Strategy for Human Resource Management Lecture 15

1. Strategy for Human Resource ManagementLecture 15 HRM 765

2. Last Lecture What is Selection? Selection Process Steps • initial screening interview • completion of the application form • employment tests • comprehensive interview • background investigation • conditional job offer • medical/physical exam • permanent job offer Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

3. Last Lecture • Completing the Application Form • Employment Tests • Interviews as a selection tool • Impression management • Structured interviews • Unstructured interviews • Behavioral Interviews • Realistic Job Preview Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

4. Topic Foundations of Selection Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

5. The Selection Process Background Investigation: • Verify information from the application form • Typical information verified includes: • former employers • previous job performance • education • legal status to work • credit references • criminal records Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

6. The Selection Process Background Investigation • One-third of all applicants exaggerate their backgrounds or experiences. • A good predictor of future behavior is an individual’s past behavior. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

7. The Selection Process Background Investigation Methods: • Internal investigation: checks former employers, personal references and possibly credit sources. • External investigation: Uses a reference-checking firm which may obtain more information, while complying with privacy rights. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

8. The Selection Process • Background Investigation • Documentation, including whom called, questions asked, information obtained/not obtained, is important in case an employers’ hiring decision is later challenged. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

9. The Selection Process Conditional Job Offers: • Offers of employment made contingent upon successful completion of background check, physical/medical exam, drug test, etc. • If and Then. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

10. The Selection Process Medical/Physical Examination • Should be used only to determine if the individual can comply with the essential functions of the job. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

11. The Selection Process Job Offers • Actual hiring decision generally made by the department manager. • Candidates not hired deserve the courtesy of prompt notification. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

12. The Selection Process The Comprehensive Approach • Comprehensive selection approach puts applicants through all the steps in the selection process before making a decision. • Assesses both strengths and weaknesses and is considered more realistic. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

13. The Selection Process Now It’s Up to the Candidate • The candidate now has to decide whether this is the job for him or her. • Applicants who are not hired this time will still form an impression about the company. • Management should assure the selection process leaves them with a favorable impression of the company. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

14. Selection for Self-Managed Teams • If teams are given management responsibilities, it makes sense for them to select their own members. • Team members bring to the selection process varied experiences and backgrounds. • Team members need training in selection and interviewing techniques. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

15. Key Elements for Successful Predictors • Reliability, validity, and cut scores can all help predict which applicants will be successful on the job. • Reliability: The ability of the selection tool to measure an attribute consistently. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

16. Key Elements for Successful Predictors • Validity: The relationship between scores on a selection tool and a relevant criterion, such as job performance. • Indicates how well a selection tool predicts job performance. • Content • Construct • Criterion-related Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

17. Key Elements for Successful Predictors • Content validity: The degree to which the content of the test, as a sample, represents situations on the job. • e.g. Negative and Positive feeling. • Construct validity: The degree to which a particular trait is related to successful performance on the job. ( intelligence test really measure intelligence) Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

18. Key Elements for Successful Predictors • Criterion-related validity: • The degree to which a particular selection device accurately predicts the important elements of work behavior. (Test results and Interview results) • Predictive validity uses selection test scores of applicants to compare with their future job performance. • Concurrent validity correlates the test scores of current employees with measures of their job performance. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

19. Key Elements for Successful Predictors • Validity Analysis: Correlation coefficients (validity coefficients) ranging from +1 to –1 summarize the statistical relationship between an individual’s test score and his/her job performance. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

20. Key Elements for Successful Predictors Cut Scores and Their Impact on Hiring: • Cut scores on a selection device can be determined by validity studies. • Applicants scoring below the cut score are predicted to be unsuccessful on the job and are rejected. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

21. Selection From a Global Perspective • Selection criteria for international assignments includes • interest in working overseas • ability to relate to different cultures and environments • supportiveness of the candidate’s family • Women executives have done well abroad in Asia and Latin America, despite past reluctance to assign them to these countries. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

22. Final Thoughts: Excelling at the Interview • Suggestions for making your interviews as an applicant successful are: • Do some homework on the company. • Get a good night’s rest the night before. • Dress appropriately. • Arrive for the interview a few minutes early. • Use a firm handshake. • Maintain good eye contact. • Take the opportunity to have practice interviews. • Thank the interviewer at the end of the interview and follow up with a thank you note. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

23. Accept Error/ Reject Error Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

24. Summary • Background Investigation • Job Offers • Medical/Physical Examination • Reliability: The ability of the selection tool to measure an attribute consistently. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

25. Summary • Validity: The relationship between scores on a selection tool and a relevant criterion, such as job performance. • Indicates how well a selection tool predicts job performance. • Content • Construct • Criterion-related • Selection From a Global Perspective • Suggestions for making your interviews as an successful applicant • Accept Error/ Reject Error Fundamentals of Human Resource Management 8e, DeCenzo and Robbins