HUMAN RESOURCES SELECTION

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HUMAN RESOURCES SELECTION
The process of choosing from a group of
applicants those individuals best suited for a
particular position and an organization.
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SELECTION

• Selection involves
• assessment or measurement of job relevant
  individual differences,
• using these measures to infer how individuals are
  likely to behave on the job
• Making hire/no hire decisions based on these
  inferences

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What Do We Measure?

• Our predictors
• Knowledge
• Skills
• Abilities
• Cognitive
• Physical
• Personality
• Vocational Interests
• Life history

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Behavior on the Job

• Typical criteria
• Job performance
• Job satisfaction
• Turnover
• Organization Commitment

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Selection Process

• Measurement
• Ensuring that selection devices are reliable and
  valid
• Decision Making
• Combining information about a person to make a
  hiring decision
• Evaluation
• Making sure that hiring decisions increase the
  efficiency and profitability of the organization

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Important Statistical Methods

• Correlation Analysis is used to determine the
  degree of relationship between two variables
• Pearson Product Moment correlation coefficient
  (r) is a numerical index that indicates the
  direction and degree of linear relationship
  between two variables

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The Correlation Coefficient r

• The numerical value of r ranges from 1.0 to
  1.0
• The sign of the correlation indicates the
  direction of the relationship
• The magnitude of r indicates the strength of
  the relationship
• The numerical index is appropriate only for
  describing linear relationships

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Regression Analysis

• Regression analysis is used to model a linear
  relationship between a dependent variable and
  one or more independent variables (or predictors
  )
• Equation Y a bX

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Important concepts in Selection

• Reliability-- the extent to which a selection
  test provides consistent results
• Validity the extent to which a test measures
  what it purports to measure

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Measuring Reliability

• Test-Retest examines the consistency of a test
  over time
• Inter-rater examines consistency across raters
• Internal consistency- examines the extent to
  which all items on a test measure the same
  construct

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Measures of Validity

• Validity deals with issues of
• whether the test is an adequate measure of the
  characteristic it supposedly measures
• Whether inferences and actions based on test
  scores are appropriate

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Validity

• Content validity whether or not a test is
  representative of a constructs domain
• Construct validity whether or not a test
  measures the traits or abilities it is proposed
  to measure

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Criterion Validity

• Whether or not scores on a test are related to an
  important job related criterion
• Predictive administering a selection test and
  collecting criterion information later from the
  same applicants
• Concurrent Administering a selection test to
  current incumbents and obtaining criterion
  information at essentially the same time

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Concerns in criterion validation

• Range Restriction
• Sample
• Size
• How Representative
• Dynamic criterion
• Validity generalization through the use of
  meta-analysis

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Decision Making

• Additive models- test scores are are converted to
  a common metric sometimes weighted then summed
  the person with the highest score is hired
• Multiple cutoffs A non- compensatory model in
  which applicants are required to have minimum
  scores on each test
• Multiple Hurdle sequential decision making in
  which applicants pass through several selection
  stages with some individuals being rejected at
  each stage
• Profile Matching assumes that there is an ideal
  level of predictor variables that an applicant
  should have rather than a minimum that must be
  met or exceeded.

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Selection systems and minority groups

• Differential validity
• Differential prediction
• Adverse Impact

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Adjusting test scores of minority group members

• Bonus points
• Within-group norming
• Separate cutoffs
• Top down selection from separate lists
• Banding