HRM (MIDTERM)

WHY EMPLOYEE SELECTION IS IMPORTANT?

Basically a sample of a person’s behavior.

The accuracy with which a test, interview, and so on, measures what it purports to measure or fulfills the function it was designed to fill.

The consistency of scores obtained by the same person when retested with the identical tests or with alter- nate forms of the same test.

Tests of general reasoning ability (intelligence) and tests of specific mental abilities like memory and inductive reasoning.

There are also measures of specific mental abilities, such as deductive reasoning, verbal comprehension, memory, and numerical ability.

Are tests of general intellectual abilities.

Crawford Small Parts Dexterity Test

Measure basic aspects of an applicant’s personality. Industrial psychologists often focus on the “big five” personality dimensions: extraversion, emotional stability/neuroticism, agreeableness, conscientiousness, and openness to experience.

These include static strength (such as lifting weights), dynamic strength (pull-ups), body coordination (jumping rope), and stamina

Represents a tendency to exhibit poor emotional adjustment and experience negative effects, such as anxiety, insecurity, and hostility.

Represents a tendency to be sociable, assertive, active, and to experience positive effects, such as energy and zeal.

To experience is the disposition to be imaginative, nonconforming, unconventional, and autonomous.

The tendency to be trusting, compliant, caring, and gentle.

Comprised of two related facets: achievement and dependability.

Measure what someone has learned. Most of the tests you take in school .

Tries to predict job performance by requiring job candidates to perform one or more samples of the job’s tasks.

Actual job tasks used in testing applicants’ performance

Personnel tests “designed to assess an applicant’s judgment regarding a situation encountered in the workplace

A simulation in which management candidates are asked to perform realistic tasks in hypothetical situations and are scored on their performance. It usually also involves testing and the use of management games.

The candidate get reports, memos, notes of incoming phone calls, e-mails, and other materials collected in the actual or computerized in-basket of the simulated job he or she about to start.

Trainers give a leaderless group discussion question and tell members to arrive at a group decision. Then evaluate each group member's interpersonal skills, acceptance by the group, leadership ability, and individual influence.

Participants solve realistic problems as members of simulated companies competing in marketplace.

Trainers evaluate each participant's communication skills and persuasiveness.

These may include tests of personality, mental ability, interests, and achievements.

A test that requires examinees to respond to situations representative of the job.

Most require an interview with a trainer to assess interests, past performance, and motivation.

Presents the candidate with several online or computer video situations, each followed by one or more multiple-choice questions.

Training candidates to perform several of the job’s tasks, and then evaluating the candidates’ performance prior to hire.

Applicants who receive realistic job previews are more likely to turn down job offers, but their employers are more likely to have less turnover and be more resilient.

It is easy to have employment screening services check out applicants.

Is a device that measures physiological changes like increased perspiration.

There are several reasons for preemployment medical exams: to verify that the applicant meets the job’s physical requirements, to discover any medical limitations you should consider in placement, and to establish a baseline for future workers’ compensation claims.

Most employers conduct drug screenings, and many applicants are flunking the tests Many also test current employees when there is reason to believe they’ve been using drugs—after a work accident, or with obvious behavioral symptoms such as chronic lateness.

THE BASICS OF TESTING AND SELECTING EMPLOYEES

TYPES OF TESTS

ADAVANTAGES OF WORK SAMPLING TECHNIQUES/WORK SAMPLES

WORK SAMPLES AND SIMULATIONS

BACKGROUND INVESTIGATIONS AND OTHER SELECTION METHODS

MANAGERS TRADITIONALLY VIEW HR ACTIVITIES AS A SERIES OF STEPS

Refers to the holistic, integrated and goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees.

A systematic exploration of the activities within a job.

JOB ANALYSIS GENERATES THREE TANGIBLE OUTCOMES

A written statement of what the job holder does, how it is done, under what conditions and why

It describes the duties, responsibilities, reporting relationships and working conditions of a job. It should accurately portray job content, environment, and conditions of employment.

States the minimum acceptable qualifications that the job holder must possess to perform the job successfully.

Identifies knowledge, skills, education, experience, certification, and abilities necessary to perform a job.

If an organization wants to have an equitable compensation program, employee compensation should be determined based on this

The jobs that have similar worth in terms of skills, knowledge, and abilities should be placed in common compensation group.

Simplest form Each job as a whole is compared with other and this comparison of jobs goes on until all the jobs have been evaluated and ranked. All jobs are ranked in the order of their importance from the simplest to the hardest or from the highest to the lowest

Also known as classification method. A job grade is defined as a group of different jobs of similar difficulty or requiring similar skills to perform them. Job grades are determined on the basis of information derived from job analysis. The grades or classes are created by identifying some common denominator such as skills, knowledge and responsibilities.

EXAMPLES OF JOB EVALUATION

• Job Analysis provides information on the duties, responsibilities, working conditions of a job (called Job Description) and the knowledge, skills, abilities required to perform the job successfully (called Job Specification).

Such job description and specification information are used to decide what sort of people to recruit and hire.

It is usually depends on the job’s required skills, abilities, education, degree of responsibilities, safety hazards, and so on – all the factors are assessed through Job Analysis.

Compares each employee’s actual performance with his or her performance standards. Job analysis, more specifically, the job description serves as the performance standards.

The job description lists a job’s specific duties and required skills — thus pinpointing what training the job requires.

The JA is also useful for ensuring that all the duties that have to be done are properly assigned to particular positions.

USES OF JOB ANALYSIS INFORMATION

A team of job incumbents is selected and extensively interviewed separately

A number of job incumbents are interviewed simultaneously.

Information Sources of Interviews

ADVANTAGES OF INTERVIEWS

DISADVANTAGES OF INTERVIEW

INTERVIEW FORMATS

Having employees to fill out this to describe their duties and responsibilities is another good way to obtain JA information.

QUESTIONNAIRE FORMATS

Job analyst watches employees directly or reviews film of workers on the job

A job analysis technique that uses supervisors, human resource analysts and other individuals who have expertise and extensive knowledge of the job and know the job requirements.

Job incumbents are given diaries in which they record their daily activities.

METHODS FOR COLLECTING JOB ANALYSIS INFORMATION

WRITING JOB DESCRIPTION

Means a meeting for the exchange of views and opinions.

Section contains several types of information, such as

• Job Title (specifies the name of the job)
• Job Status (exempt or nonexempt status of the job)
• Job Code
• Department/ Division/ Section/Plant
• Grade/Level

Should describe the general nature of the job, listing only its major functions or activities. Job Summary of Mailroom Supervisor:

• ‘the mailroom supervisor receives, sorts, and delivers all incoming mails properly, and he or she handles all outgoing mails including the accurate and timely posting of such mails’.

This part shows the jobholder’s relationships with others inside and outside the organization. o Reports to: o Supervises: o Works with: o Outside the company

This section presents a detailed list of the job’s actual duties and responsibilities. The section describes each duty/responsibility in a few sentences.

This section should define the limits of the jobholder’s authority, including his or her decision-making authority, supervisory authority, and budgetary limitations.

-The job description should also list the general working conditions involved on the job. -These might include the things like o Noise level o Hazardous conditions o Heat Level o Social and physical environmental setting