Bài giảng Human Resource Management - Chapter 6 Selection and Placement

Chapter 6Selection and PlacementCopyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.5 Evaluation Selection Method StandardsReliabilityValidityGeneralizabilityUtilityLegality6-*LegalityAll selection methods must conform to existing laws and legal precedents.Three acts form the basis for a majority of suits filed by job applicants:Civil Rights Act of 1991 and 1964Age Discrimination in Employment Act of 1967Americans with Disabilities Act of 19916-*Types of Selection MethodsJOBS6-*InterviewsSelection interviews-a dialogue initiated by one or more persons to gather information and evaluate the applicant’s qualifications for employment.To increase an interview’s utility:Interviews should be structured, standardized, and focused on goals oriented to skills and observable behaviors.Interviewers should be able to quantitatively rate each interview.Interviewers should have a structured note-taking system that will aid recall to satisfying ratings. 6-*Experience-Based  Situational Interview Items Table 6.2Experience BasedMotivating employees:“Think about an instance when you had to motivate an employee to perform a task that he or she disliked but that you needed to have done. How did you handle that situation?”Resolving conflict:“What was the biggest difference of opinion you ever had with a co-worker? How did you resolve that situation?”Overcoming resistance to change:“What was the hardest change you ever had to bring about in a past job, and what did you do to get the people around you to change their thoughts or behaviors?”Future Oriented Situational Interview Items Table 6.2Future OrientedMotivating employees:Suppose you were working with an employee who you knew greatly disliked performing a particular task. You needed to get this task completed, however, and this person was the only one available to do it. What would you do to motivate that person?”Resolving conflict:““Imagine that you and a co-worker disagree about the best way to handle an absenteeism problem with another member of your team. How would you resolve that situation?”Overcoming resistance to change:“Suppose you had an idea for change in work procedures that would enhance quality, but some members of your work group were hesitant to make the change. What would you do in that situation?”Big 5 Dimensions of Personality Inventories6-*Emotional Intelligence6-*Summary of Selection MethodsJOBSSummaryJob applicants and an organization’s viability are affected by decisions regarding who is accepted and rejected for positions.Five standards should conform: reliability, validity, generalizability, utility and legality.Managerial assessment centers use many different forms of tests over a two or three day period to learn as much as possible about candidates for important executive positions. Validity associated with judicious use of multiple tests is higher than for tests used in isolation.6-*