ADM 3333 Lecture Notes - Lecture 8: Job Analysis, Job Performance, Social Desirability Bias
24 Oct 2017
School
Department
Course
Professor
Document Summary
Chapter 8 selection ii testing and other assessments. The most and legally defensible hr assessments are standardized and meet professional standards concerning their psychometric properties and predictive validities (ex. Demonstrated ability to predict important work-related criteria, including job performance) Choosing should be done by someone knowledgeable about the various standards and technical documents related to their use. Ability tests: abilities: enduring general traits or characteristics on which people differ and which they bring to a work situation. Cognitive abilities: intelligence, general mental ability, or intellectual ability: includes: verbal, numerical, reasoning, memory, problem solving, and processing info, etc. General competency tests: a form of cognitive ability testing that assesses verbal and quantitative abilities, spatial relations and analytical and logical reasoning. Can provide a quick and efficient basis for selecting applicants for more extensive and costly testing. Cognitive ability testing is primary predictor of performance, cost effective, and withstands court challenges. Meta-analysis: statistical compilation of predictive validity studies.
