HR 251 Mohammed Owais Qureshi Hashmi محمد عويس قرشي هاشمي

الوضع الصامت

Chapter Seven: Selecting Employees: 1- Outline the steps in the selection process. 2- Describe aptitude,psychomotor,job knowledge, proficiency, interest, and personality tests.

3- Describe structured and unstructured interviews. 4- Define validity. 5- Explain predictive validity. 6- Explain concurrent validity.

7- Describe content validity. 8- Discuss construct validity. 9- Define reliability.

The steps in the selection process are: 1- The Employment application( تطبيق ) form( شكل ). 2- Preliminary( تمهيدي ) Interview 3- Formal( رسمي ) Testing( اختبار ).

4- Second or Follow up( متابعة ) Interview. 5- Reference( مرجع ) Checking( فحص ). 6- Physical Examination. 7- Making( جعل ) the final( نهائي ) Selection Decision( القرار ).

Aptitude( أهلية ) Test: means of measuring( قياس ) a person’s capacity( قدرة ) or potential( محتمل ) ability( القدرة ) to learn and perform( نفذ ) a job. Psychomotor( نفسي ) Test: measure a person’s strength( قوة ), dexterity( براعة ), and coordination( تنسيق ). Job Knowledge Test: measure the job – related( متعلق ) knowledge possessed( امتلك ) by a job applicant.

Proficiency( إتقان ) test: measure how well the applicant can do a sample( عينة ) of work required in the position. Interest( مصلحة ) test: are designed( تصميم ) to determine( تحديد ) how a person’s interests compare with interests of successful people in a specific job. Personality( شخصية ) test: attempt to measure personality characteristics( مميز ).

Structured( منظم ) Interview: is conducted( أجرى ) using a predetermined( سلفا ) outline. Unstructured Interviews: are conducted without a predetermined checklist( المرجعية ) of questions.

Validity refers to how well a criterion predictor actually predicts the criteria of job success. صحةتعريف المعايير متنبئ في الواقع

Predicative Validity is established( أنشأ ) by identifying( تحديد ) a criterion predictor such as a test, administering the test to the entire pool of job applicants, and hiring( تأجير ) people to fill( شغل ) the available( متاح ) jobs without regard to their test scores. At later date, the test scores are correlated with the criteria of job success to see whether( سواء ) those people with high( ارتفاع ) test scores performed substantially than those with low( منخفض ) test scores. مسند

Concurrent( متزامن ) validity is established by identifying a predictor such as a test, administering the test to present employees, and correlating the test scores with the present employee's performances on the job.

Content( محتوى ) validity: refers to whether the content of a selection( اختيار ) procedure( إجراء ) or selection instrument( صك ), such as a test, is representative( ممثل ) of important aspects( الجوانب ) or performance on the job.

Construct( بناء ) validity: refers to the extent( مدى ) to which a selection procedure or instrument measures( قياس ) the degree to which job candidates have identifiable characteristics( مميز ) that have been determined( مصمم ) to be important for successful job performance. Job related constructs might include verbal ability, space visualization, and perceptual( الإدراك الحسي ) speed.

Reliability( الاعتمادية ): refers to the extent to which a criterion predictor produces( إنتاج ) consistent( متسق ) results( نتيجة ) if repeated( كرر ) measurements are made.

Question’s,,,

Reference: Byars, L. and Rue, L., “Human Resource Management”, 9 th, McGraw Hill, (2008).