Management and Organizational Studies 1021A/B Lecture Notes - Lecture 3: Face Validity, Intelligence Quotient, Job Performance

• School: Western University
• Department: Management and Organizational Studies
• Course: Management and Organizational Studies 1021A/B
• Professor: Michael Aloisio

Document Summary

Employee selection process: reviewing applications and resumes, testing and work samples. 3: checking references and reviewing backgrounds, making a selection decision. Inter-rater reliability: used to assess the degree to which different raters/observers give consistent estimates of the same phenomenon, test-retest reliability. 3: used to assess the consistency of a measure from one time to another. &regulations designed to protect human rights and employee privacy: avoid discrimination, selection processes mush be designed and conducted to gather information with our asking for information about prohibited grounds of discrimination. (i. e. should not ask about religion. ) Selection information come from: application forms, resumes, employment test & work samples. Integrity testing: assessments designed to measure honesty, integrity. 8: alcohol and drug testing (controversial, medical testing (controversial) Structured interview: consist of predetermined set of questions of r the interviewer to ask each candidate. Characteristics of structured interviews: job analysis, numerical evaluation, detailed notes. Structured interviews can be either situational(what would you do) or behavioral (what did)