Selection
1- Measurement
2- External
Staffing Organizations Model
Organization
Mission
Goals and Objectives
Organization Strategy
HR and Staffing Strategy
Staffing Policies and Programs
Support Activities
Core Staffing Activities
Legal compliance
Planning
Recruitment:
Selection:
Job analysis
Employment:
External, internal
Measurement, external, internal
Decision making, final match
Staffing System and Retention Management
Important and use of measures
• Measures are methods or techniques for
describing and assessing attributes of objects that
are of concern to use.
• Results of the measurement process are
expressed in numbers or scores
• Examples:
1- applicants’ scores on an ability test.
2- employees’ performance evaluation rating scores.
3- applicants’ ratings of rewards in terms of their importance
Measurement
• Definition
Process of assigning numbers to objects to
represent quantities of an attribute of the
objects.
– Attribute - Knowledge
– Objects - Job applicants
Summary of measurement process
• (a) Choose an attribute of interest
• (b) Develop operational definition of attribute
• (c) Construct a measure of attribute as
operationally defined
• (d) Use measure to actually gauge attribute
External selection
• selection: refers to the assessment and
evaluation of external job applicants. The
organization will assess the applicant KSA,s
and motivation. Also the applicant is assessing
and evaluating the job and the organization
to determine the degree of person job match.
External selection
• A variety of assessment methods are used.
Primary issues that guide the use of the
assessment methods will be discussed.
• These issues are:
1- Logic of prediction
2- Nature of predictors
3- Development of the selection plan
4- Selection sequence
Logic of prediction
• 1. Person’s KSA and motivation are the product of
experience of past job, current job, and nonjob.
• 2.
in the selection process the organization
identifies, assesses, and evaluates the KSA’s and
motivations.
• 3. The result constitute the person’s overall
qualifications for the new job
Logic of prediction
• 4. These qualifications are then used to predict
how successful the person is likely to be in the new
job regarding to the (HR) outcomes.
• 5. Not specific enough to make selection decisions
– Job titles
– Number of years of experience
• 6. What counts is the specific types of experiences
required and the level of success at each
Nature of predictors
• Predicators can be differentiated from one
another in terms of content and form.
• Content
– Sign: A predisposition thought to relate to performance (e.g.,
personality like abrasive)
– Sample: Observing behavior thought to relate to performance (e.g.,
example)
– Criterion: Actual measure of performance( e.g., outcome during
probation period)
Nature of predictors
• Form
– Speed vs. power: How many versus what level
Speed test is used when speed of work is important part of the job, and
power test is used when the correctness of the person is essential to the
job.
– Objective vs. essay: Objective much like multiple-choice and used
to measure knowledge in specific areas, but essay used to assess
written communication.
– Paper / pencil vs. performance: Test in writing used to test the
psychological abilities, but in behavior used to test the physical and
social skills
Development of the Selection Plan:
Steps Involved
1. Develop list of KSAOs required for job
– KSAOs are provided by job requirements matrix
2. For each KSAO, decide if it needs to be
assessed in the selection process
3. Determine method(s) of assessment to be
used for each KSAO
Selection Sequence
Selection Sequence
• Decisions are made about job applicants
before they are selected.
1. First decision is whether initial applicants who have
applied for the job become candidate. (Candidate is
someone who possesses the minimum qualifications to be considered
for further assessment).
2. Second decision is to determine which candidates
become finalists. (finalists is someone who the organization
considers fully qualified for the job.)
3. The third decision is to determine which finalist
receive the job offer of employment.