Human Resource Selection

Cover Page......Page 1
Half-Title Page......Page 3
Title Page......Page 5
Copyright Page......Page 6
Dedication Page......Page 7
BRIEF CONTENTS......Page 9
CONTENTS......Page 10
PREFACE......Page 19
Acknowledgments......Page 20
ABOUT THE AUTHORS......Page 24
PART 1: AN OVERVIEW OF HUMAN RESOURCE SELECTION......Page 27
Definition of Selection......Page 29
Selection and Strategic Human Resource Management......Page 33
Developing a Selection Program......Page 36
Constraints in Developing a Selection Program......Page 40
Current Issues in Selection......Page 43
Plan of This Book......Page 45
References......Page 46
CHAPTER 2: Legal Issues in Selection......Page 48
Federal Regulation Of Business......Page 49
Employment Discrimination......Page 61
The Uniform Guidelines on Employee Selection Procedures (1978)......Page 71
Affirmative Action Programs......Page 73
Selection Court Cases......Page 77
EEO Summary......Page 85
Legal Issues in Small Business......Page 87
References......Page 88
PART 2: FOUNDATIONS OF MEASUREMENT FOR HUMAN RESOURCE SELECTION......Page 92
The Role of Measurement in HR Selection......Page 93
Standardization of Selection Measurement......Page 104
Interpreting Scores on Selection Measures......Page 120
References......Page 126
What Is Reliability?......Page 128
Interpreting Reliability Coefficients......Page 150
References......Page 165
An Overview of Validity......Page 168
Content Validation Strategy......Page 171
Criterion-Related Validation Strategies......Page 182
Construct Validation Strategy......Page 190
Empirical Considerations in Criterion-Related Validation Strategies......Page 193
Broader Perspectives of Validity......Page 216
Validation Options for Small Businesses......Page 225
The Future of Validation Research......Page 228
References......Page 229
CHAPTER 6: Strategies for Selection Decision Making......Page 237
Strategies for Combining Predictor Scores......Page 244
Approaches for Making Employment Decisions......Page 249
A Practical Approach to Making Selection Decisions......Page 261
Auditing Selection Decisions: Learning from Your Successes and Failures......Page 262
Recommendations for Enhancing Selection Decision Making......Page 263
References......Page 264
PART 3: JOB ANALYSIS IN HUMAN RESOURCE SELECTION......Page 269
Job Analysis: A Definition and Role in HR Selection......Page 271
A Survey of Job Analysis Metho......Page 277
Job Analysis Interviews......Page 279
Job Analysis Questionnaires......Page 285
Critical Incident Technique......Page 292
Identification of Employee Specifications......Page 296
Employee Specifications for Jobs That Are Changing or Yet To Be Created......Page 318
The Future of Job Analysis......Page 319
The Future of KSAs and Employee Core Competencies......Page 321
Identifying Employee Competencies: An Example......Page 322
References......Page 324
PART 4: HUMAN RESOURCE RECRUITMENT......Page 331
Recruitment and Selection......Page 333
Summary Recommendations for Enhancing Recruitment......Page 352
References......Page 353
PART 5: PREDICTORS OF JOB PERFORMANCE......Page 359
Application Forms and Biodata Assessments......Page 363
Evaluating Application Blanks as Predictors......Page 367
Training and Experience (T&E) Evaluations......Page 391
Reference Checks......Page 405
Summary......Page 424
References......Page 425
CHAPTER 10: The Selection Interview......Page 441
The Nature and Role of the Interview in Selection......Page 442
Evaluating Interviews as Predictors......Page 452
Discrimination and the Interview......Page 455
Research Findings on Discrimination......Page 459
A Model of Interviewer Decision Making......Page 460
Recommendations for Using the Intervie......Page 471
Use Multiple Questions for Each KSA......Page 476
Small Business Selection......Page 482
References......Page 483
History of Ability Tests in Selection......Page 494
Mental Ability Tests......Page 495
The Validity of Mental Ability Tests......Page 499
Mental Ability Tests and Discrimination......Page 506
Mental Ability Tests and the Internet......Page 513
Effects of Practice and Co......Page 516
Mechanical Ability Tests......Page 517
Clerical Ability Tests......Page 518
Physical Ability Tests......Page 519
Physical Abilities Analysis......Page 520
Recommendations for the Use of Ability Tests in Selection......Page 523
References......Page 527
Definition and Use of Personality in Selection......Page 531
Personality Measurement Methods......Page 536
Recommendations for the Use of Personality Data......Page 549
References......Page 555
Performance Tests......Page 563
Assessment Centers......Page 576
Situational Judgment Tests......Page 591
References......Page 595
Integrity Testing......Page 600
Drug Testing......Page 611
Graphology......Page 617
References......Page 623
PART 6: CRITERIA MEASURES......Page 627
CHAPTER 15: Measures of Job Performance......Page 629
Types of Job Performance Measures......Page 630
Appropriate Characteristics of Selection Criteria Measures......Page 647
Issues in Criterion Use......Page 651
Job Performance Measurement and EEO Issues......Page 653
Performance Review for Teams......Page 656
References......Page 657
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