MGHA 12 Week 5-Selection
UTSC 导师：拿拿1
MGHA12
Human Resource Managing
周课 5-Chapter 6
Selection
_
n
52
33
22062977537
MGHA 12 Week 5-Selection
UTSC 导师：拿拿2
CHAPTER 6 SELECTION
定义们：
 Selection：The process of choosing individuals who have relevant
qualifications to fill existing or projected job openings
 Goal of selection：maximize "hits" and avoid "misses
 Individual competencies：employees need for success-the knowledge, skills,
abilities, and other factors (KSAOs) that lead to superior performance
 staff authority
 line authority
SELECTION PROCESS
 A series of specific steps used to decide which recruits should be hired
 Begins when recruits apply for employment and ends with the hiring decision
 Only candidates clearing the hurdle are permitted to move on to the next step.
STRATEGIC SELECTION SIGNIFICANCE
 Depends on the calibre of its employees
 Must reflect job requirements
 Must be well integrated with organizational priorities
 Must recognize organizational constraints
 Should recognize labour market realities ----- selection ratio
 Must be ethical
_
n
52
33
22062977537
MGHA 12 Week 5-Selection
UTSC 导师：拿拿3
SELECTION PROCESS 9 STEPS
STEP 1: PRELIMINARY RECEPTION OF APPLICANTS
 Initial contact with applicants
 Walk-ins may receive preliminary interview
 Write-ins often receive letter or email of acknowledgment
 This step has disappeared in many organizations with the increasing use of Internet
recruitment
STEP2: APPLICANT SCREENING
 Goal: Remove from consideration applicants who do not meet qualifications
 Performed by HR department
 Use of technology is becoming increasingly popular（screening process）
 Weighted application blanks (WAB)
 Ensure application is useful and meets legal requirements
 Biographical information blanks (BIB)
STEP 3: SELECTION OF TESTS
 Test种类：
 Cognitive ability: IQ & EQ
 Motor & physical ability
 Personality inventories
 Job Knowledge tests
 Work samples
_
n
52
33
22062977537
MGHA 12 Week 5-Selection
UTSC 导师：拿拿4
 Assessment centres
 Integrity testing (honesty)
 Graphology
 Physical exams
 Substance abuse tests
 Personality Tests
 Ability Tests; Knowledge Tests
 Performance Tests
 Integrity Tests
 Tquality of the test
 Reliability可靠性
 Test-retest
 Stability over time
 Internal-Consistency
 Degree test measures single construct
 Split half
 Cronbach’s alpha
 Inter-Rater
 Correspondence between multiple raters
 Validity有效性
_
n
52
33
22062977537
MGHA 12 Week 5-Selection
UTSC 导师：拿拿5
 Rational approaches
 Content validity
 Extent predictor assesses job-relevant behavior’s or knowledge
 Evaluated by SMEs
 Face validity
 Do applicants see the link between the test/device and job content /
requirements?
 Assessed by job applicants
 Construct validity (性格测试)
 Extent to which a selection tool measures a theoretical construct or trait deemed
necessary to perform the job successful
 Empirical approaches
 Predictive validity
 Determines a relationship between selection test scores and job performance.
常用验证有效性 MODEL
 Compensatory model 一个领域高分能弥补另一个领域低分
 A selection decision model in which a high score in one area can make up for a
low score in another area
 Multiple cutoff model要求申请人在所有选择维度上达到最低熟练程度
 A selection decision model that requires an applicant to achieve a minimum level
of proficiency on all selection dimensions
 Multiple hurdle model只有在初始测试阶段得分最高的申请人才能进入后续阶段
_
n
52
33
22062977537
MGHA 12 Week 5-Selection
UTSC 导师：拿拿6
 A sequential strategy in which only the applicants with the highest scores at an
initial test stage go on to subsequent stages
INTERPRETING VALIDITY COEFFICIENTS
 Validity coefficient: the correlation (r) between a predictor (e.g.,intelligence test) & a
criterion (e.g., performance)
 r >0.5, great prediction
 r between 0.3 and 0.5, good prediction
 r <0.3, not great prediction
 r^2 indicates variance accounted for by test
- *R^2: How many data can be explain by the model用来判断要不要加新的考试环节
判断 IF THE TEST ADD VALUE?
 Incremental validity
 Degree to which validity of total selection method increases with each new test
 Increases r2 over and above another test
 Using multiple predictors
 Independent predictors of performance预测要独立
 Correlated predictors of criterion标准要相关
 Utility
 Degree to which information from selection method enhances bottom line effectiveness.
 Does the test increase the accuracy of the selection process?
_
n
52
33
22062977537
MGHA 12 Week 5-Selection
UTSC 导师：拿拿7
STEP 4: EMPLOYEMENT (HR) INTERVIEW
 面试者目的：
 Realistic Job Previews
 Assess qualifications
 Observe behavior
 Predict future performance
 Shows the candidate the type of work, equipment & working conditions
 Highlights positive & negative
 Tends to reduce employee turnover
 应试者目的
 Present positive image
 Sell their skills and attributes
 Gather information about job and organization
 Content 面试内容
 Situational： A series of job-related questions that focus on how the candidate would
behave in a given situation.（how would you）
 Behavioral（BDI）：A series of job-related questions that focus on relevant past job-
related behaviors.（How did you）
 Administering the Interview
 One-on-one or panel
 Sequentially or all at once (mass interview)
_
n
52
33
22062977537
MGHA 12 Week 5-Selection
UTSC 导师：拿拿8
 Face-to-face or technology enabled
STEP 5: BACKGROUND INVESTIGATION/REFERENCE CHECKING
 Verify accuracy of information provided:
 Criminal record check
 Verification of educational qualifications
 Verification of previous employment
 Performance-related references from past supervisors
 Credit check may also be included
 Considerations:
 Obtain written permission
 Possible public sources (e.g. Facebook ¼ of employers use - be CAREFUL!)
 Qualified privilege (some refuse to give ref) – fear of reprisal - FOIPA
 Negligent misrepresentation (+ or -)
STEP 6: MANAGER INTERVIEW AND REALISTIC JOB PREVIEW
 Manager
 Is best qualified to assess job knowledge/ skills
 Can answer job-specific questions
 Must feel comfortable with new hire
 Can assess fit with current team members
_

52
33
22062977537
MGHA 12 Week 5-Selection
UTSC 导师：拿拿9
 Realistic Job Preview (RJP) – short list 2 or 3 then – essentially try out the job
 Provides applicants with realistic information, both positive and negative, about the job
 Appropriate expectations
 Improved employee job satisfaction
 Reduce turnover
STEP7: HIRING DECISION
 Clinical strategy:
 Subjective evaluation of all information and making an overall judgment
 Statistical strategy:
 Use a formula which includes all valid predictors and hiring candidates with the highest
score.使用包含所有有效预测因素并雇用得分最高的候选人的公式。
 Multiple hurdle approach
 只有通过了上一阶段才进入下一阶段，聘用最后一关得分最高的候选人
 Multiple predictors are used and candidates only move onto next phase if pass previous
one, hire those candidates with highest score on last hurdle
 Banding
 Multiple predictors are used, but applicants who fall within a range of scores are
considered equal使用多个预测变量，但落在一定分数范围内的申请人被认为是平
等的
 Immediate manager usually makes final hiring decision
_
n
52
33
22062977537
MGHA 12 Week 5-Selection
UTSC 导师：拿拿10
STEP 8: NOTIFICATION CANDIDATE & CONTINGENT ASSESSMENTS
 Make offer that specifies terms and conditions of employment
 Give candidates time to think about the offer
 Notify all finalists who were not selected
 Assessment of health, medical, and driving information
 Contingent Assessment may be scheduled after the hiring decision
STEP 9：EVALUATION: IS THE SELECTION METHOD LEGAL?
 Hiring based on up-to-date job analysis
 Selecting using valid predictors of performance
 Recruiting for qualified and diverse candidates
 Applying Human Rights and Equity Legislation
_
n
52
33
22062977537