Module 3 From PPT IO Psych PDF

Establishing the usefulness of a selection ○ precise quantification of device results ○ provides a great amount of Taylor-russell tables - a series of...

Establishing the usefulness of a selection ○ precise quantification of device results ○ provides a great amount of Taylor-russell tables - a series of information in a short. of time tables based on the selection ratio, ○ valid and reliable test base rate and test validity that yield ○ predictive quality information about the percentage of future employees who will be successful if a particular test is used Proportion of correct decisions - a Limitations and dangers of psychological utility method that compares the tests- it is influenced by the inability of a percentage of times a selection certain test administrator to administer the test decision was accurate with the appropriately and to discriminate between percentage of successful employees good and poor tests Lawshe tables - Uses the base rate Unfair rejection or acceptance of test validity and applicant percentile applicants - even psychological tests on the test to determine the probability have their margin of errors and may of future success for that applicant provide ambiguous and inadequate brogden-Cronbach-Gleser Utility results formula - A method of ascertaining ○ False negative the rejection of the extent to which an organization a qualified applicant will benefit from the use of a ○ false positive the acceptance particular selection system of an unqualified applicant Personality tests - Measures personal Faking test responses applicants attributes such as emotional stability always have the tendency to choose conformity favorable statements and answer some ○ Self report inventories - question erroneously and would likely items deals with specific produce an inaccurate result characteristics symptoms or Attitude towards testing many feelings they are asked to people reacts with uneasiness anxiety indicate how well each item or even feared test taking this may be describes them or how much mixed with suspension and hostility they agree which might influence the result of ○ Projective tests - when an each test ambiguous stimulus was presented to an individual Unstructured or non directive interview - an unstructured conversational pattern in which an interview may pursue points of Advantage dress of psychological interests which are unrelated to his or her job tests application a structured interviews has some ○ Improve selection process problems which includes: ○ provides objectivity  Poor intuitive ability hiring decisions Mass Interview-involves an were based on got feelings and interviewer and a number of subjective evaluations interviewees that can be primacy effect also known as first accommodated by the interviewer. impression effect or halo effect which early information influences the Testing and Assessment - where overall perception of the interviewer psychological and standardized tests were all throughout the interview procedure administered to serve as a measuring tool for a contrast effect the performance of one sample behavior and cognition. applicant affects the perception of an Psychological Tests - are structured written, interviewer towards the following visual or verbal evaluations administered in a applicants standardized condition to asses cognitive, interviewer-applicant similarities emotional and other functions of an applicants with similar characteristics individual. or cultural background with the interviewer may receive high scores Characteristics of a Psychological Tests than other applicants (SNVG) interviewee appearance when attractiveness bias influences an > Standardization-administered following a interviewer's decision in the hiring strict and systematic procedures and process conditions. > Objectivity-test results are nonverbal communication assessed based on numerical representations appropriate and inappropriate and eliminates subjective prejudice and biases. nonverbal cues may influence interview results >Norms-a frame of reference is established where the obtained score is to be compared. > Reliability-the overall consistency of the tests, where similar results will occur under In depth interview - a procedure designed to consistent conditions. obtain in depth information through personal and oral inquiries > Validity-the degree to which a test measures what it purports to measure. Interviews are conducted in different STYLES: > Generalizability-the degree to which the measure retains its validity and reliability One on One Interview-involves a across various contexts. single interviewer and an interviewee. Serial Interview-involves a series of interviews from the hiring officer up to the department head. Types of Psychological Tests Panel Interview-involves a number of interviewers usually with three or four members, and an interviewee. > Cognitive Ability Tests-usually termed as predictor of future performance. It intelligence tests for it assesses an individual's focuses on what the applicant has done different cognitive processes. rather than what they can do. Situational or Future Focus > Interest Test-used to assess individual Interview- can tap an applicant's interests that may influence their performance problem solving ability, experience, for a certain job. Through this test the and common sense. A problematic placement officer can make sure that a certain situation will be given and the employee is suitable and compatible with interviewee would suggest things that his/her current position. can solve the problem presented Skills, Skill-Level Determiner, or > Achievement Tests-concerned with Knowledge Focus Interview- assessing an individual's acquired knowledge questions that focus on the knowledge either through formal or informal training and of the interviewee about his/her education. It measures how much knowledge chosen discipline or career. an individual have for a definite discipline. Organizational Fit Focus -designed > Aptitude Tests-are tests that are used to to assess how an applicant could fit in determine a person's ability in a particular skill the organization. or field of knowledge. It also assesses an individual's propensity to succeed in a given task. They are also classified as according to the MEDIUM: > Motor Ability Tests - applicable for some jobs that require good muscular coordination, Telephone Interview-interviews finger dexterity, and precise eye-hand conducted through cellular or long coordination. distance phones. Video Conference Interview-interviews conducted at An interviewer uses different TYPES of remote sites using technology interview questions in order to obtain factual imitating a face-to-face interview and accurate information about a certain having a lower voice, image, and candidate or applicant. interaction capacity. Written Interview- Interviews Clarifier-includes clarifying questions conducted by answering a series of about the information provided in the interview questions and sending it seams and application forms. through a regular mail or email. Disqualifiers-includes questions that may disqualify an applicant from a Organization uses different STRUCTURES wrong answer. of interviews: Behavioral, Past Focus, or Structured or Directive Interview-an Patterned Behavior Description interview following an identified Interview - considered being the best  procedure and sequencing of it assesses an actual performance of an questions. Questions are based on the individual for a certain job or task. results of the job analysis, with a Objective and Subjective standardized scoring key are provided Tests-objective tests are tests that are to evaluate each answer and are all job guided by psychometric related questions. standardization, while subjective tests ○ Stress Interview - An allow subjective evaluation that may interview in which the include biases and prejudice. applicant is made uncomfortable by a series of often rude questions. This EMPLOYEE RECRUITMENT AND technique helps identify SELECTION hypersensitive applicants and those with low or high stress Recruitment and selection is usually based on tolerance. the subjective factors, these factors such as looks, dresses, body language, communication styles may sometimes affect Test Administrations the selection process. In order to avoid some careless and haphazard employee Individual Testing-tests that are procurement, the principles of employee supposed to be administered with a selection and objective practices must be single applicant or respondent employed. These methods and principles may Group Testing-tests that are allowed guide the hiring officer to hire the most to be administered with a certain qualified and competent applicant; place number of applicants or respondents. him/her to the job which matches with his Computerized Testing-tests that are qualifications; and provide harmony and administered with the help of enjoyment to the job and the work electronic and technological environment. After a successful employee processing unit. procurement, necessary training were required Speed and Power Tests-a speed test in order for employees to be familiar with the has a fix time limit which all test organization and maximize their capability, takers must conform, it usually productivity and efficiency for their tasks and contains casy to moderate level jobs. questions. A power test may not have time limit for it contains a much difficult set of questions. External Method/Sources-concern on Paper-and-Pencil Tests-tests where recruiting candidates outside the organization. questions where written and printed in a questionnaire and answers are Advantages recorded on an answer sheet. Performance Tests-usually takes Opens to a larger pool of applicants longer than a paper and pencil test for  Encourages more competition Disadvantages Brings fresh talent inside the company May increase rivalry among employees Lesser prejudice and favoritism among Decreases morale of unselected applicants employees May promote inbreeding Limits the number of potential Disadvantages applicants Expensive as compared to internal methods Creates another vacancy Longer process May damage employee morale No new ideas can be generated from outside Urgency in the selection process may affect the quality Takes more time in training and orientation External Recruitment Methods Cannot foresee if one fits the company's Media/Internet Advertisemen culture ○ Respond by calling ○ Apply-in-person ○ Send-resume ads ○ Blind Box ✓ Selection the process of choosing among Referral the collected pool of applicants who applied Campus recruitment for a certain position. It is the process in which Professional or trade associations the human resources or hiring department Open House/Walk-in applicants follows a structured series of steps that would Competitors help them decide on which among the recruits Private employment and executive should be hired. search firms Head hunters ✓ An Overview of the Selection Process Direct Mail Step 1:Establishing the selection Job fairs procedure-the establishment of the selection Point of Purchase Methods procedure in order to develop a clear The point-of-purchase method of recruitment understanding on the different job components is based on the same "POP" to be assessed. (pointof-purchase) advertising principles used Step 2:Selection criteria, predictors and to market products to consumers. For instruments identification-consulting the job example, consider shopping at a local grocery analysis results in order to develop a clear and store As you push your cort through one aisle, precise job description and job specification. you see a special display for potato chips, in the next aisle a display for cookies. When you get to the checkout stand, items such as the National Enquirer, candy, and batteries are Realistic Job Information - conveniently placed so you can examine them Information about the job were while you wait in line. The idea is to get you accurate, feasible, and genuine. to buy more items once you are already in the Detailed Job Information - store. In employee recruitment, job vacancy information about the job must be notices are posted in places where customers sufficient. or current employees are likely to see them: Possible Selection Process - the store windows, bulletin boards, restaurant proper selection process were placemats, and the sides of trucks displayed. Situational Wanted Advertisement - also ✓ Internal Factors - different factors called as jobs-wanted or position-wanted ads generated within the company, which that are placed by the applicant rather than the involves: different organizations. Recruitment Policy-sets of different policies developed in order to monitor and avoid unethical or mischievous recruitment practice. Human Resource Different Recruitment Methods Planning-manpower and organization Internal Method/Sources-concern on considerations. recruiting applicants within the organization or ○ Size of the firm-the bigger the is currently working for the company. size, the larger the number of applicants needed to acquire. Advantages ○ Costs-recruitment processes must stay within budget and Develop good employee relations minimize costs as much as Builds and increases employee moralo possible. Less recruitment costs ○ Growth and Familiarity with the company makes it Expansion-usually simplifies easy and increases the recruitment Encourages ambitious employcos processes for the company will need to have more employees. ✓ Factors that Affect Recruitment-the ✓ Writing a Recruitment Advertisement recruitment process may sometimes be interrupted or aided by both external and Company Emblem - An emblem of internal factors. the recruiting company is visible on the advertisement. External Factors-factors that exists outside the company, it involves:  ○ Supply and Demand-the current situation of supply and demands on specific skill sets or competencies affects the recruitment process. ○ Unemployment Rate-if the unemployment rate is high, it is most likely to easily attract a number of people which makes the recruitment process simple. ○ Labor Market-the availability of manpower in a certain location or local arca. ○ Political-legal Factors-policies and laws developed by the state may also affect the recruitment processes. ○ Sons of Soil-preference to local people may affect the recruitment process. ○ Image-the perception of the job seekers about the company may also affect the recruitment process. Internal Recruitment Methods Job Postings Career ladders utilization In house magazine/newsletters Supervisor Recommendations Computerized career progression system Career development systems