other associates responsible for the mess know that you had to take the heat.b. Straighten up the department, and try to reason with the manager later.c. Suggest to the manager that he talk to the oth

39、er associates who made the mess.d. Take it up with the managers boss.e. Quit!来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.630Work Simulations (contd)The miniature job training and evaluation approach Candidates are trained to perform a sample of the jobs tasks, and then are e

40、valuated on their performance. The approach assumes that a person who demonstrates that he or she can learn and perform the sample of tasks will be able to learn and perform the job itself.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.631Rapidly growing city garage needed a be

41、tter process than an application form and short interviewEmployee selection was haphazard with some managers being better at hiring than othersSelected Thomson Internationals Personality Profile Analysis program as a third step in their hiring process City Garage - Strategic HR来自来自中国最大的资料库下载中国最大的资料库

42、下载 2005 Prentice Hall Inc. All rights reserved.632Background Investigations and Reference ChecksExtent of investigations and checks Reference checks (87%) Background employment checks (69%) Criminal records (61%) Driving records (56%) Credit checks (35%)Reasons for investigations and checks To verif

43、y factual information provided by applicants. To uncover damaging information.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.633Reference Checking FormFigure 67 (Verify that the applicant has provided permission before conducting reference checks)Candidate Name:Reference Name:C

44、ompany Name:Dates of Employment:(From: and To:)Position(s) Held:Salary History:Reason for Leaving:Explain the reason for your call and verify the above information with the supervisor (including the reason for leaving)1. Please describe the type of work for which the candidate was responsible.2. How

45、 would you describe the applicants relationships with coworkers, subordinates (if applicable), and with superiors?3. Did the candidate have a positive or negative work attitude? Please elaborate4. How would you describe the quantity and quality of output generated by the former employee?5. What were

46、 his/her strengths on the job?6. What were his/her weaknesses on the job?7. What is your overall assessment of the candidate?8. Would you recommend him/her for this position? Why or why not?9. Would this individual be eligible for rehire? Why or why not?Other comments?Source: Society for Human Resou

47、rce Management, 2004.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.634Background Investigations and Reference Checks (contd)Sources of information for background checks: Former employers Current supervisors Commercial credit rating companies Written references来自来自中国最大的资料库下载中国最

48、大的资料库下载 2005 Prentice Hall Inc. All rights reserved.635Background Investigations and Reference Checks (contd)Legal limitations on background checks Privacy Act of 1974 Fair Credit Reporting Act of 1970 Family Education Rights and Privacy Act of 1974 (and Buckley Amendment of 1974) Freedom of Informa

49、tion Act of 1966 1990 Americans with Disabilities Act (ADA)来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.636Background Investigations and Reference Checks (contd)Reference providers concerns Fear of legal reprisal for defamation Not wanting to damage the applicants chances Hel

50、ping to get rid an incompetent employees来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.637Making Background Checks More UsefulInclude on the application form a statement for applicants to sign explicitly authorizing a background check.Use telephone references if possible.Be per