2.5 Selection

Question 1

Define reliability (re: selection process) and list 4 types of reliability measures

Answer 1

Define: consistency of measurement or repeatablility

1. Test-retest
2. Alternate-Forms
3. Split-Halves
4. inter-rater

Question 2

Define validity (re: selection process) and list 5 methods of evaluating

Answer 2

Define: The extent to which a predictor variable is correlated with a criterion variable.

1. predictive validity
2. concurrent validity
3. construct validity
4. content validity
5. synthetic validity

Question 3

predictive vs concurrent validity

Answer 3

predictive: Gather predictor info on job applicants at the time they apply for job without using the info in hiring decision. After training the criteria data (performance measures) are obtained & correlation coefficient is computed. If validity coefficient is significantly greater than zero it is considered valid.

Concurrent: collect predictor data and criteria data on a sample of present employees and then correlating them to determine if a relationship exists. Usually a conservative estimate of what would be obtained using predictive.

Question 4

Uniform Guidelines on Employee Selection Procedures

Answer 4

Released in 1978 by EEOC, Civil Service Commission, DOJ, DOL

Removed ambiguities from previous guidelines and established a uniform position concerning emp discrimination and procedures required to eliminate descrimination

1. criterion-realated
2. Content validity
3. construct validity

pushes criterion related

Question 5

procedure for creating weighted application blank

Answer 5

1. Choose the performance criterion
2. ID the criterion groups
3. Select items to be analyzed
   4 Divide each item into response categories
   5.Determine the item weights
4. Confirm weights using hold out groups
5. Establish cut off scores

Question 6

Types of Employment Interviews

Answer 6

Patterned/Structured: list of q’s
Semi-Structured: only major q’s prepped in advance
Situational: respond to series of hypotheticals
Targeted Selection: how handled prev situations (STAR)
Situation>Action>Result
Non Directive: unstructured, applicate determines
course
Stress: Intentionally create stress (rapid fire qs , etc)
Virtual: webcam
Team/Group:
Working

Question 7

Pre-Employment Tests

Answer 7

Knowledge: do they know what they need to do well
Job Sample: do small well designed portion of the job
Achievement: how much people know about a trade
Aptitude/Ability: capacity for learning
Motor/Physical Abilities: skill in making body
movements
Personality/Interests
Honesty/Integrity: qs like have you stolen, etc

Question 8

Purpose of Expectancy Charts

Answer 8

illustrate the validity of a test and interpreting test scores in terms of probability of successful performance.

Question 9

Qualified Privilege Doctrine

Answer 9

Allows previous employers to describe former employees work records to prospective employers provided the info is factual and relevant and serves a legit business purpose

Question 10

Limits ADA puts on physical exams in app process

Answer 10

Cannot require one until a conditional offer of employment has been made and then the offer can only be rescinded only if the employer can demonstrate that the applicant cannot perform essential functions of the job with a reasonable accomodation or that a reasonable accomodation cant be provided.

Question 11

Selection Ratio

Answer 11

applicants hired / # applicants

Question 12

Validity Coeffecient

Answer 12

correlation coeffecient between predictor and criteria. Higher = more useful

Question 13

Base Rate of Success

Answer 13

% of employees that would be considered successful if they were hired at random without the use of the new predictor.

Question 14

Issues to include in employment contract

Answer 14

• Length of contract
• Duties/Responsibilities
• Career Opportunities
• Compensation
• Benefit prereqs
• Restrictive Covenants
• Severance payments
• Dispute resolution
• Change of control

Question 15

Record Retention

Answer 15

Employee Benefit Plan Records: 6 years except:
Actuarial, financial statements, IRS, Plan/Trust

Insurance: Accidnets/settled claims: 6 years after settled
Fire/Safety: 7
Policies: 7

Personel
payroll, payroll tax, training: permanent
employment app, union agreement, individual emp
contracts: 3 years from DOT
child labor certs/notices, help wanted ads: 2
Personel files: 4 from DOT
Accident/OSHA 300/301: 5

7 Years: employment agreements, expense reports, attendence records, time cards