MHR 523 Chapter Notes - Chapter 7: Construct Validity, Content Validity, Job Performance

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lilacmosquito575

30 Mar 2011

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Selection: the process of choosing among individuals who have been recruited to fill existing or projected job openings. Human rights legislation prohibits discrimination in all aspects, terms and conditions. To avoid negative legal consequences: ensuring that all selection criteria and strategies are based on the job description and the job specification. Selection ratio: the ratio of the number of applicants hired to the total number of applicants (# of applicants hired/total # of applicants) 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. Tests: wonderlic personnel test, predictive index, minnesota clerical assessment. Interview process: 1) preparing for the interview, 2) knowledge and experience, 3) motivation, 4) Steps in the selection process: preliminary applicant screening, selection testing, selection interview, background investigation/reference checking, supervisory interview and realistic job preview, hiring decision and candidate notification.

Related Questions

1. The selection process in most organizations:

a) Appraises employee performance
b) Involves collecting information about applicants
c) Includes orientation and training
d) Includes forecasting future needs
e) Involves writing job descriptions

2. ____ usually involves verifying the educational background and previous work experience to make sure applicants are not misrepresenting themselves.

a) Orientation
b) Conciliation
c) Training
d) Reference Checking
e) Arbitrating

3. Steve is paid based on the number of hours he works or the number of units he produces, whichever is higher. Which of the following forms of compensation does Steve receive?

a) Pension
b) Salary
c) Bonus
d) Wage
e) Benefit

1. Given two equally qualified applicantsâ one from inside and one from outside the organizationâ how would you decide which one to hire?

2. Some healthcare organizations are unable to pay market rates for certain positions. What advice would you give such an organization about possible recruitment and retention strategies?

3. The use of work references is increasingly viewed as unreliable. How can employers legally and ethically obtain information about an applicantâs past performance? What measures can be taken to verify information contained in a job application or resume?

4. What are the advantages and disadvantages of recruiting through the Internet? What advice would you give to a hospital that is considering using the Internet for recruitment?

5. It has often been stated that âpeople do not leave jobs; they leave supervisors.â What does this mean, and why is it important?

Major Health Care Administration

Anti-Discrimination Employment Law

Class: Please visit the Equal Opportunity Commission to learn about employment laws related to discrimination. Choose a law to read about at the links on the right.

What are some laws that employers must consider when hiring employees? What problems can arise within the recruiting and selection process that employers must be careful to comply with employment laws?

This will help answer the questions:

http://www.eeoc.gov/laws/index.cfm

Be sure to cite your information and include your reference.

MHR 523 Chapter Notes - Chapter 7: Construct Validity, Content Validity, Job Performance

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