Textbook Notes (368,728)
Canada (162,113)
MHR 523 (321)
Chapter 6

MHR 523 - Chapter 6 Selection Notes.docx

3 Pages
Unlock Document

Human Resources
MHR 523
Pat Sniderman

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
More Less

Related notes for MHR 523

Log In


Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.