1. 4-6 6-1 Employee Testing and Selection Human Resource Management 14 th Edition, Global Edition Gary Dessler Copyright © 2015 Pearson Education Ltd.

2. 4- 6-2 1.Answer the question: Why is it important to test and select employees? 2.Explain what is meant by reliability and validity. 3.List and briefly describe the basic categories of selection tests, with examples. Learning Objectives Copyright © 2015 Pearson Education Ltd.

3. 4- 6-3 4. Explain how to use two work simulations for selection. 5. Describe four ways to improve an employer’s background checking process. Learning Objectives Copyright © 2015 Pearson Education Ltd.

4. 4- 6-4 Answer the question: Why is it important to test and select employees? Copyright © 2015 Pearson Education Ltd.

5. 4- 6-5 Why Employee Selection Is Important Performance Cost Legal obligations Person and job/organization fit Copyright © 2015 Pearson Education Ltd.

6. 4- 6-6 Review Person-job fit Matching the knowledge, skills, abilities, and other competencies (KSACs) Employers Liability Act of 1969 Copyright © 2015 Pearson Education Ltd.

7. 4- 6-7 Explain what is meant by reliability and validity. Copyright © 2015 Pearson Education Ltd.

8. 4- 6-8 Basic Testing Concepts Reliability The consistency of scores obtained by the same person when retested with the identical tests or with alternate forms of the same test. Validity The accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill. Copyright © 2015 Pearson Education Ltd.

9. 4- 6-9 Basic Testing Concepts Reliability Validity o Criterion validity o Content validity o Construct validity Copyright © 2015 Pearson Education Ltd.

10. 4- 6-10 Basic Testing Concepts Criterion validity: A type of validity based on showing that scores on the test (predictors) are related to job performance. Content Validity: A test that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question. Construct validity: A test that is construct valid is one that demonstrates that a selection procedure measures a construct (an abstract idea such as morale or honesty) and that construct is important for successful job performance. Copyright © 2015 Pearson Education Ltd.

11. 4- 6-11 Evidence-BasedHR: How to Validate a Test Analyze Choose Administer Relate Cross-validate Copyright © 2015 Pearson Education Ltd.

12. 4- 6-12 Who scores the test? Bias Utility analysis Validity generalization Evidence-Based HR: Test Validation Issues Copyright © 2015 Pearson Education Ltd.

13. 4- Copyright © 2015 Pearson Education, Inc. 6-13 Reliability = consistency Validity = measuring what you intend to measure Review

14. 4- 6-14 Review Statistical analysis Use professionals Rights and security Privacy Tests at work Computerized, online testing Copyright © 2015 Pearson Education Ltd.

15. 4- 6-15 List and briefly describe the basic categories of selection tests, with examples. Copyright © 2015 Pearson Education Ltd.

16. 4- 6-16 Cognitive abilities o Intelligence tests o Specific cognitive abilities Motor & physical abilities Measuring personality Interest inventories Achievement tests Types of Tests Copyright © 2015 Pearson Education Ltd.

17. 4- 6-17 The “Big Five” Predicting performance Caveats What do personality tests measure? Copyright © 2015 Pearson Education Ltd.

18. 4- 6-18 Cognitive abilities o IQ o Specific mental abilities Motor skills Personality Interests Achievement “Big 5” Predicting Caveats o Interpretation o Legal issues o Disputing value Review Copyright © 2015 Pearson Education Ltd.

19. 4- 6-19 Explain how to use two work simulations for selection. Copyright © 2015 Pearson Education Ltd.

20. 4- 6-20 Work Samples and Simulations Basic procedure Situational judgment tests Management assessment centers Situational testing Copyright © 2015 Pearson Education Ltd.

21. 4- 6-21 IMPROVING PERFORMANCE: HR Practices Around the Globe 1100 BC the Chinese government was testing civil service candidates China uses assessment centers to select employees Private employers use personnel tests, in-basket tests, and leaderless group discussions Copyright © 2015 Pearson Education Ltd.

22. 4- 6-22 Work samples and simulations Computerized multimedia assessment Miniature job training and evaluation Realistic job previews Choosing a selection method Copyright © 2015 Pearson Education Ltd.

23. 4- 6-23 Review Situational judgment Assessment centers Situational testing Computers Miniature job training Realistic job previews Choose a selection method Copyright © 2015 Pearson Education Ltd.

24. 4- 6-24 Describe four ways to improve an employer’s background checking process. Copyright © 2015 Pearson Education Ltd.

25. 4- 6-25 Background Investigations Why perform checks? Effectiveness Legal dangers o Defamation (damaging the good reputation of someone) o Privacy How to check Copyright © 2015 Pearson Education Ltd.

26. 4- 6-26 IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs Make the Background Check More Valuable o Use a statement to authorize a background check o Compare the application to the résumé o Write open-ended questions Copyright © 2015 Pearson Education Ltd.

27. 4- 6-27 Background Investigations Applicants’ social postings Pre-employment information services The polygraph and honesty testing o Paper-and-Pencil Honesty Tests Graphology Copyright © 2015 Pearson Education Ltd.

28. 4- 6-28 IMPROVING PERFORMANCE: IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs Testing for Honesty o Question o Listen o Credit, employment and reference check o Test o Policies Copyright © 2015 Pearson Education Ltd.

29. 4- 6-29 “Human lie detectors” Physical exams Substance abuse screening o Some Practical Considerations Complying with immigration law o Proof of Eligibility Background Investigations Copyright © 2015 Pearson Education Ltd.

30. 4- 6-30 Why perform checks? Effectiveness Legal dangers How to check Social postings Information services Review Copyright © 2015 Pearson Education Ltd.

31. 4- 6-31 Honesty testing Graphology “Human lie detectors” Physicals/drugs Immigration HRIS Review Copyright © 2015 Pearson Education Ltd.

32. 4- 6-32 Improving Performance at The Hotel Paris 1.Provide a detailed example of a security guard work sample test. 2.Provide a detailed example of two personality test items you would suggest they use, and why you would suggest using them. Copyright © 2015 Pearson Education Ltd.

33. 4- 6-33 3.What other tests would you suggest to Lisa, and why would you suggest them? 4.How would you suggest Lisa try to confirm that it is indeed the testing and not some other change that accounts for the improved performance. Improving Performance at The Hotel Paris Copyright © 2015 Pearson Education Ltd.

34. 4- 6-34 Hotel Paris Strategy Chapter 6 Copyright © 2015 Pearson Education Ltd.

35. 4- 6-35 Copyright © 2015 Pearson Education Ltd.