最新整理人力资源选择英文.ppt
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▪ Decision Making
Combining information about a person to make a hiring decision
▪ Evaluation
o Making sure that hiring decisions increase the efficiency and profitability of the organization
Measures of Validity
Validity deals with issues of :
➢ whether the test is an adequate measure of the characteristic it supposedly measures
➢Whether inferences and actions based on test scores are appropriate
• The magnitude of “r” indicates the strength of the relationship
• The numerical index is appropriate only for describing linear relationships
Regression Analysis
Important concepts in Selection
• Reliability-- the extent to which a selection test provides consistent results
• Validity – the extent to which a test measures what it purports to measure
Criterion Validity
Whether or not scores on a test are related to an important job related criterion
▪ Predictive – administering a selection test and collecting criterion information later from the same applicants
Typical criteria :
• Job performance • Job satisfaction • Turnover • Organization Commitment
Selection Process
▪ Measurement
Ensuring that selection devices are reliable and valid
What Do We Measure?
Our predictors:
• Knowledge • Skills • Abilities
– Cognitive – Physical • Personality • Vocational Interests • Life history
Behavior on the Job
The Correlation Coefficient “r”
• The numerical value of “r” ranges from –1.0 to +1.0
• The sign of the correlation indicates the direction of the relationship
Validity
• Content validity – whether or not a test is representative of a constructs domain
• Construct validity – whether or not a test measures the traits or abilities it is proposed to measure
Measuring Reliability
• Test-Retest – examines the consistency of a test over time
• Inter-rater – examines consistency across raters
• Internal consistency- examines the extent to which all items on a test measure the same construct
SELECTION
Selection involves: • assessment or measurement of job
relevant individual differences, • using these measures to infer how
individuals are likely to behave on the job • Making hire/no hire decisions based on these inferences
• Regression analysis is used to model a linear relationship between a dependent variable and one or more independent variables (or predictors )
Equation : Y = a+ bX
IHale Waihona Puke Baiduportant Statistical Methods
• Correlation Analysis – is used to determine the degree of relationship between two variables
• Pearson Product Moment correlation coefficient (r) is a numerical index that indicates the direction and degree of linear relationship between two variables
Combining information about a person to make a hiring decision
▪ Evaluation
o Making sure that hiring decisions increase the efficiency and profitability of the organization
Measures of Validity
Validity deals with issues of :
➢ whether the test is an adequate measure of the characteristic it supposedly measures
➢Whether inferences and actions based on test scores are appropriate
• The magnitude of “r” indicates the strength of the relationship
• The numerical index is appropriate only for describing linear relationships
Regression Analysis
Important concepts in Selection
• Reliability-- the extent to which a selection test provides consistent results
• Validity – the extent to which a test measures what it purports to measure
Criterion Validity
Whether or not scores on a test are related to an important job related criterion
▪ Predictive – administering a selection test and collecting criterion information later from the same applicants
Typical criteria :
• Job performance • Job satisfaction • Turnover • Organization Commitment
Selection Process
▪ Measurement
Ensuring that selection devices are reliable and valid
What Do We Measure?
Our predictors:
• Knowledge • Skills • Abilities
– Cognitive – Physical • Personality • Vocational Interests • Life history
Behavior on the Job
The Correlation Coefficient “r”
• The numerical value of “r” ranges from –1.0 to +1.0
• The sign of the correlation indicates the direction of the relationship
Validity
• Content validity – whether or not a test is representative of a constructs domain
• Construct validity – whether or not a test measures the traits or abilities it is proposed to measure
Measuring Reliability
• Test-Retest – examines the consistency of a test over time
• Inter-rater – examines consistency across raters
• Internal consistency- examines the extent to which all items on a test measure the same construct
SELECTION
Selection involves: • assessment or measurement of job
relevant individual differences, • using these measures to infer how
individuals are likely to behave on the job • Making hire/no hire decisions based on these inferences
• Regression analysis is used to model a linear relationship between a dependent variable and one or more independent variables (or predictors )
Equation : Y = a+ bX
IHale Waihona Puke Baiduportant Statistical Methods
• Correlation Analysis – is used to determine the degree of relationship between two variables
• Pearson Product Moment correlation coefficient (r) is a numerical index that indicates the direction and degree of linear relationship between two variables