Human Resource Management Gaining petitive Advantage Chap006 Selection and Placement.doc

Human Resource Management Gaining petitive Advantage Chap006 Selection and Placement
Human Resource Management:
Gaining petitive Advantage
Chapter 6
Selection and Placement
Copyright ? 2010 by the McGraw-panies, Inc3>. All rights reserved.
McGraw-Hill/Irwin
McGraw-Hill/Irwin ?2010 The McGraw-panies, All Rights Reserved CH 6
Learning Objectives
Establish the basic scientific properties of personnel selection methods, including reliability, validity and generalizability.
Discuss how the particular characteristics of a job, organization, or applicant affect the utility of any test.
Describe the government’s role in personnel selection decisions, particularly in the areas of constitutional law, federal laws, executive orders and judicial precedent.
List mon methods used in selecting human resources.
Describe the degree to which each of mon methods used in selecting human resources meets the demands of reliability, validity, generalizability, utility and legality.
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McGraw-Hill/Irwin ?2010 The McGraw-panies, All Rights Reserved CH 6
Selection Method Standards
for Evaluation Purposes
Reliability
Validity
Generalizability
Utility
Legality
6-*
McGraw-Hill/Irwin ?2010 The McGraw-panies, All Rights Reserved CH 6
Reliability
Reliability is the degree to which a measure of physical or cognitive abilities, or traits, is free from random error.
The correlation coefficient is a measure of the degree to which two sets of numbers are related.
A perfect positive relationship equals +
A perfect negative relationship equals -
Test-retest reliability- knowing how scores on the measure at one time relate to scores on the same measure at another time.
6-*
McGraw-Hill/Irwin ?2010 The McGraw-panies, All Rights Reserved CH 6
Validity
Validity is the extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance.
Criterion-related validation is a method of establishing the validity of a personn