Staffing

1
Staffing Strategy

• Effectively done, staffing has an impact on the
  bottom line (ineffectively done, also impacts)
• Financial investment in people should pay off
• Litigation avoidance
• Achievement of organizational goals

2
Reliability Defined

• The degree to which the technique produces
  consistent results

3
Sources of Error in Reliability Estimates

• Person taking test
• Person giving the test
• Person scoring test
• Test taking conditions

4
Ways to Estimate Reliability

• Test-re-test
• Parallel or equivalent forms
• Internal consistency

5
The Correlation Coefficient

• A statistical technique that measure the extent
  to which scores from two variables are related to
  each other. It ranges from -1.0 to 1.0.
• A positive correlation As scores on one
  variable go up so do scores on the other one. Ex.
  Height and Weight
• A negative correlation As scores on one variable
  go up scores on the other one go down. Ex. Age
  and Speed

6
Defining Validity

• Validity Extent to which a test is actually
  measuring what it claims to measure

7
Types of Validity

• Criterion-related Concurrent
• Criterion-related Predictive
• Content
• Construct

8
Types of Applicant Information

• Abilities, skills, knowledge
• Personality, interests preferences
• Other characteristics

9
Overview of Selection Tools

• Abilities, skills, knowledge
• Cognitive tests, Psychomotor tests, Work
  simulations
• Personality, interests, preferences
• Personality tests, Interest preference
  inventories, Handwriting analysis, Polygraph
  tests
• Other characteristics
• Drug screening, fitness to work, reference
  checks, application blanks

10
Application Blanks and Biographical Data

• Application blanks are used to eliminate
  applicants who do not have basic qualifications
  for the job.
• Biographical data questions inquire about work
  attitudes, self perceptions, academic
  achievement, and activities outside of work

11
Reference Checks

• To verify information given by job applicants
• To serve as a predictor for future job success
• To uncover background information

12
COGNITIVE ABILITY
General intelligence -- ability to think
analytically, reason, problem solve Verbal Numeric
al General knowledge Reasoning ability Spatial
ability
13
Special Ability Tests
Mechanical Ability Clerical Ability Physical
Ability Motor skills manual dexterity, eye-hand
coordination, reaction time Fitness strength,
stamina
14
Backwards Forwards

• Summing up Today we examined reliability and
  validity of selection techniques. Various ways
  of estimating reliability and validity were
  discussed. We then began a discussion of various
  types of selection devices
• Looking aheadNext time we continue to review
  various selection techniques and conclude this
  unit on staffing and selection and consider the
  utility of interviews to the organization. We
  conclude with a look at come current issues
  regarding testing.