chapter 6 selection and testing.ppt
TRANSCRIPT
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Employee Testing and Selection
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Reliability
Consistency of scores obtained by the same personwhen retested with identical or equivalent tests.
Are test results stable over time?Validity
Indicates whether a test is measuring what it issupposed to be measuring.
Does the test actually measure what it is intended tomeasure?
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Basic Testing Concepts
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A Slide from the Rorschach Test
64Source: http://en.wikipedia.org/wiki/File:Rorschach1.jpg, accessed July 27,
2009.
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Types of Validity
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Criterion Validity Content Validity
Test Validity
Face
Validity
Criterion Validity shows that scores on the test (predictors) are related to job performance
Content Validity shows that the test contains a fair sample of the tasks and skills actually needed for the job
in question
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How to Validate a Test
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1
Relate Your Test Scores and Criteria: scores versus
actual performance
Choose the Tests: test battery or single test
Steps in Test Validation
Analyze the Job: predictors and criteria
Administer the Tests: concurrent or predictive validation
2
3
4
Cross-Validate and Revalidate: repeat Steps 3 and 4
with a different sample5
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Examples of Web Sites Offering Information on Tests or Testing Programs
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Expectancy Chart
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Note: This expectancy chart shows the
relation between scores made on the
Minnesota Paper Form Board and rated
success of junior draftspersons.
Example: Those who score between 37
and 44 have a 55% chance of being
rated above average and those scoring
between 57 and 64 have a 97% chance.
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Testing Program Guidelines
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1. Use tests as supplements.
2. Validate the tests.
3. Monitor your testing/selection programme.
4. Keep accurate records.
5. Use a certified psychologist.
6. Manage test conditions.
7. Revalidate periodically.
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Under the APAs standard for educational and psychological tests,test takers have the right:
To privacy and information.
To the confidentiality of test results.
To informed consent regarding use of these results.
To expect that only people qualified to interpret the scores willhave access to them.
To expect the test is fair to all.
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Test Takers Individual Rights and Test Security
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Major Types of Tests
Basic skills tests
Job skills tests
Psychological tests
Why Use Testing?
Increased work demands = more testing
Screen out bad or dishonest employees
Reduce turnover by personality profiling
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Using Tests at Work
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Online tests
Telephone prescreening
Offline computer tests
Online problem-solving tests
Types of Tests
Specialized work sample tests
Numerical ability tests
Reading comprehension tests
Clerical comparing and checking tests
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Computerized and Online Testing
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Types of Tests
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Cognitive
(Mental)
Abilities
Achievement
Motor and
Physical
Abilities
Personality
and
Interests
What Tests
Measure
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Work Samples and Simulations
614
Work
Samples
Miniature
Job Training
andEvaluation
Management
Assessment
Centers
Video-Based
Situational
Testing
Measuring Work
Performance Directly
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Investigations and Checks
Reference checks
Background employment checks
Criminal records Educational qualifications
Credit checks
Why?
To verify factual information provided by applicants.
To uncover damaging information.
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Background Investigations and Reference Checks
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Background Investigations and Reference Checks(continued)
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Former Employers
Current Supervisors
Written References
Social Networking Sites
Commercial Credit
Rating Companies
Sources of
Information
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Limitations on Background Investigations andReference Checks
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Background
Investigations
and
Reference Checks
Supervisor
Reluctance
Employer
Guidelines
Legal
Issues:
Privacy
Legal
Issues:
Defamation
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Using Pre-employment Information Services
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1
Notice of adverse action to applicant/employee
Employer certification to reporting agency
Acquisition and Use of Background Information
Disclosure to and authorization by applicant/employee
Providing copies of reports to applicant/employee
2
3
4
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Handwriting of an Uptight Personality
620
Source:http://www.graphicinsight.co.za/writingsamples.htm#The
%20Uptight%20Personality%2, accessed March 28,
2009. Used with permission ofwww.graphicinsight.co.za.
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Procedure in Complying with the countrys Immigration Law
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1. Hire only citizens and aliens lawfully authorized to work in the
country2. Advise all new job applicants of your policy.
3. Require all new employees to complete and sign the verification
form designated by the Immigration and Naturalization Service
(INS) to certify that they are eligible for employment.
4. Examine documentation presented by new employees, record
information about the documents on the verification form, and
sign the form.
5. Retain the form for three years or for one year past the
employment of the individual, whichever is longer.6. If requested, present the form for inspection by INS or
Department of Labor officers. No reporting is required.
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624
K E Y T E R M S
negligent hiring: A legalclaim made against an employer by a damaged employee who claims thatthe employer either knew about or should have known about a situation in the employee's past thatindicates they may be violent or untrustworthy. A business can help avoid negligent hiring claims byperforming a background check, drugtest and medical exam prior to hiring a new employee.
reliability
test validity
criterion validitycontent validity
expectancy chart
interest inventory
work samples
work sampling techniquemanagement assessment center
situational test
video-based simulation
miniature job training and evaluation
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