Recruitment and Selection Chapter 5 PDF

Chapter 5 Recruitment, Selection, and Job Performance © 2013 by Nelson Education 1 Chapter Learning Outcomes  After reading this chapter you should: ◦ Appreciate the important role played by job performance in selection and assessment ◦ Be able to def...

Chapter 5 Recruitment, Selection, and Job Performance © 2013 by Nelson Education 1 Chapter Learning Outcomes  After reading this chapter you should: ◦ Appreciate the important role played by job performance in selection and assessment ◦ Be able to define the differences among task, contextual, and counter-productive work behaviours © 2013 by Nelson Education 2 Chapter Learning Outcomes (continued) ◦ Understand the different types of counterproductive work behaviours ◦ Be able to describe the importance of developing and using scientifically sound measures of job performance in selection and assessment ◦ Understand what constitutes acceptable criteria that may be used to assess performance © 2013 by Nelson Education 3 Chapter Learning Outcomes (continued) ◦ Understand the relationship among individual performance measures, criteria, and performance dimensions related to a job ◦ Appreciate the technical aspects of measuring job performance © 2013 by Nelson Education 4 Job Performance  Task Performance  Contextual Performance  Counterproductive Work Behaviours © 2013 by Nelson Education 5 © 2013 by Nelson Education 6 Types of Counterproductive Work Behaviours (continued) © 2013 by Nelson Education 7 Measuring Performance  Usefulness of selection measures is assessed by how well they predict performance © 2013 by Nelson Education 8 © 2013 by Nelson Education 9 Class Activity 1. What are your views on performance appraisal? Do you believe that individual performance feedback has an impact on improving team or organizational performance? © 2013 by Nelson Education 10 © 2013 by Nelson Education 11 Behaviourally Anchored Rating Scales (BARS)  Behaviourally anchored rating scales (BARS): use empirically derived critical incident job behaviours to anchor the values placed on a rating scale © 2013 by Nelson Education 12 © 2013 by Nelson Education 13 Behavioural Anchors Used to Assess Communication Competency (continued) © 2013 by Nelson Education 14 Behavioural Anchors Used to Assess Communication Competency (continued) © 2013 by Nelson Education 15 Behaviour Observation Scales (BOS)  Behaviour observation scales (BOS): very similar to BARS in that the starting point is an analysis of critical job incidents by those knowledgeable about the job to establish performance dimensions © 2013 by Nelson Education 16 © 2013 by Nelson Education 17 Behavioural Observation Scale Used to Evaluate a Security Dispatcher (continued) © 2013 by Nelson Education 18 Summary  Job performance plays an important role in recruitment and selection  Job performance is linked to an organization’s mission, values, and goals  The performance model developed by Campbell is commonly used © 2013 by Nelson Education 19 Summary (continued)  The usefulness of any selection system is determined by how well it predicts job performance as measured by job-related criteria  Different factors affect criteria and the pros and cons of combining different criterion measures to form composites © 2013 by Nelson Education 20