Employee Testing and Selection

Chapter 7
Learning Objectives
Mengerti mengenai Reliability dan Validity.
Mengetahui tindakan dalam validating a test.
Menggambarkan testing guidelines.
Pertimbangan etika dan hukum dalam testing.
Daftar 8 tes yang dapat Anda gunakan untuk
seleksi karyawan, dan bagaimana
menggunakannya.
Poin penting untuk investigasi latar belakang.
Why Careful Selection is Important
Pentingnya selecting the right employees:
1. Performance, right skills will do better job.
2. Cost, Hiring people need cost and time.
3. Kewajiban Hukum, salah mengelola
perekrutan memiliki konsekuensi hukum.
Non-diskriminatif; Negligent hiring.
Tujuan utama: to achieve person-job fit. Right
for a job and organization.


UU Republik Indonesia No. 13
Tahun 2003 tentang Ketenagakerjaan
BAB III
KESEMPATAN DAN PERLAKUAN YANG SAMA
Pasal 5
Setiap tenaga kerja memiliki kesempatan yang
sama tanpa diskriminasi untuk memperoleh
pekerjaan.
Pasal 6
Setiap pekerja/buruh berhak memperoleh
perlakuan yang sama tanpa diskriminasi dari
Konsep Dasar Testing
Test is a sample of a persons behaviour. Using a
test assumes the tool is both reliable and valid.
1. Reliability, the consistency of scores obtained by the
same person when retested with the identical or
equivalent tests.
Are the test results stable over time?
2. 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.
Does the test actually measure what we need for it to
measure?

How do you interpret this picture?
The Rorschach Inkblot Test-
Projective test designed to
assess psychological disorders.
Tipe-tipe Test Validity
1. Criterion Validity, berdasarkan skor tes menentukan
performa kerja.
2. Content Validity, berdasarkan konten yang berisi
sample tugas dan keterampilan yang benar-benar
diperlukan.
3. Construct Validity, berdasarkan konstruksi prosedur
seleksi yang terukur dalam kesuksesan performa
kerja.

Methods of selection, legal issues and test info:
http://www.hr-guide.com/data/G371.htm




How to Validate a Test
Step 1: Analyze the job
Predictors: job specification (KSAOs)
Criterion: quantitative and qualitative measures of job
success
Step 2: Choose the tests
Test battery or single test?
Step 3: Administer the test
Concurrent validation
Current employees scores with current performance
Predictive validation
Later-measured performance with prior scores

How to Validate a Test (contd)
Step 4: Relate Test Scores and Criteria
Correlation analysis
Actual scores on the test with actual performance
Step 5: Cross-Validate and Revalidate
Repeat Step 3 and Step 4 with a different sample
of employees.

Expectancy Chart: Hasil Validasi Tes
Pedoman Program Tes
1. Use tests as supplements (predictor).
2. Validate the tests.
3. Monitor your testing/selection program.
4. Keep accurate records.
5. Use a certified psychologist.
6. Manage test conditions.
7. Revalidate periodically.

Pedoman lain
Bias, dalam tes hindari jawaban yang bias-
bisa dua jawaban dari orang yang berbeda.
Utility Analysis, cost untuk tes harus bisa
diukur untuk menghasilkan karyawan yang
memiliki performa tinggi- returnability.
Validity Generalization, menggunakan validasi
selecting tools dari perusahaan lain yang telah
berhasil.
Ethical and Legal
PERATURAN PRESIDEN REPUBLIK INDONESIA NOMOR 64
TAHUN 2011
TENTANG PEMERIKSAAN KESEHATAN DAN PSIKOLOGI CALON
TENAGA KERJA INDONESIA

UNDANG-UNDANG REPUBLIK INDONESIA NOMOR 11
TAHUN 2005
TENTANG PENGESAHAN INTERNASIONAL COVENANT ON
ECONOMIC, SOCIAL AND CULTURAL RIGHT (KOVENAN
INTERNASIONAL TENTANG HAK-HAK EKONOMI, SOSIAL DAN
BUDAYA)

UU Keselamatan Kerja (UUKK) No. 1 tahun 1970
Using Tests at Work
Major types of tests used by employers
Basic skills tests (45%)
Drug tests (47%)
Psychological tests (33%)
Use of testing
Less overall testing now but more testing is used as
specific job skills and work demands increase.
Screen out bad or dishonest employees
Reduce turnover by personality profiling
Source of tests
Test publishers

Sample Test
Computerized and Online Testing
Tes tanpa menggunakan kertas, efisiensi biaya.
PreVisor (www.previsor.com/) offers online
adaptive personality tests.