Beruflich Dokumente
Kultur Dokumente
Management
TWELFTH EDITION
GARY DESSLER
BIJU VARKKEY
Part 2 | Recruitment and Placement
Chapter 6
Organizational
Performance
Costs of
Recruiting and
Hiring
Legal
Obligations and
Liability
62
Validity
Indicates whether a test is measuring what it is
supposed to be measuring.
Does the test actually measure what it is intended to
measure?
63
Types of Validity
Test
Validity
Criterion
Validity
Content
Validity
Face
Validity
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e
64
65
TABLE 61
66
FIGURE 64
Sample Test
68
Types of Tests
Specialized work sample tests
Numerical ability tests
Reading comprehension tests
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e
69
Types of Tests
What Tests
Measure
Cognitive
(Mental)
Abilities
Motor and
Physical
Abilities
Personality
and
Interests
Achievement
610
FIGURE 65
611
Conscientiousness
Agreeableness
Emotional Stability/
Neuroticism
Openness to
Experience
612
Work
Samples
Management
Assessment
Centers
Video-Based
Situational
Testing
Miniature
Job Training
and
Evaluation
613
TABLE 62
Assessment Method
Validity
Adverse Impact
Costs
(Develop/
Administer)
High
Low/low
Somewhat favorable
High
Low/low
More favorable
Personality tests
Low to
moderate
Low
Low/low
Less favorable
Biographical data
inventories
Moderate
High/low
Less favorable
Integrity tests
Moderate
to high
Low
Low/low
Less favorable
Structured interviews
High
Low
High/high
More favorable
Moderate
to high
High/high
More favorable
Moderate
High/low
More favorable
Work samples
High
Low
High/high
More favorable
Assessment centers
Moderate
to high
High/high
More favorable
Moderate
to high
High/high
More favorable
Applicant Reactions
Note: There was limited research evidence available on applicant reactions to situational judgment tests and physical ability tests. However,
because these tests tend to appear very relevant to the job, it is likely that applicant reactions to them would be favorable.
Source: Elaine Pulakos, Selection Assessment Methods, SHRM Foundation, 2005, p. 17. Reprinted
by permission of Society for Human Resource Management via Copyright Clearance Center.
614
Why?
To verify factual information provided by applicants.
To uncover damaging information.
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e
615
FIGURE 67
Reference
Checking
Form
616
Current Supervisors
Sources of
Information
Commercial Credit
Rating Companies
Written References
617
Employer
Guidelines
Background
Investigations
and
Reference Checks
Legal
Issues:
Privacy
Supervisor
Reluctance
Copyright 2011 Dorling Kindersley (India) Pvt. Ltd
Authorized adaptation from the United States edition of Human
Resource Management, 12/e
618
619
FIGURE 68
Source:http://www.graphicinsight.co.za/writingsamples.htm#The
Physical Examination
Reasons for preemployment medical
examinations:
To verify that the applicant meets the physical
621
622