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HRM 3470 - final exam..docx

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Human Resources Management
HRM 3470
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Testing and Interviewing 1 Test – standardized procedures that we use to find out the person’s behavior and knowledge – measurement Employment testing- accurately assess the individual’s performance or capacity to perform the essential components of the job in question safely, efficiently and reliably; disabilities testing, clinical testing, schools and aid of some measurement - Testing of promotion and training - Central requirement – validity which predict job performance Fairness perception: reactions to selection devices – applicants, hiring managers Validity of test – find the best fit of the organization Reliability predicts BFOQ – protects legally and ability Utility: test is useful and ability to pay – expensive tests “Face” validity – fairness perception – subjective & personal; motivated to perform due to fairness Rights of individual: consent – agree to it and right to access results “Testing rigor standards” – must have licensing and trained personal; score it and interpret the results accurately “Meta-analysis” – true validity of the test Selection using the internet – efficiency and cost savings, ability to administer the test globally, ability to administer the test in real time, standardized scoring and administration; commonly used Selection Test Validity Reliability Face Validity Cost Adverse Effect Drug Test Performance Risk of false -Invasion of Inexpensive – Systematic – negative and privacy urine testing younger false positive -offensive; lack Expensive – people of trust, hair testing private and personal choices – discriminatory; invasion of privacy and rights Integrity Test -performance -Truth or lying -expected -inexpensive -religious -r=.41 (high) -stretching the -no face -expensive – people tends rules validity interview to forgive format “g” Highest Very Standardized Inexpensive – Women and intelligence validity reliable/accurate paper and minorities – (general) -r=.51 pencil testing adheres to Western male Work Sample High validity Very reliable No face Simulation – - -r=.54 validity fidelity score/standard (expensive) lead to discrimination (bias) Drug Test Negligence Hiring – not doing proper background checks Random alcohol testing – only in safety environments (vulnerable populations – children, elderly) Mandatory disclosure prior – history of drug/alcohol abuse – applicant must show documentation of recovery and/or therapy Lance Armstrong – dope – drug use can affect performance False positive – foods/consumption False negative – multi-vitamins, certain vitamins can cause drug test to be positive Laws protects old age – 40+ and not younger people Integrity Test Integrity test – ethics/honesty, trust and morality Issue of trust and correctly assessing (i.e. home care, social worker, law enforcers, sales technique, and mafia Code of Conduct of the organization List four integrity test - Stanton survey - PDI Employment Inventory - Reid Report - Inwald Personality Test Covert (Hogan) and overt (Reid Report) tests: - Confession of dishonest behaviour - Tolerance for dishonest behaviour Confession of dishonest behaviour –how often have you: lied, stolen, etc. Tolerance for dishonest behaviour – how accepting or forgiving are you of the behaviour? Rationalize unethical behavior Social Desirability – most honest person ever – tendency for people to claim that they are the most honest person ever How to find out what people are doing – trust and strong bond Barbara Ehrenreich – U.S. minimum wage – either can afford a home or a car with minimum wage Stretching the rules- occurs often – either you or others bending the rules Adverse effect – integrity – religious people has the tendency to tell the truth and forgive Ability – capability of doing the job Aptitude – narrowing the ability or skill that may be used to predict job performance Test – work sample: a simulation must be accurate and resembles the actual job Intelligence test- math, logic and verbal - Graduate Management Admission Test - Graduate Record Exam - Law School Admission Test - Medical College Admission Test Comprehension – communication, numerical ability, analytical/logic – math/comprehension Narrow intelligence – reasoning, vocabulary, math IQ test – dark history - eugenics – Holocaust: France, England, Europe – people cannot have children if they are unintelligent Being smart is critical (accounting, NASA, peacemaking involves extensive study Ability to learn, handle demanding jobs, train ability – paper and pencil tests are inexpensive Dealing with adverse impact Score adjustment – different cutoffs for or adding points to minority test scores or “racial norming” Banding procedures – psychometric strategies to reduce adverse impact Alternative criteria – supplementing cognitive tests with non-cognitive tests Cognitive Ability Test - Systematic adverse effect on women and minorities 1) These test are made by white men and developed over 100 years ago – validated by college educators (they were white, rich, men) 2) It does not apply to female educations (nurture and care – females are more emotional; males are more quantitative – think in mathematical ways). Gender differential: how can you test for it? 3) Social Class – if you control for the class, there is no longer a social effect; class bares adverse effect: more resources – private school, tutors, intellectual environments – speaking properly can affect your motivation to learn – students are not cool if you’re smart in elementary 4) Economic class – collective race, genders and age Emotional Intelligence (EQ) – abilities for an individual that has self-control, and understanding of others emotions (Emotional Competency Inventory – ECI // Mayer, Salovey, Caruso Emotional Intelligence Test (MSCET) Intelligent test (valid and reliable) 1) Score adjustment: not fair to minorities 2) Banding procedures: establish a minimum passing grade, select the passing individuals, conduct another test: interview or integrity test and select the high test scorers 3) Alternative criteria 4) Training and preparation opportunities – prep them more  The gap is narrowing  Another concern: does not include emotional intelligence  How you deal with your emotions and others; Mayer & Salorey  Absolute necessity of leadership – facilitate thoughts and regulate emotions  Adaptability – huge deal  Howard Gardner – linguistic – peace negotiator, logical – abstract thinking, musical – math, spatial – architects, bodily – dancing, interpersonal – communication, intrapersonal – knowledge of self, naturalistic – environmental  Ability Tests – Physical/Mechanical Abilities -Skill: individual`s degree of proficiency or competency on a given task that develops through performing the task -Mechanical Abilities: traits/characteristics involving use/application of muscle force over varying periods of time either alone or in conjunction with an ability to maintain balance or gross body coordination -Work sample tests and simulations – fidelity – testing sensory/perceptual/spatial abilities Testing and Interviewing II  When to issue drug test? 1) Safety sensitive jobs 2) Vulnerable populations 3) Following exposure of drug problem 4) Following job safety Integrity 1) When have you engaged in unethical behavior? 2) What’s your tolerance of unethical behaviour General intelligence test 1) Predict train ability 2) Ability to work 3) Determines stress 4) Adverse effect on women and minority *List three ways that an employer... 1) Banding – minimum requirement or passing score treating all applicants that are eligible for the test 2) Help people prepare for the test 3) Another test: work sample or structure interview (standardized format) 3 Tests Validity Reliability Face Validity Adverse Effect Cost Personality Depends on the Not very Depends on No adverse Not really trait and job reliable the job and effect (pencil and R=.31 questions ask paper) (conscientiousness) Assessment Some validity No reliability No face No adverse Very Centres R=.37 Not standard validity effect expensive -simulation Structured Yes Yes No experience No systematic Costly Interview R=.51 -involve based on adverse effect -response situational hypothetical -time questions or critical -resources incident Unstructured Not too bad Not reliable Not really Physical Not costly Interview R=.38 -applicants attractiveness love it Big Five/five factor model - Extroversion - Agreeableness - Conscientiousness - Emotional stability - Openness to experience Personality – characteristic traits that can predict your behaviour - Tends to be stable - i.e. command presence – project authority – Cops NEO-FI, NEO-PI-R - Measures respondents on the “Big Five” - Need to know the basics Hogan Personality Inventory – measures 7 personality scales and true/false questions Global Personality Inventory (GPI) – 300 questions, made for multinational firms Myer’s-Briggs Type Indicator – measures subject on 4 dimensions based on Carl Jung’s notion of “psychological frames” 1) Extraversion – introversion 2) Sensing – intuition 3) Thinking – feeling 4) Judging – perceiving Thematic Apperception Test (TAT) – tell a story based on picture (beginning, middle, conclusion) Assessment Centre – battery of tests: test different traits - Leadership simulation, persuasive, etc - Find out personality Feedback analysis: call family and friends: what are your strengths and weakness Ambiguity – important; learn to accept it – no one is perfect Interviews: structured to unstructured - Interviews are extremely useful - Can be used for screening or selection - Most commonly used for screening process - Evaluate candidates ability/fit - Personality - Social skills Process Overview - Establish an interview plan - Establish and maintain rapport - Explain the purpose and format of the interview - Be an active listener, pay attention to body clues - Provide information honestly - Use questions effectively - Control interview but don’t talk too much - Break the ice - Be an active listener Applicant - Research on the company – website, press news, media - What is a typical day at work? - When will I hear back from you? Structured Interviews - Interrogation - Rating scales anchored with behavioural examples: - Extremely structured 1) Standardized questions 2) Questions derive from job-relatedness (validity) - Situational Interviews: situational types of questions - Comprehensive Structured Interviews: situational and critical incident question, job relevant questions - Behaviour Description Interviews: critical incident questions, training required for probing Unstructured Interview - Similar-to-self bias: bias, race, gender - Not standardized - No constraints on questions - First impression bias - Beauty bias - The Golden Ratio – symmetry and proportion of the face Board Interview: everyone interviewing – stressful Panel Interview: describe the validity of the Eulices (PwC) 1) Predicts if you are leadership potential 2) Unfamiliar environment – adaptiveness and conscientiousnes
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