5 and selection employee testing - rome business school
TRANSCRIPT
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Module 5-1
Employee Testing
and Selection 5
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Module 5-2
Learning Objectives
1. Explain what is meant by reliability and
validity.
2. Explain how you would go about
validating a test.
3. Cite and illustrate our testing
guidelines.
4. Give examples of some of the ethical
and legal considerations in testing.
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Module 5-3
Learning Objectives
5. List eight tests you could use for employee selection, and how you would use them.
6. Give two examples of work sample/simulation tests.
7. Give examples of some of the ethical and legal considerations in testing.
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Module 5-4
Why Careful Selection is
Important
• Performance
• Cost
• Legal obligations
• Person and job/organization fit
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Module 5-5
Explaining what is meant
by reliability and validity
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Module 5-6
Basic Testing Concepts
• Reliability
• Validity
oCriterion validity
oContent validity
oConstruct validity
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Module 5-7
Review
• Reliability =
consistency
• Validity =
measuring what
you intend to
measure
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Module 5-8
How to go about validating
a test
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Module 5-9
Evidence-Based HR: How
to Validate a Test
• Analyze
• Choose
• Administer
• Relate
• Cross-validate
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Module 5-10
Review
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Module 5-11
Cite and illustrate our
testing guidelines
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Module 5-12
Evidence-Based HR: Test
Validation Issues
• Who scores the test?
• Bias
• Utility analysis
• Validity generalization
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Module 5-13
Review
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Module 5-14
Ethical and legal
considerations in testing
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Module 5-15
Evidence-Based HR: Test
Validation Other Issues
• Individual rights and test security
• Privacy issues
• Using tests at work
• Computerized and online testing
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Module 5-16
Review
• Rights and security
• Privacy
• Tests at work
• Computerized,
online testing
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Module 5-17
Tests for employee
selection, and how you
would use them
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Module 5-18
Types of Tests
• Cognitive abilities
o Intelligence tests
o Specific cognitive abilities
• Motor & physical abilities
• Measuring personality
• Interest inventories
• Achievement tests
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Module 5-19
What do personality tests
measure?
• The “Big Five”
• Predicting
performance
• Caveats
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Module 5-20
Review • Interests
• Achievement
• “Big 5”
• Predicting
• Caveats
o Interpretation
oLegal issues
oDisputing value
• Cognitive
abilities
o IQ
oSpecific mental
abilities
• Motor skills
• Personality
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Module 5-21
Examples of work
sample/simulation tests
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Module 5-22
Work samples and
simulations
• Basic procedure
• Situational judgment tests
• Management assessment centers
• Situational testing
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Module 5-23
Work samples and
simulations
• Computerized
multimedia assessment
• Miniature job training
and evaluation
• Realistic job previews
• Testing techniques for
managers
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Module 5-24
Review
• Miniature job
training
• Realistic job
previews
• Managers and
testing
• Situational
judgment
• Assessment
centers
• Situational
testing
• Computers
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Module 5-25
Examples of some of the
ethical and legal
considerations in testing
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Module 5-26
Background Investigations
• Why perform checks?
• Effectiveness
• Legal dangers
oDefamation
oPrivacy
• How to check
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Module 5-27
Background Investigations
• Applicants’ social postings
• Pre-employment information services
• The polygraph and honesty testing
• Graphology
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Module 5-28
Background Investigations
• “Human lie detectors”
• Physical exams
• Substance abuse
• Complying with immigration law
• Improving productivity through HRIS
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Module 5-29
Review
• Why perform checks?
• Effectiveness
• Legal dangers
• How to check
• Social postings
• Information services
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Module 5-30
Review
• Honesty testing
• Graphology
• “Human lie detectors”
• Physicals/drugs
• Immigration
• HRIS