Chapter 7 Flashcards
Describe the strategic importance of selecting employees to fit the job and the organization
Effective selection practices result in a capable workforce of people assigned to jobs (and even career paths) that match their competencies, personalities, and preferences.
selection
the process of obtaining and using information about job applicants to determine who should be hired for long- or short-term positions
economic utility
refers to the net monetary value associated with a selection procedure
Explain how selection practices fit within an integrated HRM system
Other HR activities that should be aligned with selection practices include legal compliance, job analysis, recruitment, and training. Labor market conditions and changes in the legal environment are two external forces that influence selection practices. Company cultures influence selection practices as well.
What is the role of the HR Triad in selecting employees
Applicants appreciate a process that is fast, fair and seems to be appropriate for the job. Line managers, HR Professionals, and other employees typically participate in making selection decisions
What are the choices to be made when designing the selection process?
- What are the criteria of interest? - What predictors and assessment techniques will be used? - What sequence will be used to measure the predictors? - How will the information that is collected be combined to make the selection decision?
criteria
the outcomes that selection decisions are intended to predict
predictors
various pieces of information used to make selection decisions
validity
the usefulness of the information for predicting job applicants’ job-related and organizational outcomes
content validation
using job analysis and/or competency modeling to build a rational argument for why a predictor should be useful
criterion-related validation
uses statistical data to establish a relationship between predictor scores and outcome criteria
Validity generalization
assumes that the results of criterion-related validity studies conducted in other companies can be generalized to the situation in your company
reliability of a predictor
the degree in which the predictor yields dependable, consistent results
multiple-hurdles approach
an applicant must exceed fixed levels of proficiency on all of the predictors to be accepted
compensatory approach
a high score on one predictor can compensate for a low score on another
combined approach
the employer first screens out everyone who does not meet one or more hurdles and then uses a compensatory approach to comparing those applicants who have passed the required hurdles
Explain the techniques used for assessing job applicants
Building on the results of job analysis and competency modeling, employers can develop valid selection practices that enable them to make job offers to this applicants who are most likely to perform well in the jobs, be good corporate citizens, and not leave the organization prematurely. Application forms, written and physical tests, work simulations, assessment centers, interviews and medical tests are among the selection techniques that organizations use.
application blank
usually a short form that asks applicants to provide basic information about educational achievements and work experience
biodata test
asks autobiographical questions related to subjects such as extracurricular activities, family experiences as a child, and both recent and current work activities
ability test
measures the potential of an individual to perform, given the opportunity
knowledge test
assesses what a person knows at the time when the test is taken
personality test
assesses the unique blend of characteristics that define an individual and determine his or her pattern of interactions with the environment
work simulation (work samples)
have applicants perform activities similar to those required on the job under structured “testing” conditions
assessment centers
evaluate how well applicants or current employees might perform in a managerial or higher-level position
unstructured job interview
the interviewer merely prepares a list of possible topics to cover and, depending on how the conversation proceeds, asks or does not ask questions about them
structured job interview
all of the applicants are asked the same questions in the same order
semistructured job interview
the same questions are asked of all candidates and responses are recorded. However, the interviewer also asks follow-up questions to probe specific areas in depth
behavioral job interview
uses a structured or semistructured approach to asking questions that focus on behavior
How do applicants judge the fairness of selection processes?
1 - The content of the measures used to select people
2 - The administration of the process
3 - The results of the process
Explain the legal considerations in selection
An extensive framework of US legal regulations, court decisions, and guidelines provides US organizations with advice for how to conduct the selection process in a manner that enhances the performance of the workforce while avoiding unfair discrimination
disparate treatment
a legal term used to describe illegal discrimination against an individual
adverse impact (disparate impact)
a legal term used to refer to discrimination against an entire protected group
80 Percent Rule (also called four fifths rule)
evaluates adverse impact by comparing the representation of a group in the applicant pool to the representation of that group among those who have been hired, fired, promoted, transferred, or demoted
job-relatedness
the company must show that the information used in the selection decisions is related to success on the job
business necessity
an employer must show that the selection decision was based on a factor that is essential to the safe operation of the business
bona fide occupational qualification (BFOQ)
the employer must show that the discriminatory practice is “reasonably necessary to the normal operations of that particular business or enterprise”
bona fide seniority system
one that a company establishes and maintains without the intent to discriminate illegally
Describe two current issues in selection
The selection of international employees becomes a key determinant of success for organizations expanding into the global market. First, MNCs must decide whether to send an expatriate or hire an HCN. In addition, MNC’s must ensure that their selection practices are equally valid and fair across a wide array of cultures.
