Class Notes (839,092)
Canada (511,185)
HRM 200 (155)

CHAPTER 7.docx

7 Pages

Human Resources Management
Course Code
HRM 200
Katrina Di Gravio

This preview shows pages 1 and half of page 2. Sign up to view the full 7 pages of the document.
CHAPTER SEVEN Selection  process of choosing between individuals: o with relevant qualifications o for existing or projected job openings  important because: o quality of human resources determines organizational performance o high cost of inappropriate selection decisions o significant legal implications Guidelines for Avoiding Legal Problems o selection criteria based on the job o adequate assessment of applicant ability o careful scrutiny of applicant-provided information o written authority for reference checking o save all records and information o reject applicants who make false statements Supply Challenges  Labour shortages result in small selection ratios (number of applicants hired to the total number of applicants) The Selection Process 1. Preliminary step: initial applicant screening 2. Selection testing 3. Selection interview 4. Background investigation/reference checking 5. Final steps: supervisory interview & realistic job preview; hiring decision & candidate notification Step 1: Applicant Screening  first contact often through the Web  screening eliminates candidates not meeting “must have” criteria  candidates closely matching remaining job specifications considered further Step 2: Selection Testing 2/3 of Canadian organizations use this selection testing Guidelines:  use tests as supplements to other techniques  validate tests where they will be used  use a certified psychologist  provide appropriate testing conditions The Importance of Reliability and Validity  Validity: accuracy with which predictor measures what it is intended to measure  Reliability: degree to which selection procedures yield comparable data over time; dependability of measures used Types of Validity Differential valididty:  Criterion-Related Validity: extent to which results predict/significantly correlate with work behaviour  Content Validity: extent to which selection instruments adequately samples job skills/knowledge  Construct Validity: extent to which results measure job- required trait Types of Tests Used in Selection  cognitive tests o intelligence: verbal, comprehension, memory, numerical ability o emotional intelligence: ability to monitor own or other’s emotions o aptitude: measure potential to perform job (tested on specific tasts)  motor/physical abilities (finger dexterity, reaction time)  personality and interests (measures stability, motivation, neurotic tendency, self-confidence)  achievement tests (measure knowledge or proficiency acquired through education, training, or experience)  work sampling – applicants perform key tasks o assessment centers – involved applicants performing exercises, management games, presentations, and interviews o situational tests – candidates are presented with hypothetical situations for the job and are evaluated on their responses o micro-assessment –series of verbal, paper-based, or computer bases questions and exercises that a candidate is required to complete, covering activities required on the job  physical exams o drug testing: pre-employment screening for substance abuse not permitted in Canada  alcohol and drug addiction considered a handicap and cannot be used to discriminate between applicants Step 3: Selection Interview Interviewer Objectives:  assess applicant’s qualifications  observe applicant’s behaviour  gather information to predict future performance  communicate information about job  promote organization  determine how well applicant would fit in Applicant Objectives:  present a positive image
More Less
Unlock Document

Only pages 1 and half of page 2 are available for preview. Some parts have been intentionally blurred.

Unlock Document
You're Reading a Preview

Unlock to view full version

Unlock Document

Log In


Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.