雇员测试和选择(英)教材.pptVIP

? Prentice Hall, 2000 Chapter 5 ? Prentice Hall, 2000 Chapter 5 5 Gary Dessler Human Resource Management, 8th Edition Chapter Five Employee Testing and Selection ? Prentice Hall, 2000 Behavioral Objectives Describe the overall selection process and explain why it is important. Define basic testing concepts including validity and reliability. Discuss at least four types of personnel tests. Explain the pros and cons of background investigations, reference checks, and preemploy- ment information services. When you finish studying this chapter, you should be able to: 1 （3）《吕氏春秋的六验》 乐。验其癖性爱好，不玩物丧志。 怒。验其控制能力，不失去理智。 惧。验其能否用于负责，当铮铮好汉。 哀。验其是否悲观失望，怨天尤人。 ●喜。验其节制能力，不得意忘形。 ●苦。验其是否有坚韧不拔的气度， 能吃苦耐劳。 The Selection Process Three main reasons why careful selection is important: Your own performance always depends in part on your subordinates’. Employees with the right skills and attributes will do a better job for you and the company. It is very costly to recruit and hire employees. Search fees, training, reference checking, moving expenses all add up to many thousands of dollars. There are many legal implications of incompetent selection. Hiring workers with criminal backgrounds, and who commit crimes in the course of their employ- ment, may expose the employer to liability. 2 Basic Testing Concepts; Validity Test validity answers the question, “Does this test measure what it’s supposed to measure?” Demonstrating criterion validity means demonstrating that those who do well on the test also do well on the job, and those who do poorly on the test do poorly on the job. The content validity of a test is demonstrated by showing that the test constitutes a fair sample of the content of the job. 3 Basic Testing Concepts; Reliability Reliability is a test’s second important character- istic and refers to its consistency. It is “the con- sistency of scores obtained by the same person when retested with the identical tests or with an equivalent f