1. Employee Testing and Selection 6 Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-1

2. Learning Objectives 1.Explain what is meant by reliability and validity. 2.Explain how you would go about validating a test. 3.Cite and illustrate our testing guidelines. 4.Give examples of some of the ethical and legal considerations in testing. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-2

3. Learning Objectives 5.List eight tests you could use for employee selection, and how you would use them. 6.Give two examples of work sample/simulation tests. 7.Give examples of some of the ethical and legal considerations in testing. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-3

4. Why Careful Selection is Important Performance Cost Legal obligations Person and job/organization fit Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-4

5. Explaining what is meant by reliability and validity Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-5

6. Basic Testing Concepts Reliability Validity o Criterion validity o Content validity o Construct validity Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-6

7. Review Reliability = consistency Validity = measuring what you intend to measure Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-7

8. How to go about validating a test Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-8

9. Evidence-Based HR: How to Validate a Test Analyze Choose Administer Relate Cross-validate Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-9

10. Review Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-10

11. Cite and illustrate our testing guidelines Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-11

12. Evidence-Based HR: Test Validation Issues Who scores the test? Bias Utility analysis Validity generalization Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-12

13. Review Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-13

14. Ethical and legal considerations in testing Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-14

15. Evidence-Based HR: Test Validation Other Issues Individual rights and test security Privacy issues Using tests at work Computerized and online testing Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-15

16. Review Rights and security Privacy Tests at work Computerized, online testing Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-16

17. Tests for employee selection, and how you would use them Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-17

18. Types of Tests Cognitive abilities o Intelligence tests o Specific cognitive abilities Motor & physical abilities Measuring personality Interest inventories Achievement tests Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-18

19. What do personality tests measure? The “Big Five” Predicting performance Caveats Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-19

20. Review Interests Achievement “Big 5” Predicting Caveats o Interpretation o Legal issues o Disputing value Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-20 Cognitive abilities o IQ o Specific mental abilities Motor skills Personality

21. Examples of work sample/simulation tests Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-21

22. Work samples and simulations Basic procedure Situational judgment tests Management assessment centers Situational testing Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-22

23. Work samples and simulations Computerized multimedia assessment Miniature job training and evaluation Realistic job previews Testing techniques for managers Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-23

24. Review Miniature job training Realistic job previews Managers and testing Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-24 Situational judgment Assessment centers Situational testing Computers

25. Examples of some of the ethical and legal considerations in testing Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-25

26. Background Investigations Why perform checks? Effectiveness Legal dangers o Defamation o Privacy How to check Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-26

27. Background Investigations Applicants’ social postings Pre-employment information services The polygraph and honesty testing Graphology Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-27

28. Background Investigations “Human lie detectors” Physical exams Substance abuse Complying with immigration law Improving productivity through HRIS Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-28

29. Review Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-29 Why perform checks? Effectiveness Legal dangers How to check Social postings Information services

30. Review Honesty testing Graphology “Human lie detectors” Physicals/drugs Immigration HRIS Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-30

31. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright © 2013 Pearson Education, Inc. Publishing as Prentice HallChapter 6-31