chapter 1 - intro to selection

Question 1

training

(How does selection interact with recruitment, training, performance measurement, and compensation?)

Answer 1

Selection interacts with other personnel area:
- Recruitment
- Training
- Performance measurement
- Compensation

Characteristics of selection for promotion:
3.Because applicants are members of the organization, there is already a great deal of information about them – performance reviews, training records, work history, records of attendance, reprimands, awards, etc.

Is There Evidence that Selection is Important? Studies concluded:
Selection and internal training directly influence a company’s profit because they influence labor productivity
Selection and training were related to
customer service performance,
employee retention

The essence of selection is prediction (forecasting). A number of factors greatly affect the accuracy of the selection process:
Other factors affecting work performance – training programs, appraisal and feedback methods, goal-setting procedures, etc.

Question 2

recruitment

(How does selection interact with recruitment, training, performance measurement, and compensation?)

Answer 2

Characteristics of selection for initial job:
2. Applicants are recruited through formal mechanisms – media advertisement, Internet contact, employment agencies, referrals by other employees

Characteristics of selection for promotion:
2. A limited number of recruitment techniques used, or no formal recruitment techniques

Selection is more closely related to recruitment than to other Human Resource Management (HRM) programs

Question 3

selection program development

Answer 3

Developing a selection program:

Steps in the development of a selection program determines the adequacy of the selection process
- Job analysis
- Identifying relevant job performance measures
- Identification of work related characteristics (WRCs)
- Development of selection measures
- Validation of selection instruments

(Constraints) The essence of selection is prediction (forecasting). A number of factors greatly affect the accuracy of the selection process:
- Limited information on applicants
- Applicant and organization at cross-purposes
- Measurement of jobs, individuals, and work performance
- Other factors affecting work performance – training programs, appraisal and feedback methods, goal-setting procedures, etc.
- Selection research versus selection practice

Question 4

assessment devices

Answer 4

3. The use of various Internet-based selection measures
   Proctored assessment
   Unproctored assessment

Question 5

application/bio data

Answer 5

What is selection doing that is good for the world?
Three of the many important areas that will be pertinent in the future:
1. Big Data – collecting, analyzing, and interpreting data about business-based problems

Question 6

validation

Answer 6

Steps in the development of a selection program determines the adequacy of the selection process
- Validation of selection instruments (content and criterion)

Question 7

the selection process

Answer 7

The selection process is performed under legal and market constraints and addresses the future interests of the organization and the individual.

Question 8

selection

Answer 8

The process of collecting and evaluating information about an individual in order to extend an offer of employment.