哈佛商学院MBA 授课讲义 Chap006.ppt

1、,学习方式：全国招生 函授学习 权威双证 国际互认 认证项目：注册高级职业经理、人力资源总监、营销经理、财务总监、酒店经理、企业培训师、品质经理、生产经理、营销策划师等高级资格认证。 颁发双证：通用高级职业经理资格证书（全国通用钢印证书）MBA高等教育研修结业证书（随证书附全套学籍档案与高等教育人才推荐函） 收费标准 ：仅收取1280元 网址： 报名电话：045188723232 咨询教师:王海涛老师 地址：哈尔滨市道外区南马路120号职工大学109室美华教育。 近千本MBA职业经理教程免费下载 -请速登陆：,国际认证 权威认证,全国迷你型MBA职业经理双证班,Selection and Pl

2、acement,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 governments role in personnel selectio

3、n decisions.,Chapter,6,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Selection and Placement,List the common methods used in selecting human resources. Describe the degree to which each of the common methods used in selecting human resources meets the demands of reliab

4、ility, validity, generalizability, utility, and legality.,6,Chapter,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Selection Method Standards for Evaluation Purposes,Reliability Validity Generalizability Utility Legality,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies

5、, Inc. All rights reserved.,学习方式：全国招生 函授学习 权威双证 国际互认 认证项目：注册高级职业经理、人力资源总监、营销经理、财务总监、酒店经理、企业培训师、品质经理、生产经理、营销策划师等高级资格认证。 颁发双证：通用高级职业经理资格证书（全国通用钢印证书）MBA高等教育研修结业证书（随证书附全套学籍档案与高等教育人才推荐函） 收费标准 ：仅收取1280元 网址： 报名电话：045188723232 咨询教师:王海涛老师 地址：哈尔滨市道外区南马路120号职工大学109室美华教育。 近千本MBA职业经理教程免费下载 -请速登陆：,国际认证 权威认证,全国迷你型

6、MBA职业经理双证班,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 +1.0 A perfect negativ

7、e relationship equals - 1.0 Knowing how scores on the measure at one time relate to scores on the same measure at another time refers to test-retest reliability.,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Validity,Validity is the extent to which performance on the m

8、easure is associated with performance on the job. Criterion-related validation is demonstrated by a correlation coefficient that indicates a significant relationship between scores on the selection measure and job performance scores. The types include: Predictive validation Concurrent validation Con

9、tent validation,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Criterion-Related Validity,PredictiveConcurrent,TIMETIME,Test Applicants,Measure Performance of those Hired,Measure their Performance,Test Existing Employees,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies

10、, Inc. All rights reserved.,Content Validation,Content validation is performed by demonstrating that the items, questions, or problems posed by the test are a representative sample of the kinds of situations or problems that occur on the job. Best for small samples Content validity is achieved prima

11、rily through a process of expert judgement.,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Generalizability,Generalizability is the degree to which the validity of a selection method established in one context extends to other contexts such as different situations, diff

12、erent samples of people, and different time periods. Three contexts include: different situations different samples of people different time periods,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Utility,Utility is the degree to which the information provided by selecti

13、on techniques enhances the effectiveness of selecting personnel in organizations. It is impacted by reliability, validity, and generalizability.,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Legality,All selection methods must conform to existing laws and legal precede

14、nts. Three acts have formed the basis for a majority of the suits filed by job applicants: Civil Rights Act of 1964 and 1991 Age Discrimination in Employment Act of 1967 Americans with Disabilities Act of 1991,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Civil Rights

15、Act of 1991,This act protects individuals from discrimination based on race, color, sex, religion, and national origin. The 1991 act differs from the 1964 act in three different areas: It establishes employers explicit obligation to establish neutral selection methods. Allows a jury to decide puniti

16、ve damages. It explicitly prevents the use of race norming as a means of giving preferential treatment to protected groups.,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Age Discrimination in Employment Act,Covers individuals who are between the ages of 40 and 69. Liti

17、gation related to this act has surged because of the general aging of the work force and downsizing. There is no protection for younger workers.,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Americans with Disabilities Act,Protects individuals with physical or mental d

18、isabilities. Reasonable accommodations are required by the organization to allow the disabled to perform essential functions of the job. An employer need not make accommodations that cause undue hardship. Restrictions on preemployment inquiries.,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc

19、. All rights reserved.,Executive Orders,Executive Order 11246 parallels the Civil Rights Act of 1964 but goes beyond it by: requiring affirmative action to hire qualified protected group applicants, and allowing the government to suspend all business with a contractor while an investigation is going

20、 on. The Office of Federal Contract Compliance (OFCC) issues guidelines and monitors compliance.,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Types of Selection Methods,Honesty Tests and Drug Tests,Work Samples,Personality Inventories,Cognitive Ability Tests,Physical

21、Ability Tests,References and Biographical Data,Interviews,JOBS,HR,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Interviews,Selection interviews are defined as a dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applic

22、ant for employment. The utility of an interview can be increased by the following suggestions: Interviews should be structured, standardized, and focused on goals oriented to skills and behaviors that are observable. Ask questions that force the applicant to display job-required behaviors or knowled

23、ge. Use multiple, trained interviewers who can avoid personal bias.,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Situational Interview,A situational interview confronts applicants on specific issues, questions, or problems that are likely to arise on the job. These in

24、terviews consist of: experience-based questions future-oriented questions,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Other Selection Methods,References and Biographical data gather background information on candidates. Physical ability tests are relevant for predict

25、ing not only job performance but occupational injuries and disabilities. Types of physical ability tests include: muscular tension, power, and endurance cardiovascular endurance flexibility balance coordination,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Other Select

26、ion Methods,A cognitive ability test differentiates candidates on mental ability. Abilities most commonly assessed are: verbal comprehension quantitative ability reasoning ability Personality inventories categorize individuals by their personality characteristics. Work samples simulate the job in miniaturized form.,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Honesty Tests,The Polygraph Act of 1988 banned the use of polygraph tests for private companies ex