8-1 CHAPTER EIGHT External Selection I Screen graphics created by: Jana F. Kuzmicki, PhD Troy State University-Florida and Western Region McGraw-Hill/Irwin.
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Organization StrategyOrganization Strategy HR and Staffing StrategyHR and Staffing Strategy
Staffing Policies and Programs
Staffing System and Retention Management
Support Activities
Legal compliance
Planning
Job analysis
Core Staffing Activities
Recruitment: External, internal
Selection:Measurement, external, internalEmployment:Decision making, final match
OrganizationVision and Mission
Goals and Objectives
Staffing Organizations ModelStaffing Organizations Model
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Chapter OutlineChapter Outline
Preliminary IssuesLogic of PredictionNature of PredictorsDevelopment of the
Selection PlanSelection Sequence
Initial Assessment MethodsResumes and Cover
LettersApplication BlanksBiographical Information
Initial Assessment MethodsReferences and
Background ChecksHandwriting AnalysisLiteracy TestingGenetic TestingInitial InterviewChoice of Methods
Legal Issues
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Preliminary IssuesPreliminary Issues
Logic of prediction
Nature of predictors
Development of theselection plan
Selection sequence
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Logic of Prediction:Logic of Prediction:Past Performance Predicts Future PerformancePast Performance Predicts Future Performance
Previous job(s)
Current job
Nonjob
Previous job(s)
Current job
Nonjob
Past Situations
Attraction
Performance
Satisfaction
Retention
Attendance
Attraction
Performance
Satisfaction
Retention
Attendance
HR Outcomes
New Situation (job)
Person
KSAOsMotivation
Sample Predict
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Nature of PredictorsNature of Predictors
Content Sign: A predisposition thought to relate to performance (e.g.,
personality) Sample: Observing behavior thought to relate to performance Criterion: Actual measure of prior performance
Form Speed vs. power: How many versus what level Paper / pencil vs. performance: Test in writing or in behavior Objective vs. essay: Much like multiple-choice vs. essay
course exam questions Oral vs. written vs. computer: How data are obtained
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Development of the Selection Plan:Development of the Selection Plan:Steps InvolvedSteps Involved
1. Develop list of KSAOs required for job
KSAOs are provided by job requirements matrix
2. For each KSAO, decide if it needs to be assessed in the selection process
3. Determine method(s) of assessment to beused for each KSAO
Method involves assessing reliability of applicants’ behavior, integrity, and personal adjustment
Type of information requested Criminal history Credit information Educational history Employment verification Driver license histories Workers’ compensation claims
Key issues Limited validity evidence Legal constraints on pre-employment inquiries
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Evaluation of Reference ReportsEvaluation of Reference Reports
Federal laws and regulations EEOC Guide to Preemployment Inquiries ADA regulations State laws and regulations - Exh. 8.11
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Legal IssuesLegal Issues
Bona fide occupational qualifications - BFOQsDiscrimination based on sex, religion, or national
origin, but not race or color, is permitted if it can be shown to be a BFOQ “reasonably necessary to the normal operation” of the business
Employer justifications Inability to perform
Same-sex personal contact
Customer preference
Pregnancy or fertility
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Ethical IssuesEthical Issues
Issue 1 Is it wrong to “pad” one’s résumé with information that, while
not an outright lie, is an enhancement? For example, would it be wrong to term one’s job “maintenance coordinator” when in fact one simply emptied garbage cans?
Issue 2 Do you think employer have a right to check into applicants’
backgrounds? Even if there is no suspicion of misbehavior? Even if the job poses no security or sensitive risks? Even if the background check includes driving offenses and credit histories?