Chap005人力资源全英教学

HumanResourceManagement:

GainingaCompetitiveAdvantageChapter5SelectionandPlacementCopyright©2010bytheMcGraw-HillCompanies,Inc.Allrightsreserved.McGraw-Hill/IrwinLearningObjectivesEstablishthebasicscientificpropertiesofpersonnelselectionmethods,includingreliability,validityandgeneralizability.Discusshowtheparticularcharacteristicsofajob,organization,orapplicantaffecttheutilityofanytest.Describethegovernment’sroleinpersonnelselectiondecisions,particularlyintheareasofconstitutionallaw,federallaws,executiveordersandjudicialprecedent.Listthecommonmethodsusedinselectinghumanresources.Describethedegreetowhicheachofthecommonmethodsusedinselectinghumanresourcesmeetsthedemandsofreliability,validity,generalizability,utilityandlegality.6-2SelectionMethodStandards

forEvaluationPurposesReliabilityValidityGeneralizabilityUtilityLegality6-3Reliability(可靠性）Reliabilityisthedegreetowhichameasureofphysicalorcognitiveabilities,ortraits,isfreefromrandomerror. Thecorrelationcoefficient（相关系数）

isameasureofthedegreetowhichtwosetsofnumbersarerelated.Aperfectpositiverelationshipequals+1.0Aperfectnegativerelationshipequals-1.0Test-retestreliability-knowinghowscoresonthemeasureatonetimerelatetoscoresonthesamemeasureatanothertime.6-4ReliabilityReliabilityisanecessarybutinsufficientconditionforvalidity.Validity（有效性）Validityistheextenttowhichaperformancemeasureassessesalltherelevant—andonlytherelevant—aspectsofjobperformance.Criterion-relatedvalidationisamethodofestablishingthevalidityofapersonnelselectionmethodbyshowingasubstantialcorrelationbetweentestscoresandjob-performancescores.Thetypesinclude:PredictivevalidationConcurrentvalidation6-6Generalizability（通用性）Generalizability

isthedegreetowhichthevalidityofaselectionmethodestablishedinonecontextextendstoothercontexts.3Contextsinclude:differentsituations(jobsororganizations)differentsamplesofpeopledifferenttimeperiods6-9ValidityGeneralizationStep1.Evidencefrompreviouscriterion-relatedstudiesStep2.EvidencefromjobanalysisaboutsimilaritybetweenjobsStep3.ThetestsaresimilarUtility（有用性）Utilityisthedegreetowhichinformationprovidedbyselectionmethodsenhancestheeffectivenessofselectingpersonnel.-Utilityisimpactedbyreliability,validity andgeneralizability.-Otherfactorsincludethevalueoftheproductorserviceproducedbythejobincumbentsandthecostofthetest6-11Legality（合法性）Allselectionmethodsmustconformtoexistinglawsandlegalprecedents.Threeactshaveformedthebasisforamajorityofthesuitsfiledbyjobapplicants:CivilRightsActof1964and1991AgeDiscriminationinEmploymentActof1967AmericanswithDisabilitiesActof19916-12CivilRightsActof1991Protectsindividualsfromdiscriminationbasedonrace,color,sex,religionandnationalorigin.Differsfromthe1964actinthreeareas:Establishesemployers'explicitobligation toestablishneutral-appearingselectionmethod.Allowsajurytodecidepunitivedamages.Explicitlyprohibitsthegrantingpreferentialtreatmenttominoritygroups.6-13AgeDiscriminationinEmploymentAct

of1967Coversoverage40individuals.Noprotectionforyoungerworkers.Outlawsalmostall“mandatoryretirement”programs.6-14AmericanswithDisabilitiesActProtectsindividualswithphysicalormentaldisabilities(orwithahistoryofthesame).Reasonableaccommodationsarerequiredbytheorganizationtoallowthedisabledtoperformessentialfunctionsofthejob.Anemployerneednotmakeaccommodationsthatcauseunduehardship.Restrictionsonpre-employmentinquiries. 6-15ExecutiveOrdersExecutiveOrder11246parallelstheCivilRightsActof1964andgoesbeyondby:requiringaffirmativeactiontohirequalified protectedgroupapplicantsandallowingthegovernmenttosuspendallbusiness withacontractorduringaninvestigation.TheOfficeofFederalContractComplianceandProcedures(OFCCP)issuesguidelinesandhelpscompaniescomply.6-16员工招聘中的法律问题《中华人民共和国劳动法》第18条规定，采取欺诈、威胁等手段订立的劳动合同无效。《劳动法》第99条规定，用人单位招用尚未解除劳动合同的劳动者，对原用人单位造成经济损失的，该用人单位应当依法承担连带赔偿责任。中华人民共和国教育法中华人民共和国教师法

TypesofSelectionMethodsHonestyTestsandDrugTestsWorkSamplesPersonalityInventoriesCognitiveAbilityTestsPhysicalAbilityTestsReferencesandBiographicalDataInterviewsJOBSHR6-18InterviewsSelectioninterviews-adialogueinitiatedbyoneormorepersonstogatherinformationandevaluatetheanapplicant’squalificationsforemployment.Toincreaseaninterview’sutility:Interviewsshouldbestructured,standardized,andfocusedongoalsorientedtoskillsandobservablebehaviors.Interviewersshouldbeabletoquantitativelyrateeachinterview,outofasmallnumberofdimensionsthatareobservable.Interviewersshouldhaveastructurednote-takingsystemthatwillaidrecalltosatisfyingratings.Avoidratingabilitiesthatmaybebettermeasuredbytests6-19InterviewsWhatcanundermineaninterview’susefulness?FirstimpressionMisunderstandingthejobCandidate-Order(Contrast)ErrorandPressuretoHireNon-verbalBehaviorandImpressionManagementEffectofPersonalCharacteristics:Attractiveness,Gender,RaceSuggestedSupplementaryQuestionsforInterviewingApplicants1.Howdidyouchoosethislineofwork?2.Whatdidyouenjoymostaboutyourlastjob?3.Whatdidyoulikeleastaboutyourlastjob?4.Whathasbeenyourgreatestfrustrationordisappointmentonyourpresentjob?Why?5.Whataresomeoftheplusesandminusesofyourlastjob?SuggestedSupplementaryQuestionsforInterviewingApplicants6.Whatwerethecircumstancessurroundingyourleavingyourlastjob?7.Didyougivenotice?8.Whyshouldwebehiringyou?9.Whatdoyouexpectfromthisemployer?10.Whatarethreethingsyouwillnotdoinyournextjob?SuggestedSupplementaryQuestionsforInterviewingApplicants11.Whatwouldyourlastsupervisorsayyouthreeweaknessesare?12.Whatareyourmajorstrengths?13.Howcanyoursupervisorbesthelpyouobtainyourgoals?14.Howdidyoursupervisorrateyourjobperformance?15.Inwhatwayswouldyouchangeyourlastsupervisor?SuggestedSupplementaryQuestionsforInterviewingApplicants16.Whatareyourcareergoalsduringthenext1-3years?5-10years?17.Howwillworkingforthiscompanyhelpyoureachthosegoals?18.Whatdidyoudothelasttimeyoureceivedinstructionswithwhichyoudisagreed?19.Whataresomeofthethingsaboutwhichyouandyoursupervisordisagreed?Whatdidyoudo?20.Whichdoyouprefer,workingaloneorworkingwithgroups?SuggestedSupplementaryQuestionsforInterviewingApplicants21.Whatmotivatedyoutodobetteratyourlastjob?22.Doyouconsideryourprogressonthatjobrepresentativeofyourability?Why?23.Doyouhaveanyquestionsaboutthedutiesofthejobforwhichyouhaveapplied?24.Canyouperformtheessentialfunctionsofthejobforwhichyouhaveapplied?SituationalInterviewAsituationalinterview情景面试confrontsapplicantsonspecificissues,questions orproblemslikelytoariseonthejob.Situationalinterviewsconsistof:experience-basedquestionsfuture-orientedquestions.6-26SomeothertypesofinterviewsUnstructuredsequentialinterview非结构化顺序面试Structuredsequentialinterview结构化顺序面试Panelinterview小组面试Massinterview集体面试Stressinterview压力面试Behavioralinterview行为面试OtherSelectionMethodsAnindividualshouldmanagetheirdigitalidentitythesamewaytheymanagetheirrésumé.References,biographicaldata,andapplicationsgatherbackgroundinformationoncandidates.Physicalabilitytestsarerelevantforpredictingjobperformance,occupationalinjuriesanddisabilities.Physicalabilitytestsinclude:musculartension,power,andendurancecardiovascularenduranceflexibilitybalancecoordination6-28OtherSelectionMethodsAcognitiveabilitytest认知能力测试differentiatesindividualsbasedontheirmentalratherthanphysicalcapacities. Commonlyassessedabilities:verbalcomprehensionquantitativeabilityreasoningabilityPersonalityinventoriescategorizeindividuals bytheirpersonalitycharacteristics.Worksamplessimulateajobinminiaturizedform.6-29CognitiveAbilityTests3DimensionsCognitiveAbilityTests:VerbalComprehensionQuantitativeAbilityReasoningAbilityVerbalComprehension-aperson’scapacitytounderstandandusewrittenandspokenlanguage.QuantitativeAbility-thespeedandaccuracywithwhichonecansolvearithmeticproblems.ReasoningAbility-aperson’scapacitytoinventsolutionstodiverseproblems.6-30

PersonalityInventories

Agreeableness一致性Extroversion外向性InquisitivenessAdjustmentConscientiousness6-31

EmotionalIntelligence

EmpathySelf-awarenessSelf-regulationSelf-motivationSocialSkills6-32WorkSampleTestsWork-sampletestsattempttosimulatethejobinapre-hiringcontexttoobservehowtheapplicantperformsinthesimulatedjob.AssessmentCenter-aprocessinwhichmultipleratersevaluateemployees’performanceonanumberofexercises.Thein-basketLeaderlessgroupdiscussionManagementgamesIndividualpresentationsObjectivetestTheinterview6-33HonestyTestsPolygraph(测谎）Actof1988bannedtheuseofpolygraphtestsforprivatecompaniesexceptpharmaceuticalandsecurityguardsuppliers.Paper-and-pencilhonestytestingattemptstoassessthelikelihoodthatemployeeswillsteal.Sincethesetestsarenew,thereislittleevidenceontheireffectiveness.6-34DrugTestsDrug-useteststendtobereliableandvalid.Majorcontroversiesofdrugtestsi