HRM 2600 Chapter Notes - Chapter 6: Job Performance

• School: York University
• Department: Human Resources Management
• Course: HRM 2600
• Professor: Indira Somwaru

Document Summary

Selection the process of choosing individuals who have relevant qualifications to fill existing openings: recruit (advertise, select. Application/resume initial hr interview testing background check. Selection methods: work sample showing how you can do the job prof"s. Interviews structured sample q"s for each candidate/ Unstructured winging it * interview @ seneca: references * 3: personality tests, aptitude tests, cognitive test/ability, resume * Reliability (consistency of results) the degree to which selection tools yield comparable data over time, with the same tool, different tools or different raters (interviewers) References all give consistent view of person. Validity the degree to which a test/selection tool measures a person"s attributes for the job. How predictive the tool is for good job performance. Fire-fighters climbing a ladder with hose instead of numeric test. Work sample best for validity and reliability rarely used because of it"s time consuming but would prevent/lower turnover. Concepts of selectivity having an adequate number of applicants from which to make a selection.