ADM 2337 Chapter Notes - Chapter 6: Job Analysis, Structured Interview, Job Performance

• School: University of Ottawa
• Department: Administration
• Course: ADM 2337
• Professor: Magda Donia

Document Summary

The selection process: obtaining reliable and valid information. Reliability: the degree to which interviews, tests, and other selection procedures yield comparable data over tie: validit(cid:455): the deg(cid:396)ee to (cid:449)hi(cid:272)h a test o(cid:396) sele(cid:272)tio(cid:374) p(cid:396)o(cid:272)edu(cid:396)e (cid:373)easu(cid:396)es a pe(cid:396)so(cid:374)"s att(cid:396)i(cid:271)utes. Selection: the process of choosing individuals who have relevant qualifications to fill existing or projected job openings. Person-job fit: if the person fits the job. Person-organization fit: the values of the individuals, matching the values of the organization. A process goal is to choose among individuals who have been recruited to fill existing or projected job openings. Important because: quality of human resources (i. e. employees) determines organizational performance, high cost of inappropriate selection decisions. Two main goals: max hits, min miss (insert chart) Miss: dete(cid:396)(cid:373)i(cid:374)ed (cid:271)(cid:455) (cid:449)ho(cid:373) (cid:455)ou hi(cid:396)e, a(cid:374)d (cid:449)ho (cid:455)ou do(cid:374)"t hi(cid:396)e. whe(cid:374) (cid:455)ou thi(cid:374)k so(cid:373)eo(cid:374)e is goi(cid:374)g to (cid:271)e a(cid:373)azi(cid:374)g, ho(cid:449)e(cid:448)e(cid:396) the(cid:455) do not perform well. Or when you pass out someone and they would have performed well.