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HRM 2600 (78)
Chapter 6

Chapter 6

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Human Resources Management
HRM 2600
Shelley Millman

Page1Matching People With JobsSelection the process of choosing individuals who have relevant qualifications to fill existing or projected job openingsPersonJob Fit Beginning with Job Analysis o Job specifications in particular help identify the individual competencies employees need for successknowledge skills abilities that lead to good performance o Managers can then use selection methods such as interviews references psychological tests against other competencies required for the jobPersonOrganization Fit o Finding individuals that meet broader organizational requirementsThe Selection Processo Each step should be evaluated in terms of its contributionObtaining Reliable and Valid Information o Reliability the degree to which interviews tests and other selection procedures yield comparable data over time and alternative measures o Validity the degree to which a test or selection procedure measures a persons attributes o Criterionrelated validity the extent to whicha selection tool predicts or significantly correlates with important elements of work behaviour o Concurrent validity the extent to which test scores match criterion data obtained at about the same time from current employees o Predictive validity the extent to which applicants test scores match criterion data obtained from those applicantsemployees after they have been on the job for some indefinite period o Crossvalidation verifying the results obtained from a validation study by administering a test or test battery to a different sample o Validity generalization the extent to which validity coefficients can be generalized across situations o Content validity the extent to which a selection instrument such as a test adequately samples the knowledge and skills needed to perform a particular job o Construct validity the extent to which a selection tool measures a theoretical construct or trait Chapter 6 Employee Selection
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