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Acquiring Human Resource Capability

O B J E C T I V E S

After reading this chapter, you should be able to

1. Understand the concepts of reliability, validity, and utility.

2. Understand the validity evidence for various selection methods.

3. Discuss approaches to the more effective use for application blanks,

reference checks, biographical data, testing, and various other selection

methods programs in order to increase the validity and legal defensibility

of each.

4. Discuss the approaches available for drug testing.

5. Describe the validity of different approaches to interviewing.

6. Explain how the various types of job candidate information should be

integrated and evaluated.

Personnel Selection Chapter

6

OVERVIEW It sounds simple: Match employees with jobs. Researchers have made this task easier by

developing selection methods that successfully predict employee effectiveness. Still, there

is a void between what research indicates and how organizations actually do personnel se-

lection. Real-world personnel selection is replete with examples of methods that have been

proven to be ineffective or inferior.

Personnel selection (and retention) is key to organizational effectiveness. The most

successful firms use methods that accurately predict future performance. The use

of validated selection models is another of the High-Performance Work Practices linking this HR process to corporate financial performance. Organizations are, or

should be, interested in selecting employees who not only will be effective but who

will work as long as the organization needs them and, of course, will not engage in

counterproductive behaviors such as violence, substance abuse, avoidable accidents,

and employee theft.

A multiple-hurdle process involving an application, reference and background checks,

various forms of standardized testing, and some form of interview is the typical chronology

of events for selection, particularly for external hiring decisions. Internal decisions, such

as promotions, are typically done with less formality. Personnel selection is the process

Use of validated selection models: A HPWS characteristic