Employee Testing and Selection Strategies PDF Lecture 4 2024

HTM 3226 T e Lecture 4 Employee Testing and Selection Dr. Loretta Pang, SHTM The Hong Kong Polytechnic University  Learning Outcomes 1. Explain what is meant by reliability and validity. 2. Cite and illustrate our testing guidelines. 3. Give examples of some...

HTM 3226 T e Lecture 4 Employee Testing and Selection Dr. Loretta Pang, SHTM The Hong Kong Polytechnic University  Learning Outcomes 1. Explain what is meant by reliability and validity. 2. Cite and illustrate our testing guidelines. 3. Give examples of some of the ethical and legal considerations in testing. 4. List various tests you could use for employee selection, and how you would use them. Why Careful Selection is Important The Importance of Selecting the Right Employees Costs of Legal Organizational Recruiting and Obligations and Performance Hiring Liability  Why Careful Selection is Important The importance of selecting the right employees – Organizational performance always depends in part on 下屬 subordinates having the right skills and attributes. – Recruiting and hiring employees is costly. – The legal implications of incompetent hiring EEO (Equal Employment Opportunity) laws and court decisions related to nondiscriminatory selection procedures x ask candidiate for gender/age during recruitment for equality, if ask not legalized. Negligent 疏忽的，失職的 hiring, e.g: hiring employees with criminal records or other problems who then use access to customers’ homes or commit crimes How to Design and Conduct an Effective Interview Design and Conduct an Effective Interview Interview tips: 1)research company and position 2)prepare your ans to the most common interview 3)prepare a few ‘success stories’ that you can reference 4)prepare questions to ask the interview eg: what’s my future development/ prospect in this company? 5)”tailor” your entire interview to the company/ org you’re interviewing with 1. Analyze the job 2. Rate main duties 3. Create questions 4. Create benchmark answers 5. Appoint interview panel and conduct interviews CX: telephone interview, 1st round interview to filter panel of 2 members: manager of dept u apply, HR IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs How to Conduct an Effective Interview Know the job Review the Structure the interview interview Close the Get interview organized Take brief Establish notes rapport Ask questions Basic Testing Concepts  Reliability check ur skills and knowledge eg: test paper like MC: ans identical vs: open-ended questions: ans not identical – The consistency of scores obtained by the same person when retested with the identical or equivalent tests. – Are the test results stable over time?  Test Validity – The accuracy with which a test, interview, and so 聲稱，標榜 on measures what it purports to measure or fulfills the function it was designed to fill. – Does the test actually measure what we need for it to measure?  Sample Picture Card from Thematic Apperception Test ovservation: based on ur own perception, like gender of the person, relationship (mother-in- law) projective measure intended to evaluate a persons’s pattern of though, attitudes, emotional response , observational capacity to ambigious test materials How do you interpret this picture? Source: Reprinted by permission of the publishers from Henry A. Murray, THEMATIC APPERCEPTION TEST, Plate 12F, Cambridge, Mass: Harvard University Press, 1943. Types of Validity  Criterion Validity – A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion). marks reflects to ur knowledge Are test scores in this class related to students’ knowledge of human resource management?  Content Validity – A test that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question. Do the test questions in this course relate to human resource management topics? Is taking an HR course the same as doing HR? no Using Tests at Work  Major types of tests used by employers – Basic skills tests – Psychological tests can u work under stress, screen out dishonest candidate  Use of testing – Less overall testing now but more testing is used as specific job skills and work demands increase. Screen out bad or dishonest employees u says u can speak fluent english, really? Reduce turnover by personality profiling Computer-Interactive Testing  Types of tests – Specialized work sample tests – Numerical ability tests – Reading comprehension tests – Clerical comparing and checking tests  Online tests – Telephone prescreening – Offline computer tests give u a link and u do the test by urself flaw: is answer really provided by u? – Virtual “inbox” tests target managerial skills, scenario question, test ur priority and delegation, problem-solving skills, manager in restaurant, three bad things happen at the same tiem – Online problem solving tests Types of Tests  Tests of cognitive abilities – Intelligence Tests Tests of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability. 天資/inherent ability – Aptitude tests Text Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability. 演繹推理 reach ans by fact （=analzying 歸納推理generalizing lec） Types of Tests (cont’d) 肌⾁神經  Tests of motor abilities MTR: use computer game to check finger dexterity靈巧，敏捷 – Tests that measure motor abilities, such as finger dexterity, manual ⼿的靈巧 dexterity, and reaction time. 純熟，嫻熟;靈巧，敏捷  Tests of physical abilities 靜⽌ – Tests that measure static strength, dynamic strength, body coordination, and stamina. Type of Question Applicant Might Expect on a Test of Mechanical Comprehension  Measuring Personality and Interests  Personality tests – Tests that use projective techniques and trait inventories to measure basic aspects of an applicant’s personality, such as introversion, 內向性格 stability, and motivation. the quality of being shy and quiet – Disadvantage 投影的，射影的 Personality tests—particularly the projective type—are the most difficult tests to evaluate and use. – Advantage Tests have been used successfully to predict not working nomally 失調不正常 dysfunctional job behaviors and identify successful candidates for overseas assignments. The “Big Five” Personality Dimensions 外向性,being energetic and not shy, and enjoying being with other people Extraversion 認真;盡⼼盡責;⼀絲不苟 working hard and being careful Emotional Instability/ Conscientiousness Neuroticism the condition of often feeling worried and nervous, 神經過敏，神經質 open to new things? Openness to Agreeableness Experience 友善;親切being friendly and pleasant  The “Big Five” Personality Dimensions  Extraversion correlates with success in sales, managament&expatriate (working overseas) jobs – The tendency to be sociable, assertive, active, and to experience positive effects, such as energy and zeal.  Emotional instability / neuroticism negatively related to motivation and job engagement – The tendency to exhibit poor emotional adjustment and experience negative effects, such as anxiety, insecurity, and hostility. 敵意  Openness to experience open to trying new things – The disposition to be imaginative, nonconforming, unconventional, and autonomous. ⺠主  Agreeableness assists others who are in need of help – The tendency to be trusting, compliant, caring, and gentle.  Conscientiousness – Is comprised of two related facets: achievement and dependability. pay attention to details, finish important tasks right away, the most consistent& universal predictor of job performance Other Tests  Interest inventories – Personal development and selection devices that compare the person’s current interests with those of others now in various occupations so as to determine the preferred occupation for the individual. (e.g. Swimming, Reading, etc.)  Achievement tests – Test that measure what a person has already learned—“job knowledge” in areas like accounting, marketing, or personnel. Other Tests (cont’d)  Web-Based (Online) testing – Eliminates costly and inefficient paper-and-pencil testing processes. scenario question, handle guest complaint – Allows for role-playing by applicants. – Use of computer-based scoring eliminates rater bias. – Provides immediate scoring and feedback of results to applicants. – Can be readily customized for specific jobs. Work Samples  Work samples opera, wine pairing, table set up – Actual job tasks are used in testing applicants’ performance.  Work sampling technique – A testing method based on measuring an applicant’s performance on actual basic job tasks. ⽤于在⼀定时间内观察和记录员⼯的⼯作活动，以评估⼯作效率和时间分配。 在制造业中，研究⼈员可能会在⼀天内随机观察⼯⼈进⾏各种任务，以评估每个任务所占⽤的时间比例。 work sample侧重于评估候选⼈的实际技能，⽽work sampling techinque 则关注于分析⼯作效率和时间管理。 Work Simulations  Management assessment center – A simulation in which management candidates are asked to perform realistic tasks in hypothetical situations and are scored on their performance.  Typical simulated exercises include: – The in-basket =“inbox” test ： situation problem -solving 测试候选⼈或员⼯在模拟实际⼯作环境中的反应和决策能⼒ – Leaderless group discussion – Management games – Individual presentations – Objective tests – The interview Work Simulations (cont’d)  Video-Based situational testing – A situational test comprised of several video scenarios, each followed by a multiple choice question that requires the candidate to choose from among several courses of action. – While the evidence is mixed, the results suggest that video-based situational tests can be useful for selecting employees. Work Simulations (cont’d) ⼩型的  The miniature job training and evaluation approach – Candidates are trained to perform a sample of the job’s tasks, and then are evaluated on their performance. – The approach assumes that a person who demonstrates that he or she can learn and perform the sample of tasks will be able to learn and perform the job itself. Background Investigations and Reference Checks  Extent of investigations and checks – Reference checks – Background employment checks – Criminal records – Driving records – Credit checks for banking/finance related copany only  Reasons for investigations and checks – To verify factual information provided by applicants. – To uncover damaging information. Reference Checking Form Background Investigations and Reference Checks (cont’d) Former Employers Current Supervisors Sources of Commercial Credit Information Rating Companies Written References Social Networking Sites Background Investigations and Reference Checks (cont’d) important to get acknowledgment  Legal limitations on background checks in Hong Kong  Data Privacy Ordinance – employees can assess his or her own record, references.  Permission must be allowed from employees before assessing reference check and the copy of the reference letter – employee can read  Any Personal Data in personnel field – employee can read and assess. Making Background Checks More Useful  Include on the application form a statement for applicants to sign explicitly authorizing a background check.  Use telephone references if possible.  Be persistent in obtaining information.  Ask open-ended questions to elicit more information from references.  Use references provided by the candidate as a source for other references. The Polygraph and Honesty Testing in USA protection act: national defence org can use  The polygraph (or lie detector) – A device that measures physiological changes. – The assumption is that such changes reflect changes in emotional state that accompany lying.  Employee Polygraph Protection Act of 1988. – Prohibits employers (in most all cases) from conducting polygraph examinations of all job applicants and most employees. – Also prohibited are other mechanical or electrical devices including psychological stress evaluators and voice stress analyzers.  Permitted Users of the Polygraph  Employers with contracts involving: – National defense or security – Nuclear-power (Department of Energy) – Access to highly classified information 反間諜活動 – Counterintelligence (the FBI or Department of Justice)  Other exceptions – Hiring of private security personnel – Hiring persons with access to drugs – Conducting ongoing investigations involving economic loss or injury to an employer’s business.  Graphology  Graphology (handwriting analysis) – Assumes that handwriting reflects basic personality traits. – Graphology’s validity is highly suspect. Handwriting Exhibit Used by Graphologist Source: Reproduced with permission from Kathryn Sackhein, Handwriting Analysis and the Employee Selection Process (New York: Quorum Books, 1990), p. 45.  Physical Examination  Reasons for pre-employment medical examinations: – To verify that the applicant meets the physical requirements of the position – To discover any medical limitations you should take into account in placing the applicant. – To establish a record and baseline of the applicant’s health for future insurance or compensation claims. 礦⼯ – To reduce absenteeism and accidents – To detect communicable diseases that may be unknown to the applicant.