Looks like no one added any tags here yet for you.
Selection
The process of choosing individuals who have relevant qualifications to fill existing or projected job openings
Are poor selection decisions costly?
Yes. To the org, the person incorrectly hired, society and current employees.
Goal of Selection
Predict who will succeed and hire them
Whqat is selection trying to predict?
Job performance
- task performance
- org citizenship behaviours
- counterproductive job behaviorus
Job performance is ....
.... a criterion
predicted success and job performance: Hit or Miss
HIT VS MISS
HIT: True negative, True positive
MISS: False negative, False Positive
How to maximize hits?
Make better predictions by accurately assessing important KSAOs
How do we know how accurately we measured a person's KSAOs?
Reliability and Validity
Reliability
degree to which interviews, tests & other selection procedures yield comparable data over time
Types if reliability
- Test-Retest
- Parallel Forms
- Inter-Rater
test-retest reliability
a selection tool is reliable when it gives consistent results over a period of time
Parallel Forms reliability
consistency between/among alternate versions of the same instrument; e.g. creating 2 parallel forms of a questionnaire (with difficult questions) and both tests show correlation
Inter-Rater Reliability
A selection tool is reliable when it gives consistent results across judges
Validity
the extent to which a selection tool is measuring what it claims to measure
Types of validity
- Content validity
- Content validity
- Criterion-related validity
- Predictive validity
- Concurrent validity
Content validity
does the tool measure what it claims to measure. Extent to which a tool adequately assesses the required KSAOs
Construct validity
Extent to which selection tool measures theoretical constructs/traits (ex: NEO inventories)
Criterion-related validity
Extent to which selection tool predicts, or significantly correlates with, important elements of work behaviour
(includes predictive & concurrent)
Predictive validity
extent to which a selection tool predicts an applicant's future performance/success
Concurrent validity
extent to which test scores/selection tools are correlated with current employees' performance/success
Selection Process in HRM
1. Initial Screening
2. Pre-employment Tests
3. Employment Interview
4. Post-Interview Screening
5. Reaching a Final Selection Decision
Step 1: Initial Screening
- Minimum Qualifications
- Resumés
- Application Blanks
- Phone Screening
Step 2: Pre-employment Tests
Objective & standardized measures to assess KSAOs relative to other individuals
- job knowledge tests
- work sample test
- cognitive ability test
- personality inventories (ex: CANOE)
- Honesty, Polygraph, Medical, Drug tests
Step 3: interviews
Advantages: liked by managers & applicants. shares info abt job
Disadvantages: poorly conducted often, expensive, time consuming, difficult for lots of applicants
Types of interviews
-Panel interview
- Sequential interview
- Video interview
-Structured VS unstructured
- BDI
Structured interview
sert of standardized Qs with an established set of answers that can be rated on a pre-established scoring guide
Unstructured interview
Applicant allowed the max amount of freedom in determining the course of the discussion while interviewer refrains from influencing
Behavioural description Interview (BDI)
Asking candidate to describe past job-related behaviour (past oriented)
How to respond to BDI Questions
STAR method
Situation surrounding problem
Task needed to accomplish problem
Action taken
Results achieved
Situational interviews
asking people how they might react to hypothetical situations (future-oriented)
Step 4: Post Screening Interview
- Reference Checks
- Background Checks
Step 5: Reaching a decision
- summarizing info about applicants
- using decision making strategies; subjective & statistical
Compensatory Model
A high score in one area can make up for a low score in another area (Average)
Multiple-Cutoff Model
Requires an applicant to achieve a min level of proficiency on all selection dimensions
Multiple-Hurdle Model
Sequential strategy: only applicants passing the cutoss score at the initial stage go on to the next
Selection Ratio
The number of applicants compared to the number of people to be hired
T or F: selection process is informed by the job analysis
True
T or F: Reliability is the consistency of a measure, validity is whether something measures what it is intended to
True
T or F: AI screening leads to better/more ethical screening decisions
False
recruitment
Activities carried out by the org to identify & attract potential employees
recruitment steps
1) Identify Job openings
2) Specify job requirements
3) Select methods of recruitment
4) Generate pool of qualified applicants
HR planning consists of
- forecast demand
- analyze supply
- implement program to balance supply & demand
Employee Profiles
Profiles of employees developed by studying an org's top performers to recruit similar types of people
Branding
Help existing and prospective workers understand why it is a desirable place to work.
↑ retention & top talent
DEI
Diversity, Equity, Inclusion
Targeted Recruitment
Strategies to increase representation of marginalized groups in application pool (signals to marginalized groups that org is good place to work)
Is diversity critical component to an org's branding?
YES!
Who recruits?
- HR Recruiters (internal & external)
- HR Generalists
- Managers or Supervisors
- Work Teams
Where do you recruit?
Internally,
External Labour Market,
Geographical Consideration
(labour market considered) High unemployment leads to ...
... high supply of qualified applicants
tight market
high employment, few available workers
Loose market
low employment, many available workers
global sourcing
practice of searching for and using services from around the world
Turnover leads to...
... low morale and productivity, poor leadership
Recruiting Internally
-internal job postings
-Manager referrals
-HR Records/performance appraisals
-skills inventories
-replacement charts
it is bad to recruit internally
false. It is good to invest in your own employees
Warning signs of a weak talent bench
-Long time to fill key positions
-key positions can only be filled via external recruitment
-replacements are unsuccessful in their new role
-promotion decisions made on basis of whim, favoritism, or nepotism
Advantages of recruiting internally
- Aware of applicants & their abbilities
- Applicants & their abilities
- Applicants know the org
- Cheaper/Faster
- Faster Motivation
Disadvantages of recruiting internally
- Internal competition - importance of procedural justice
- Not bringing new ideas/keeping things same
- Might not have right skill set
Recruiting externally examples
- Ads
-Job Fair
- Employee Referrals
- Exec Search Firms
- Professional Association
- Employee leasing
-Rerecruiting
Rerecruiting
Maintain relationshops w/ past employees to see if they would like to return
Job
A group of related activities and duties
Position
The set of duties performed by one employee
Job Family
A group of individual jobs with similar characteristics
What does KSAO stand for?
Knowledge, Skills, Abilities & Other characteristics
Job Analysis
A group of methods used to get information on:
• Duties, tasks, or activities performed on the job
• The situation in which the job is performed
• The human attributes needed to perform the job
Job Descriptions and Specifications has this info from analysis...
- HR Planning/Job (Re)Design
- Legal and Regulatory Commitments (including Occupational Health and Safety),
- Recruitment, Assessment & Selection
- Compensation
- Training and Development
- Performance Evaluations and Management ( + Disciplinary Actions)
Job description sheet has
1) Job identification
2) Job statement
3) Essential job functions
4) Job description
5) Job specifications
Job identification
Info about the organization
Job statement
Description about what the job is & brief listing of major duties
Essential job functions
- Listed in order of importance (min 5 max 10)
• Include duties that many not regularly occur
• ACTION WORDS!!
Job Specifications
Capture KSAO's and minimum qualifications
Who is Involved in a Job Analysis?
- Members of the HR department
- HR consultants (a job analyst) may be hired
- Job incumbents
- Supervisors
Sources of Job Analysis Information
- Existing job documents
- Surveys & Interviews
- Observation
- Doing the job
- Databases
What are the types of job analysis?
Task Oriented and worker-oriented
Task oriented
Focus is on generating a list of concise task statements that define the job
Worker oriented
Focus is on generating a list of KSAO statements
Job Analysis Questionnaires
- Position Analysis Questionnaire
- Task Inventory Analysis
- Critical Incidents Method
- Functional Job Analysis
- Competency-Based Analysis
Position Analysis Questionnaire (POQ)
Standardized questionnaire with information input, mental processes, work output, relationshi ps, job context & other job characteristics
Task Inventory Analysis
An organization-specific list of tasks and their descriptions used as a basis to identify components of jobs
Critical Incident Method
Record of behaviours leading to particularly successful or unsuccessful performance. 3 critical components:
- description of the situation
- examples of an employee's behaviour
- the consequences of the behaviour
Functional Job Analysis
Uses an inventory of the various types of work activities that can constitute a job
- Worker functions related to info, people & things (in % to determine importance)
Competency-Based Analysis
Jobs can be defined in terms of tasks, duties, processes & skills necessary for job success
Job Analysis Databases
- National Occupational Classification for Canada
- Occupational Information Network for US
Job Design
Structuring jobs with technological and human considerations to improve organizational efficiency & employee job satisfaction
How can we change jobs?
- Job enrichment
- Job Characteristics Model
- Empowerment
Job enrichment
Enhancing jobs by adding more meaningful tasks to make the work more rewarding/satisfying (Think of VISAF)
VISAF
Variety, Identity, Significance, Autonomy, Feedback
Employee Empowerment
Granting employees authority to initiate change and engage in autonomous decision making
job crafting
employees make changes to how they carry out their tasks to better fit their individual strengths, passions & motives
Employee Involvement Groups
groups of employees meet to resolve problems & offer suggestions to improve org
Flexible work schedules
- Compressed work week/month
- Flextime
- Job Sharing
- Telecommuting
Flextime
Flexible working hours that permit employees the option of choosing daily starting and quitting times provided that they work a set number of hours per day or week
Job Characteristics Model
A job design theory that purports that three psychological states (experiencing meaningfulness of the work performed, responsibility for work outcomes, and knowledge of the results of the work performed) of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover
True or False: A position is the set of duties performed by one employee
True
True or False: Job specification tells us that KSAOs needed to perform the job
True
True or False: The critical incident method is a standardized test comprised of 200 questions
False
True or False: Discrepancies between KSAOs and job requirements provide clues to training needs
True
True or False: A job analysis is the cornerstone of all HR functions and processes
TRUE!
Why abide by employment law?
- legal compliance
- become an employer of choice
- it's a competitive advantage