Professional Documents
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LEARNING OUTCOMES
1. Explain what is meant by reliability and validity. 2. Explain how you would go about validating a test.
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Chapter 6 outline
1. 2. 3. 4. 5. 6. 7.
8. 9. Employee Testing and Selection Why careful selection is important Basic testing concepts Test Takers Individual Rights and Test security Legal Privacy Issues Types of Tests Work samples and Simulations Background Investigation and other selection methods The Polygraph and Honesty Testing Honesty Testing Programs
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Organizational performance
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person when retested with the identical or alternate forms of the same test. Are test results stable over time? If person scores 90 in one test on Monday and 130 when retested on Tuesday.
Validity
Indicates whether a test is measuring what it is supposed to be
measuring. Does the test actually measure what it is intended to measure? Eg you want to measure a board of 3 feet. But the measuring stick is showing 3.5 feet. So this would be problem of validity.
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FIGURE 61
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Criterion validity
Content validity
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Analyze the Job: predictors and criteria (success of job e.g. production related or verbal qualities) Choose the Tests: test battery or single test(to measure aggressiveness, numerical abilities etc) Administer the Test: concurrent(on job test compare with current performance) or predictive validation(application of test before hiring check performance and test results. Relate Your Test Scores and Criteria: scores versus actual performance Cross-Validate and Revalidate: repeat Steps 3 and 4 with a different sample
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FIGURE 62
www.hr-guide.com/data/G371.htm Provides general information and sources for all types of employment tests http://ericae.net Provides technical information on all types of employment and nonemployment tests.www.ets.org/testcoll Provides information on over 20,000 tests www.kaplan.com Information from Kaplan test preparation on how various admissions tests work www.assessments.biz One of many firms offering employment tests
Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall 611
FIGURE 63
Expectancy Chart
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.
Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall 612
TABLE 61
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scores will have access to them, or that sufficient information will accompany the scores to ensure their appropriate interpretation.
The right to expect the test is fair to all. For example, no one
by an employer.
confidentiality.
2. Adopt a need to know policy. 3. Disclose procedures impacting confidentially of information
to employees.
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FIGURE 64
Sample Test
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Types of Tests
Specialized work sample tests Numerical ability tests Reading comprehension tests Clerical comparing and checking tests
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5-Types of Tests
What Different Tests Measure
Personality and interests What personality Test Measure The Big Five Caveats Effectiveness Interest Inventories
Current achievement
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FIGURE 65
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Conscientiousness
Agreeableness
Openness to experience
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Work samples
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FIGURE 67
Checks key before installing against: ___ shaft ___ pulley ___ neither score 3 score 2 score 1
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Assessment Method
Cognitive ability tests Job knowledge test Personality tests Biographical data inventories Integrity tests Structured interviews
Adverse Impact
High (against minorities) High (against minorities) Low Low to high for different types Low Low
Applicant Reactions
Somewhat favorable More favorable Less favorable Less favorable Less favorable More favorable
Moderate to high
Moderate High Moderate to high
High/high
High/low High/high High/high
More favorable
More favorable More favorable More favorable
Moderate to high
High/high
More favorable
Note: There was limited research evidence available on applicant reactions to situational judgment tests and physical ability tests. However, because these tests tend to appear very relevant to the job, it is likely that applicant reactions to them would be favorable.
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Why?
To verify factual information provided by applicants To uncover damaging information
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Current Supervisors
Sources of Information
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Employer Guidelines
Supervisor Reluctance
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2 3
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employers unless:
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FIGURE 69
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Physical Examinations
Reasons for preemployment medical examinations:
To verify that the applicant meets the physical requirements of
the position.
To discover any medical limitations to be taken into account in
applicant.
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Types of Tests
Urinalysis Hair follicle testing
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Accuracy of tests
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1. Hire only citizens and aliens lawfully authorized to work in the United States. 2. Advise all new job applicants of your policy. 3. Require all new employees to complete and sign the verification form (the I-9 form) designated by the Immigration and Naturalization Service (INS) to certify that they are eligible for employment. 4. Examine documentation presented by all 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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Improving Productivity Through HRIS: Using Automated Applicant Tracking and Screening Systems (ATS)
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FIGURE 611 Checklist: What to Look For in an Applicant Tracking System (ATS)
The employer thinking of adopting an ATS should seek one that meets several minimum functionality requirements. Among other things, the ATS should be:
Easy to use. Capable of being integrated into the companys existing HRIS platform, so that, for instance, data on a newly hired candidate can flow seamlessly into the HRIS payroll system. Able to capture, track, and report applicant EEO data. Able to provide employee selection performance metrics reports, including time to fill, cost to hire, and applicant source statistics. Able to facilitate scheduling and tracking of candidate interviews, email communications, and completed forms, including job offers. Able to provide automated screening and ranking of candidates based upon job skill profiles. Able to provide an internal job posting service that supports applications from current employees and employee referral programs. Able to cross-post jobs to commercial job boards such as www.monster.com. Able to integrate the ATS job board with your companys own Web site; for instance, by linking it to your sites careers section. Able to provide for requisition creation and signoff approvals.
Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall 638
KEY TERMS
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
Copyright 2011 Pearson Education, Inc. publishing as Prentice Hall 639
All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.
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