人力資源管理英文PPT05

Chapter5EmployeeTestingandSelectionWhatYouShouldBe

AbletoDoDescribetestvalidity效度

andtestreliability信度ExplainhowyouwouldgoaboutvalidatingatestListeighttestsyoucoulduseforemployeeselection,andhowyouwouldusethemExplainwhatanassessmentcenterisEmployeeTestingandSelection

Employeetestingandselectionistheuseofvarioustoolsandtechniquestoselectthebestcandidatesforthejob.Thesetoolscovertheselectionprocess,basictestingtechniques,backgroundandreferencechecks,typesoftests,andworksamplesandsimulations.DefinitionTestingConcepts

Testvalidity效度

checkswhetherornotatestmeasureswhatitissupposedtomeasureCriterion效標(biāo)效度（測試成績好，工作表現(xiàn)也好）

Content

內(nèi)容效度（工作樣本，與實(shí)際工作環(huán)境相似）BothtestvalidityTestreliability信度

=atest’sconsistencyoraccuracy（retestestimate復(fù)測評(píng)估，不同時(shí)間點(diǎn)測試;equivalentformestimate復(fù)本評(píng)估，不同專家給出的測試)ValidityandreliabilityaidineffectiveapplicantselectionTestValidityAtypingtestcorrespondstoanon-the-jobbehaviorThematicapperceptiontestasksapersontointerpretapicture(likethatshownbelow)TestReliability信度Doesthesametestgiventothesamepersonresultinthesametestoutcome?Reliabilityreferstotheconsistencyofscoresobtainedbythesamepersonwhenretestedwiththeidenticalorequivalenttests.HowtoValidateaTestAnalyzejob&writedescription1Choosethetests2Administer實(shí)施

tests3

Relatescores&criteria4Cross-validate交叉驗(yàn)證&revalidate重復(fù)驗(yàn)證51.AnalyzeJob&

WriteJobDescriptionDetermineandspecifypredictors預(yù)測因子

orrequirementsnecessaryforsuccessfulperformanceDefinewhatyoumeanbysuccessonthejob(在工作中取得成功，是產(chǎn)品質(zhì)量、數(shù)量、還是出勤率）Writethejobdescriptionandjobspecification2.ChoosetheTests

Chooseteststhatmeasureattributesneededforsuccessandcombineintoatestbattery

thatmeasuresanarrayofpossiblepredictors預(yù)測因子

suchasaggressiveness,extroversionandnumericalabilityChoosethe

TestsPsychologicalIntellectualTechnicalAptitude智力InterestinventoriesReliabilityinventoriesClericalskillstest文書技能TelemarketingabilitytestsServiceabilitytestsManagementaptitudetestTeamskillstestSalesabilitytestAvailabletestsinclude:VisitAppliedAssessments3.GivetheTestsConcurrentvalidation同時(shí)驗(yàn)證GiveteststoemployeesComparescoreswithcurrentperformancePredictivevalidation預(yù)測有效化TestapplicantbeforehiringUsealternateselectiontechniquetohireComparerealperformancewithtestresults–determinessuitabilityoftestTwoformats4.RelateTestScoresandCriteria分析測試分?jǐn)?shù)與效標(biāo)的關(guān)系Doesastatisticalrelationshipexistbetweenthetestscoresandjobperformance?4.RelateTestScoresandCriteriaDoesastatisticalrelationshipexistbetweenthetestscoresandjobperformance?5.Cross-validateandRevalidateTocross-validate,performSteps3and4onanewsampleofemployeesAnexpertshouldrevalidatethetestperiodicallyTestTakersIndividualRightsConfidentialityExpectthatonlyqualifiedpeoplewillinterpretandhaveaccesstotestresultsExpectthetestisfairtoall–noonehasanswersinadvancePerceivedFairnesstoTestTakersFollowgoodtestpractices–aquiet,monitoredtestroomThe“obviousness”ofthelinebetweentheselectionprocedureandthejobGraphologyHonesty&PersonalityWrittenAbilityBiographicalInformationInterviews&WorkSampleUnfair

Neutral

Favorable

FairTypesofTestsCognitive認(rèn)知能力測試IntelligencequotientSpecificcognitiveabilitiesoraptitudeSmoothestride?A,B,orC?Whichshapehasthegreatestarea?Motorandphysicalability運(yùn)動(dòng)和身體能量測試Dexterity靈活性TypesofTestsPersonalityandinterestsInterestinventoriesAchievementWhatis‘tolerance’?性格測試1高價(jià)奢華的項(xiàng)鏈2粗條的金項(xiàng)鏈3簡單樸素的項(xiàng)鏈4心型的項(xiàng)鏈5好幾條疊在一起的項(xiàng)鏈性格測試1自尊心強(qiáng)2對金錢和物質(zhì)的欲望強(qiáng)。3自信4比較不善于表達(dá)自己，是文靜型的人。5酷愛表現(xiàn)自己，同時(shí)始終認(rèn)為周圍的人不想了解自己的魁力。WorkSamplingforEmployeeSelectionWorksamplesmeasureactualon-the-jobtasksWorksamplingtechniquemeasurehowoneperformssomeofthejob’sbasictasksManagementAssessmentCenters（leadership)

Amanagementassessmentcenter

isatwotothree-daysimulationinwhich10to12candidatesperformrealisticmanagementtasks(likemakingpresentations)undertheobservationofexpertswhoappraiseeachcandidate’sleadershippotentialDefinitionTypicalMACExercisesTheIn-basketLeaderlessgroupdiscussionManagementgamesObjectivetestsTheinterview

IndividualpresentationsVideoBasedSituationalTestsPresentscandidatewithseveralscenarios:Maybenotbutthishashappenedbefore.ButIdidn’tworklatelastnight.Lookatthisplace,that’swhy!Itakeadayoffandcomebacktofindthismess.Well,I’mgladyou’rehere.Oh?Whyisthat?VideoBasedSituationalTestsIfyouwerethisassociatewhatwouldyoudo?Lettheotherassociatesresponsibleforthemessknowthatyouhadtotaketheheat.b.Straightenupthedepartment,andtrytoreasonwiththemanagerlater.c.Suggesttothemanagerthathetalktotheotherassociateswhomadethemess.d.Takeitupwiththemanager’sboss.e.Quit!OtherSelection

TechniquesBackgroundinvestigationsareeffectivebecausetheyverifyfactualinformationandmayuncovercriminalrecordsReferencecheckingisharderHonestyTestingThepolygraphcannolongerbeusedroutinelyPaperandpencilhonestytestsarewidelyusedtofindpersonalityflawsR