Definition of Selection: Collecting and evaluating information about an individual in order to extend an offer of employment.

This process is performed under legal and environmental constraints and addresses the future interests of the organization of the individual. Collecting and evaluating information 1) Applicants possess KSAs (knowledge, skills, and abilities) 2) Process can range from very simple (brief interview) to very complex (interviews, simulations other measures) 3) Selection and hiring are not synonymous Initial job and all internal movement 1) Initial job selection and internal movement decisions (e.g., promotions and transfers) are tasks that are conceptually similar Constraints and future interests 1) Economic and/or educational conditions can influence number of applicants 2) Federal laws, state laws, and administrative rulings restrict what information can be gathered and how it may be used (e.g. EEO laws) Selection and Strategic Human Resource Management Strategy and human resource planning: 1) Basic resources a) financial resources b) Physical resources c) Human resources Human resource planning 1) Demand for labornumber of employees in specific jobs/groups of jobs that is needed to meet strategic objective 2) Labor supply forecastnumber of individuals that the organization may have in each of the jobs identified if present HR programs are continued Strategic human resource management: selection practices must be congruent and aligned with strategy Strategic planning -> Strategic human resource planning -> selection Selection and other HRM programs 1) Selection is more closely related to recruitment, initial training, compensation, and job performance 2) Recruitment: Thos organizational activates that influence the # & types of ind who apply for a position -> & that also affect applicants decisions about whether or not to accept a job offer. Major sources of recruitment 1) Advertisement 2) Associations and unions 3) Colleges and secondary schools 4) Employee referral programs 5) Employment agencies 6) Walk-ins 7) Internet 8) Job posting 9) Review of employee files Developing a Selection Program: Critical issue is whether the organization can collect info from applicants that is closely related ro job performance & effectively use this info to identify the best applicants. Steps in the Development of a selection Program 1) Job analysis information 2) Identification of relevant job performance measures 3) Identification of worker characteristics (KSAs) 4) Development of assessment devices 5) Validation procedures a) Empirical (criterion) validation often employs correlation analysis to calculate correlation coefficients btw scores on selection instruments & on a job performance measures b) Content validation takes data produced by the judgments of workers & managers & uses them to determine the relationship btw the selection test & job performances 6) Use of assessment devices in processing applicants Constraints in Developing a Selection Program Limited information on applicants the greater the amount of accurate data obtained the higher the probability of making an accurate selection decision Measurement of jobs, individuals, and work performance - # must be accurate descriptions of the characteristics of the applicants, the job, or the job performance under study. Other factors affecting work performance 1) training programs for employees 2) appraisal and feedback methods 3) goal-setting procedures 4) financial compensation systems 5) work design strategies 6) supervisory methods 7) organizational structure 8) decision-making techniques 9) work schedules Selection research vs. selection practice: 1) Gap between what academic research shows & mgmt practice Evidence-based mgmt 1) Translating principles based on evidence into org practice Evidence-based mgmt: 1) Not universally practiced in organizations Selecting and staffing 1) Staffing broad concept that can refer to various HR programs & tech used to manage the empl of an organization. Staffing- 1) Recruitment 2) Selections 3) Raining 4) Work performance measurements 5) Succession planning 6) Job reassignment, 7) Termination 8) Compensation. Staffing is closer to HRM than it is to selection. Knowledge of selection is essential foundation of staffing Current Issues in Selection Broadly defined team-based jobs 1) Emphasize KSAs necessary for teamwork 2) Emphasize interpersonal skills and use of incumbent team members in the selection of new members 3) Describe jobs in terms of processes rather than specific job activities 4) Work analysis methods should allow for considerable flexibility as job incumbents and organization change The growth of small businesslarge organizations has been reducing the number of employees, while small businesses have been increasing their numbers.