Textbook Notes (381,224)
CA (168,409)
Ryerson (11,741)
MHR (844)
MHR 523 (332)
Chapter 7

Human Resources Management Chapter 7

5 Pages
124 Views

Department
Human Resources
Course Code
MHR 523
Professor
Kristyn Scott

This preview shows pages 1-2. Sign up to view the full 5 pages of the document.
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)µoÇ]vPZo]v[bility 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
u}]}vo]voo]Pv~/WZuµ]o]Ç}u}v]}}v[}Ávu}]}vvZ
emotions of others and to use that knowledge to guide thoughts and actions
]µWZuµv]v]À]µo[ 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
/v/vÀv}]WZ}uv][]vÁ]Zhose 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

Loved by over 2.2 million students

Over 90% improved by at least one letter grade.

Leah — University of Toronto

OneClass has been such a huge help in my studies at UofT especially since I am a transfer student. OneClass is the study buddy I never had before and definitely gives me the extra push to get from a B to an A!

Leah — University of Toronto
Saarim — University of Michigan

Balancing social life With academics can be difficult, that is why I'm so glad that OneClass is out there where I can find the top notes for all of my classes. Now I can be the all-star student I want to be.

Saarim — University of Michigan
Jenna — University of Wisconsin

As a college student living on a college budget, I love how easy it is to earn gift cards just by submitting my notes.

Jenna — University of Wisconsin
Anne — University of California

OneClass has allowed me to catch up with my most difficult course! #lifesaver

Anne — University of California
Description
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
More Less
Unlock Document


Only pages 1-2 are available for preview. Some parts have been intentionally blurred.

Unlock Document
You're Reading a Preview

Unlock to view full version

Unlock Document

Log In


OR

Don't have an account?

Join OneClass

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

Sign up

Join to view


OR

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.


Submit