Human Resource
Management
1
ELEVENTH EDITION
GARY DESSLER
Part 2 | Recruitment and Placement
Chapter 6
Employee Testing and Selection
© 2008 Prentice Hall, Inc.
All rights reserved.
PowerPoint Presentation by Charlie Cook
The University of West Alabama
After studying this chapter, you should be able to:
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.
5. List eight tests you could use for employee selection,
and how you would use them.
6. Explain the key points to remember in conducting
background investigations.
© 2008 Prentice Hall, Inc. All rights reserved.
6–2
Why Careful Selection is Important
The Importance of
Selecting the Right
Employees
Organizational
Performance
© 2008 Prentice Hall, Inc. All rights reserved.
Costs of
Recruiting and
Hiring
Legal
Obligations and
Liability
6–3
Types of Validity
Test
Validity
Criterion
Validity
Content
Validity
Face
Validity
© 2008 Prentice Hall, Inc. All rights reserved.
6–4
Types of Tests
What Tests
Measure
Cognitive
(Mental)
Abilities
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Motor and
Physical
Abilities
Personality
and
Interests
Achievement
6–5
The “Big Five”
Extraversion
Conscientiousness
Agreeableness
© 2008 Prentice Hall, Inc. All rights reserved.
Emotional Stability/
Neuroticism
Openness to
Experience
6–6
Work Samples and Simulations
Measuring Work
Performance Directly
Work
Samples
Management
Assessment
Centers
© 2008 Prentice Hall, Inc. All rights reserved.
Video-Based
Situational
Testing
Miniature
Job Training
and
Evaluation
6–7
Background Investigations and
Reference Checks (cont’d)
Former Employers
Current Supervisors
Sources of
Information
Commercial Credit
Rating Companies
Written References
Social Networking Sites
© 2008 Prentice Hall, Inc. All rights reserved.
6–8
Limitations on Background Investigations
and Reference Checks
Legal
Issues:
Defamation
Employer
Guidelines
Background
Investigations
and
Reference Checks
Legal
Issues:
Privacy
Supervisor
Reluctance
© 2008 Prentice Hall, Inc. All rights reserved.
6–9
Substance Abuse Screening (cont’d)
Safety:
Impairment vs.
Presence
Recreational
Use vs.
Addiction
Ethical
and Legal
Issues
Intrusiveness of
Procedures
Accuracy of
Tests
© 2008 Prentice Hall, Inc. All rights reserved.
6–10
KEY TERMS
negligent hiring
reliability
test validity
criterion validity
content validity
expectancy chart
interest inventory
work samples
work sampling technique
management assessment center
situational test
video-based simulation
miniature job training and evaluation
© 2008 Prentice Hall, Inc. All rights reserved.
6–11