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Be able to interpret validity coefficients Estimate adverse impact and utility of selection systems Learn about methods for combining multiple predictors Establish hiring standards and cut scores Evaluate various methods of making a final selection choice Understand the roles of various decision makers in the staffing process Recognize the importance of diversity concerns in the staffing process
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Validity Coefficient
Face Validity
Correlation With Other Predictors Adverse Impact
Utility
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Validity Coefficient
Practical significance
Extent to which predictor adds value to prediction of job success Assessed by examining
Sign Magnitude
Validities above .15 are of moderate usefulness Validities above .30 are of high usefulness
Statistical significance
Face validity
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To add value, a predictor must add to prediction of success above and beyond forecasting powers of current predictors A predictor is more useful the
Smaller its correlation with other predictors and Higher its correlation with the criterion
Predictors are likely to be highly correlated with one another when their content domain is similar
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Adverse Impact
Role of predictor
Discriminates between people in terms of the likelihood of their job success When it discriminates by screening out a disproportionate number of minorities and women,
Issues
What if one predictor has high validity and high adverse impact? And another predictor has low validity and low adverse impact?
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Do decision makers have considerable experience and insight into selection decisions? Is managerial acceptance of the selection process important? Is there reason to believe each predictor contributes relatively equally to job success? Are there adequate resources to use involved weighting schemes? Are conditions under which multiple regression is superior satisfied?
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Score may be a
Single score from a single predictor or Total score from multiple predictors
Description of process
Cut score - Separates applicants who advance from those who are rejected
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Professional guidelines
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Random selection
Ranking
Grouping
Ongoing hiring
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Decision Makers
Determine process used to design and manage selection system Contribute to outcomes based on initial assessment methods Provide input regarding who receives job offers
Determine who is selected for employment Provide input regarding process issues Provide input regarding selection procedures and who gets hired, especially in team approaches
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Role of managers
Role of employees
Legal Issues
If no adverse impact, guidelines are silent on cut scores If adverse impact occurs, guidelines become applicable