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MHR 523 (321)
Chapter 7

Human Resources Management Chapter 7

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Human Resources
MHR 523
Kristyn Scott

Chapter 7 Notes THE STRATEGIC IMPORTANCE OF EMPLOYEE SELECTION Selection: the process of choosing among individuals who have been recruited to fill existing or projected job openings -Human rights legislationÆ prohibits discrimination in all aspects, terms and conditions -To avoid negative legal consequences: 1) ensuring that all selection criteria and strategies are based on the job description and the job specification 2)‹µšoÇZZZZ]L2šZ‰‰o] Lš[Zbility to meet performance standards or expectations 3) carefully scrutinizing all information supplied on application forms and resumes 4) obtaining written authorization for reference checking from prospective employees, and checking references very carefully 5) saving all records and information obtained about the applicant during each stage of the selection process 6) rejecting applicants who make false statements on their application forms or resumes SUPPLY CHALLENGES Selection ratio: the ratio of the number of applicants hired to the total number of applicants (# of applicants hired/Total # of applicants) THE SELECTION PROCESS Multiple-hurdle strategy: an approach to selection involving a series of successive steps or hurdles. Only candidates clearing the hurdle are permitted to move on to the next step -Interviewing -Tests: Wonderlic Personnel Test, Predictive Index, Minnesota Clerical Assessment -Interview Process: 1) preparing for the interview, 2) knowledge and experience, 3) Motivation, 4) Intellectual capacity, 5) personality factor -Steps in the selection process 1) preliminary applicant screening 2) selection testing 3) selection interview 4) background investigation/reference checking 5) supervisory interview and realistic job preview 6) hiring decision and candidate notification STEP 1: PRELIMINARY APPLICANT SCREENING -establishes screening and assessment procedures www.notesolution.com STEP 2: SELECTION TESTING THE IMPORTANCE OF RELIABILITY AND VALIDITY Reliability: the degree to which interviews, tests, and other selection procedures yield comparable data over time; the degree of dependability, consistency, or stability of the measures used Validity: the accuracy with which a predictor measures what it is intended to measure -differential validity: confirmation that the selection tool accurately predicts the performance of all possible employee subgroups -criterion-related validity: the extent to which a selection tool predicts or significantly correlates with important elements of work behaviour -content validity: the extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform the job -construct validity: the extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job successfully TESTS OF COGNITIVE ABILITIES Intelligence (IQ) tests: Tests that measure general intellectual abilities, such as verbal comprehension, inductive reasoning, memory, numerical ability, speed of perception, spatial visualization, and word fluency K}š]}Lo]Lšoo]2L ~/šZšZ9šZšZšZšKZµŒ]o]šÇš}K}L]š}Œ}L[Z}ÁLK}š]}LZLšZ emotions of others and to use that knowledge to guide thoughts and actions ‰š]šµšZšZ9šZšZšZšKZµŒL]L]À]µo[Z aptitude or potential to perform a job, provided he or she is given proper training TESTS OF MOTOR AND PHYSICAL ABILITIES -finger dexterity, manual dexterity, speed of arm movement, and reaction time MEASURING PERSONALITY AND INTERESTS Personality tests: instruments used to measure basic aspects of personality such as introversion, stability, motivation, neurotic tendency, self confidence, self sufficiency, and sociability Æ projective /LšŒZš/LÀLš}Œ]Z9šZšZšZš }K‰Œ L]š[Z]LšŒZšZÁ]šZšhose of people in various occupations ACHIEVEMENT TESTS Achievement tests: tests used to measure knowledge and/or proficiency acquired through education, training, or experience WORK SAMPLING -measures job performance www.notesolution.com MANAGEMENT ASSESSMENT CENTRES ManagemeLšZZZZKLš LšŒ9ZšŒš2ǵZš}ZZZZ L]šZ[KL2KLš‰}šLš]ošZšµZZ a combination of realistic exercises, management games, objective testing, presentations, and interviews e.g. An in-basket exercise, a leaderless group discussion, management games, individual presentations, objective tests, an interview SITUATIONAL TESTING Situational Tests: tests in which candidates are presented with hypothetical situations representative of the job for which they are applying and are evaluated on their responses MICRO ASSESSMENTS Micro-assessments: a series of verbal, paper-based, or computer-based questions and exercises a candidate is required to complete, covering a range of activities required on the job for which he or she is applying PHYSICAL EXAMINATION AND SUBSTANCE ABUSE TESTING -why? 1) to determine that the applicant qualifies for the physical requirements of the p
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