unit 2

One of the major responsibilities of the HRM function is ensuring the organization has the employees it needs at any given time. Although this sounds straightforward, it is an incredibly complicated and difficult process because: (4)

Selection system development steps 6

Validation of assessment devices 3

evaluates whether the test's items adequately cover all aspects of the intended theoretical domain or subject matter

assesses whether the test accurately measures an unobservable, abstract psychological or physical trait (the "construct") like intelligence, anxiety, or job satisfaction

shows how well test scores predict a specific outcome or correlate with an established "gold standard" external measure

Selection goals 3

they try to identify who the “best” future performers will be and then they hire only those persons who are expected to do well. Wisdom in selection decisions depends greatly on knowing the characteristics that are truly important in an anticipated role and on not being distracted by irrelevant characteristics” - Guion and Highhouse

People have abilities and other traits, many of which are relatively stable in adulthood. People differ in terms of how much of these traits they possess and when performance is dependent on a given trait, more of that trait leads to higher performance. Relative differences in abilities remain fairly stable even after training and/or experience

Traits and abilities can be measured and what is necessary for high performance vary across jobs. So HR selection distilled its most basic elements 3

Once we have conducted a thorough job analysis for the position(s) in question, and once we have written the job description and job specification, we should know the knowledge, skills, and abilities that are necessary for someone to perform the job effectively. However, before we can hire new employees, we must more precisely define what we mean by “effectively”

Virtually all jobs in organizations involve multiple facets of performance. Success a job can rarely be described by just one dimension of performance.

The multi-dimensional aspect of performance complicates our efforts to hire people because

Any information that we collect and use during the hiring process, they all myst be psychometrically sound and useful and subject to discrimination laws.
Application blanks
Screening interviews
Written abilities test
Physical tests

All selection tests must pass what?:

consistency of measurements

Common selection methods 4

All candidates are asked the same pre-defined, job-analysis-based questions in a fixed order.

Free-flowing, conversational interviews where questions vary per candidate and no standardized administration or scoring is used.

A structured format that uses hypothetical, future-oriented scenarios to assess how a candidate intends to act in a given situation

Developing assessment techniques for selection 4

score consistency

score accuracy

detecting appropriate differences/is the degree of precision of measurement associated with my selection test. Precision and accuracy are related concepts but they ARE different.

sensitivity (precision) is a matter of finding the:

does it measure what we need to measure/is whether the selection test has the capability to provide us with the information that we are seeking.

do users think it is good?/is whether relevant constituents ‘buy into’ a given selection test, whether people see the selection test as sensible.

How to see if the selection system makes money through

is whether relevant constituents ‘buy into’ a given selection test, whether people see the selection test as sensible.

is defined as “an improvement in my ability to predict a
relevant outcome”.

Statistical utility is a function of three things including selection ratios, base rates, and validity. 3

is an assessment of costs versus benefits.
• A selection system has organizational utility if it saves us more than it costs us.
• Even if a system is accurate, it makes no sense to use it if it ends up costing us more than it saves us.

To make proficient with specialized instruction and practice

To grow by degrees into a more advanced or mature state

Goals of training and development: 4

the heart of training

Things to consider to help people learn (Principles of Adult Human Learning)
4

Organzational training is severely constrained by:

What forms the basis for the design and implementation of any effective organizational training program:

not all persons can learn all things, especially not in a cost-effective amount of time. Trainees for any given program should therefore, be carefully selected

material needs to be logically ordered so new learning builds upon prior learning and reasonable size modules must be defined along with continued practice and feedback.

refers to a point at which something has been rehearsed so many times, that its execution becomes second nature to us. Overlearning is a desired state of practice, even though the term sounds like it might be a negative.

acquisition which takes place without active mnemonic participation, as seen in drill and rote learning

education which happens in the course of the active functional performance of a job or intellectual procedure. Commonly referred to as action learning

Without proper motivation, little systematic learning will occur, especially with human students (after all, our dogs learn using much the same process)

What will motivate someone to want to learn?3

Nothing is more reinforcing than success – early training success builds motivation

Each time that a person is rewarded for engaging in a behavior, the likelihood that he/she will exhibit that same behavior in the future has increased.

: Increasing the Likelihood of a Behavior

receiving a desired consequence for having engaged in a behavior

avoiding an undesired consequence for having engaged in a behavior

Decrease the likelihood of a behavior: 2

the application of an undesired consequence each time the undesired behavior occurs

removal of all desired onsequences associated with an undesired behavior

Applying the Learning to the “Real” Job

I apply what I learned to my job and performance increases

Facilitating positive transfer: 3

the extent to which the physical and psychological aspects of the job are accurately captured by the training

I apply what I learned to my job and performance decreases

I apply what I learned to my job and performance is unaffected

Measures of Training Effectiveness 4

Training Evaluation questions 5

Training evaluation minimum key elements

realities of organizations frequently make this design impractical

a powerful quasi-experimental study method used to evaluate the causal impact of an intervention, policy, or event when a randomized controlled trial is not possible

ommonly known as a basic Interrupted Time Series (ITS) design—evaluates the impact of an intervention by tracking a single population repeatedly over time before and after a specific event or treatment

________ justice refers to perceptions about fairness in the processes used to determine outcomes.

Most frequently field complaint at the EEOC:

According to Exhibit 3.6 in the text, ______ is the religious group that is perceived to experience the most discrimination? :

putting special restrictions on one protected group

s an agency within the U.S. Department of Labor that enforces equal opportunity and non-discrimination mandates for federal contractors and subcontractors

OFCCP is responsible for:

Which of the following statements about the relationship between federal and state laws is true?:
states cannot pass a law until the comparable federal law already exists
all of the above statements are true
federal laws are always more lenient than state laws
state laws cannot contradict federal laws; they must be consistent

protects both applicants and employees over the age of 40

refers to structured, non-litigious methods used to resolve workplace conflicts, grievances, or discrimination complaints outside of formal legal channels or courtrooms

A neutral third party helps conflicting employees or teams talk through issues to reach a voluntary, mutual agreement.

A neutral arbitrator reviews the facts and makes a binding or non-binding decision to settle the dispute.

Which of the following are true regarding mediation and arbitration?
A mediator typically renders binding judgments
Mediation is considered a more formal process than arbitration
Mediation is the most popular form of ADR
Arbitration is guided and controlled by the same processes as criminal court trials

describes the skills, knowledge, abilities, values, interests and personalities of successful employees

All of the following are common ways to collect job analytic information EXCEPT:
questionnaires
observation by experts
the results of work sample tests that were administered to applicants during the prior year
group interviews of current employees

spells out essential and desirable competencies

General leadership, achievement striving, sensitivity to others, and adherence to a work ethic are characteristics measured by:

is an HR and job analysis tool designed to identify and measure 12 distinct personality traits required for effective job performance. These 12 traits map directly to the Big Five personality dimensions

Big Five personality dimensions

Measured through general leadership, interest in negotiation, and achievement striving.

Measured through friendly disposition, sensitivity to the interests of others, and cooperative or collaborative work tendency.

Measured through general trustworthiness, adherence to a work ethic, and thoroughness and attentiveness to details.

Evaluated as a single major trait.

to Experience: Measured through desire to generate ideas and tendency to think things through.