Chapter 7.docx

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ADM2337 Chapter 7
Selection
- The process of choosing among individuals who have been recruited to fill
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
Typical Steps in the Selection Process:
Step 1: Preliminary Applicant Screening
- Initial applicant screening is performed by HR (review application forms and
résumes)
- Candidates not meeting essential selection criteria are eliminated first
- Candidates who most closely match the remaining job specifications are given
further consideration.
- Use of technology Increasingly popular to improve the initial screening
process
Step 2 : Selection Training
- Assess specfic job-related skills, general intelligence, personality
characteristics, mental abilities, interests, and preferences
- Provide efficient, standardizes procedures for screening large numbers of
applicants
- Only useful if they are reliable and valid.
Reliability and Validity :
Reliability :
- The degree to which interviews, tests, and other selection procedures yield
comparable data over time.
- In other words, the degree of dependability, consistency, or stability of the
measures used.
Validity :
- The accurary with which a predictor measures what it is intended to measure.
Types of Validity :
Differential Validity :
- The selection tool acurately predicts the performance of all possible
employee subgroups, including white males, women, visible minorities,
persons with disabilities, and Aboriginal people
Criterion-Related Validity
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