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MHR 523 (321)
Chapter 6

MHR 523 - Chapter 6 Selection Notes.docx

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Department
Human Resources
Course
MHR 523
Professor
Pat Sniderman
Semester
Winter

Description
Chapter 6: Selection STEPS IN THE SELECTION OF HUMAN RESOURCES  White-Collar Professional Workers: Letters of reference and weighted application blanks  White-Collar Non-Professional Workers: biographical information blanks Step 1: Preliminary Reception of Applicants o “Walk in” or “courtesy interview” where applicants come to offices about job openings o Courtesy interviews screen out obvious bad applicants or ‘misfits’ o Looks good on the public relations of the firm o This step has disappeared due to internet and online applications Step 2: Review of Application Blanks/Screening Interviews o Application blank: A job application form o Weighted Application Blanks: Job application form in which various items are given differential weights to reflect their relationship to criterion measure o Biographical Information Blanks: Application blank that uses a multiple-choice format to measure a job candidate’s education, experiences, opinions, attitudes, and interests Step 3: Administration of Employment Tests o Employment Tests: Devices that assess the probable match between applicants and job requirements  Some are paper-and-pencil tests (like a math test for a bookkeeper) others are exercises that simulate work conditions (like a manual-dexterity test for an assembly worker)  Manual-dexterity tests are used more frequently for jobs that pay an hourly wage than for salaried  Paper-and-pencil tests popular for selecting white-collar and managerial positions  Personality tests good for selection managers o Reliability and Validity of Selection Tests  Reliability: Test yields consistent results  Validity: “Is this test accurately measuring what it is purported to measure?”  Predictive Validity: Empirical approach that correlates predictor and criterion scores  Concurrent Validity: Empirical approach that measures the predictor and criterion scores together  ^^Both methods attempt to relate tests scores to some criteria, usually performance  Content Validity: Rational approach that examines the extent to which the selection device includes elements of the job domain  Construct Validity: Rational approach that seeks to establish a relation to a construct, attribute, or quality related to job performance o Types of Tests  Personality Tests: Measures personality or temperament  Knowledge Tests: Measures a person’s information or knowledge  Performance Tests: Measures ability of job applicants to perform  Integrity Tests: Measures an applicant’s honesty and trustworthiness  Attitude Tests: Learn the attitudes of job applicants and employees about job-related subjects Step 4: Verification of References o Personal References: Attest to applicant’s sound character (usually by friends or family) o Employment References: Evaluations of an employee’s past work performance and job-relevant behaviours provided by past employers o Step is sometimes omitted due to the lack of help or information given from references o Reference Letters: Person’s job-relevant skills, past experience, and work-relevant attitudes Step 5: Employment Interview(s) o Immediate supervisor ultimately responsible for newly hired worker; they should have input in the final hiring decision Panel: o Intervie
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