Fichas
recruit/select - 4
Fichas del conjunto (22)
- 1planning HR needshiring (selection) or training
replace people who leave/retire or retrain them (shortage in the market) - 2recruitment done throughadvertising, employee referral, employment agencies, walk ins, etc
- 3best method for job satisfaction/performance?employee referral, because realistic job previews, people pre-screen themselves
- 4selecting candidates: predictive validityperformance in interview = performance on the job
- 5selection instrumentspsychological testing
cognitive tests
personality tests
integrity tests
biographical information
interviews
work samples
assessment centres - 6psychological testingstandardized series of problems that assess a particular KSAO
reliability = repetition - 7cognitive ability testtest a persons capacity to do or learn to do a particular task
- 8personality testspersonality trait = predisposition or tendency to behave a particular way across different situations
- 9Cost and McCrae 1992, big five traitsextraversion, emotional stability, agreeableness, conscientiousness, openness to experience
- 10tests as "fakeable"?if a person fakes a test, they are in essence a good employee because they know what is required for the job, so faking is not really damaging
- 11integrity testsdesigned to predict whether or not an employee will engage in counterproductive or dishonest behaviour on the job
= overt or personality based - 12Salgado, 2002: integritypersonality tests show certain traits linked to deviant behaviour
- 13biographical informationinventory, very detailed application form, about education, experiences, etc
- less fakeable, asks about specific experiences - 14interviews: four dimensions (Chapman and Zweig, 2005)question consistency
evaluation standardization
question sophistication (limit probing)
rapport building - 15Straus 2001, telephone interviewsexlude bias based on attractiveness
- 16work sampleassessment device that requires a person to demonstrate how well he or she can perform the tasks involved in a job under standardized conditions
PRO; shows candidate can do it or not
CON: costly, time consuming, applicant needs experience, not always possible - 17assessment centresseveral exercises among which work samples
multi-trait, multi-method approach: assess different competences through the day - 18most predictive for job performance? (Schmidt and Hunter, 1998)high: GMAT, work samples, integrity tests, employment interviews
low: references, job experience, age - 19adverse impactemployment practices that appear neutral but have a discriminatory affect on minority groups
- 20Diversity-validity dilemma Griggs v Duke Power, 1971cognitive tests scores are high on predictive validity, but high on adverse impact as well, because some minority groups score low on certain tests
- 214/5th rule (Roth, Bobko, Switzer 2006)compare selection ratio for protected class is less than 80% of that of the comparison group
- 22affirmative actionvariety of practices that organization use to increase the number of "protected class" members in targeted groups
soft: increase number of applicants in those groups, offer trainings
strong: preferential treatment
Información
- Descripción
- IO Psych Fichas sobre recruit/select - 4, creado por zoe kru el 15/01/2018.
- Creado por
- zoe kru
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