SELECTING EMPLOYEES
JOB ANALYSIS
Nature
requirements
specific jobs.
HUMAN RESOURCE PLANNING
and
of
Number of specific
jobs to be filed.
JOB DESCRIPTION
RECRUITMENT
• How are qualified
candidates to be
recruited?
Relationship
among
job
analysis, Human Resource
Planning, Recruitment, and
Selection.
Pool
of
applicants
qualified
• Sources?
• Recruiters ?
• Inducements?
SELECTION
Completion & screening of the
application
Preliminary interview
Employment testing
STEPS IN THE SELECTION
PROCESS
Selection process is to
choose the individuals who
can successfully perform the
job from the pool of the
qualified candidates.
Diagnostic interview
Reference checking
Physical examination
Final decision
APPLICATION FORM
The application form provides basic employment
information for use in later steps of the selection
process and can be used to screen out unqualified
applicants.
Weighted application forms
Accuracy of information
“I hereby certify that the answers given by me
to the foregoing questions and statements
made are true and correct, without reservations
of any kind whatsoever, and that no attempt
has been made by me to conceal pertinent
information. Falsification of any information on
this application can lead to immediate discharge
at the time of disclosure”.
Screens out
unqualified or
uninterested
Questions
must
applicants.
The preliminary interview is used to determine whether
the applicant’s skills, abilities,
and job preferences match
be job related
any of the available jobs
and
their requirements and to
and are
subject
to applicant has about the
answer any questions the
demonstration
available jobs or the employer.
of validity.
Psycho meter test
Aptitude test
Interest tests
Job knowledge tests
Polygraph
Personality tests
Graphology
Reasoning
Measures
a
person’s
ability to use
test measure a
tests
in thinking, planning, and
person’s capacity words
or
communicating.
potential ability to learn
Verbal
Aptitude
Ability
and perform a job.
Numerical
tests
Perception
speed
Tests
Spatial
Tests
Measures
ability toto analyze
add, subtract,
Measures ability
oral or
multiply,
written and
factsdivide.
and make correct
judgments concerning these facts on
the basis of logical implications.
Measures
ability
to
recognize
similarities and differences.
Measures ability to visualize objects in
space
and
determine
their
relationships.
Aptitude test
Measures a person’s ability to use words in
thinking, planning, and communicating.
Measures ability to add, subtract, multiply,
and divide. Measures ability to recognize
similarities and differences. Measures
ability to visualize objects in space and
determine their relationships. Measures
ability to analyze oral or written facts and
make correct judgments concerning these
facts on the basis of logical implications.
Psycho meter test
Measure
person’s
strength,
dexterity, and coordination.
Finger dexterity, manual dexterity,
wrist-finger speed, and speed of arm
movement.
People to fill assembly –line jobs.
Experience
d & skilled
Job knowledge tests
Less
experience
d
Proficiency tests
measures
Measureshow
the job
well
related
the applicant
knowledge
can
possessed
do a sample
by aofjob
work
applicant.
to be
performed.
Tests are
designed to
determine
how a
person’s
interests
compare with
the interests
of successful
people in a
specific job.
Interest tests
Personality tests
It attempts to measure
personality characteristics.
THEMATIC APPERCEPTION
TEST (TAT)
RORSCHACH INKBLOT TESTS.
Polygraph
It is a device that records
physical changes in the body
as the test subject answers a
series of questions.
Graphology
It
involves
using
an
analyst
toan analyst
examine
the
It
involves
using
to
examine
lines,
loops,
hooks,
the
lines, loops, hooks,
strokes, curves
strokes,
curves
and
flourishes
in
a persons
and
flourishes
in
a
person’s
handwriting
handwriting to assess the
to
assess the person’s
personality,
persons
personality,
performance,
and emotional
performance,
and
emotional
problems.
problems.
Psycho meter test
Aptitude test
Interest tests
Job knowledge tests
Polygraph
Personality tests
Graphology
DIAGNOSTIC INTERVIEW
UNSTRUCTURED
INTERVIEW
Halo effect occurs when the
interviewer allows as single
GROUP
STRUCTURED
STRESS
prominent
characteristic INTERVIEW
to
INTERVIEWS
INTERVIEW
dominate judgment of all other
traits.
BOARD OR PANEL
INTERVIEW
Completion & screening of the
application
Preliminary interview
STEPS IN THE SELECTION
PROCESS
Employment testing
Diagnostic interview
Reference checking
Physical examination
Final decision
VALIDATION OF SELECTION PROCEDURES
Forecast persons future performance in that
job
UNSUCCESSFUL PERFORMANCE
SELECTION DECISION
SUCCESSFUL PERFORMANCE
DIFFERENTIATE
Job analysis
JOB DESCRIPTION
SPECIFICATION
SUCCESSFUL PERFORMANCE
VALIDITY refers to how accurately a predictor
actually predicts the criteria of job success.
Criteria of job
success
How
successful
performance of the
job
is
to
be
measured.
Criterion predictors
Factors that can be
used
to
predict
successful
performance of the
job.
PREDICTIVE VALIDITY
JOB
APPLICANTS
Test
administered
to all job
applicants.
Job applicants
are hired
without regard
to test scores.
New
employees
receive basic
orientation and
training
DETERMINE THE
VALIDITY OF A TEST
PREDICTING THE
FUTURE
PERFORMANCE OF
WORKERS.
Test scores are
determined
Correlation
analysis
Degree of correlation
New
employees
perform the
job
Performance
evaluations
used as
criterion of job
success
Concurrent Validity Process
Present
employees
Test is administered to all
present employees holding
a particular job.
Job performance of
present employees
Test scores are
determined
Present evaluation of
employees are used as
the criterion of job
success.
Correlation analysis
Degree of correlation
RELIABILITY
Reliability refers to the
reproducibility of results with a
predictor.
TEST RETEST
PARALLEL FORMS
SPLIT HALVES