Work Psych 11-14

What two main principles underlie the roles that personnel selection and assessment procedures play in organisational settings?

• There are individual differences between people, therefore not all people are suitable for all jobs

• Future behaviour is, at least partly, predictable

• Cognitive testing

• Personality testing

Answer explanation

The goal of selection and assessment activities is to match people to jobs and ensure the best possible levels of future job performance, in the belief that future job performance can be estimated

This is a Personnel Selection process.

What are A. and B. ?

• A. Job Analysis

• B. Identify Selection Criteria

• A. Identify Selection Criteria

• B. Job Analysis

Answer explanation

Job Analysis

Information about a job, including the nature of the work performed, responsibilities, equipment used, the working conditions and the position of the job within the organisation.

Aim of Job Analysis is to produce:

1. Person specification

2. Job description

3. Competency model

As a result of the Job Analysis, the right Selection Criteria, which may also be used to advertise the job, are defined

This is a Personnel Selection process.

What Is A. ?

• A. Choose Selection Methods

• A. Evaluate Selection Criteria

• A. Evaluate Job Analysis

• A. Psychometric testing

Answer explanation

Selection Methods

The Job Analysis is used to decide which Selection Methods to use to make sure the right candidates are chosen.

Selection Methods include interviews, references, biodata and tests.

If using tests, consider:

Validity

Legality

Fairness

Cost

Candidate Reactions

The Job Analysis is used to decide which Selection Methods will make sure the right candidates are chosen. What are some issues to consider when choosing a Selection Method?

• Validity

• Legality

• Fairness

• Cost

• Candidate Reactions

Answer explanation

Selection Methods

Includes interviews, references, biodata and tests.

If using tests, consider:

Validity - test must be valid to what it is testing (e.g. WAIS)

Legality - test cannot discriminate against gender, race, religion, ethnicity

Fairness - test must be fair to every candidate

Cost - test should not be expensive as this will haemorrhage money for the company

Candidate Reactions - certain candidates will feel anxiety towards a test, candidate reactions tend to be negative towards most tests

Which of these is included within a Job Analysis?

• Person Specification

• Job Description

• Competency Model

• Selection Methods

Answer explanation

Job Analysis

Information about a job, including the nature of the work performed, responsibilities, equipment used, the working conditions and the position of the job within the organisation.

Aim of Job Analysis is to produce:

1. Person Specifications: Mental/physical attributes required

2. Job Description: Responsibilities for that job

3: Competency Model: A list of all the relevant competencies associated with a given job role

Note: info from JA is used to create Selection Methods, but that is a separate step

A Person Specification, Job Description and Competency Model are all created at which stage of Personnel Selection?

• Job Analysis

• Selection Criteria

• Selection Methods

• Evaluation and Validation

• Implementation and Decision

Answer explanation

Job Analysis

Information about a job, including the nature of the work performed, responsibilities, equipment used, the working conditions and the position of the job within the organisation.

Aim of Job Analysis is to produce:

1. Person Specifications: Mental/physical attributes required

2. Job Description: Responsibilities for that job

3: Competency Model: A list of all the relevant competencies associated with a given job role

Note: info from JA is used to create Selection Criteria and Selection Methods, but these are separate steps

When performing Personnel Selection, at what stage would you decide if giving an IQ Test is appropriate?

• Job Analysis

• Identify Selection Criteria

• Choose Selection Methods

• Implement and Descision

• Evaluation and Validity

Answer explanation

Selection Methods

Includes interviews, references, biodata and tests.

If using tests, consider:

Validity - test must be valid to what it is testing (e.g. WAIS)

Legality - test cannot discriminate against gender, race, religion, ethnicity

Fairness - test must be fair to every candidate

Cost - test should not be expensive as this will haemorrhage money for the company

Candidate Reactions - certain candidates will feel anxiety towards a test, candidate reactions tend to be negative towards most tests

As a result of the Job Analysis, the right _____ are defined, which may also be used to advertise the job.

• Selection Criteria

• Selection Methods

• Vacancies

• Ergonomics

Answer explanation

Selection Criteria

Personnel Selection begins with a Job Analysis.

This information is used to identify the Selection Criteria, which may also be used for advertising the job role

E.g. If your Job Analysis finds that employees need to drive from site to site, your Selection Criteria will be "must have driving licence" and your job advert will reflect this

It is important for Selection Criteria to be job-related

E.g, If you only hire tall people but the job does not require height, this is unfair

This is a Personnel Selection process.

What is A. ?

• Evaluation and Validation

• Work Performance

• Payment

• Hiring or Firing

Answer explanation

Evaluation and Validation

The last step of Personnel Selection

Used to evaluate how effective your Personnel Selection was, now that you've hired the dude.

May include:

Evaluation of candidates’ reactions, in order to understand their impression of the organisation

Empirical Validation studies monitoring the quality of the selection process

Utility Assessment to see how well the selected person fits within the company

In a Personnel Selection process, what should the Evaluation and Validation stage entail?

• Candidate's evaluation of workplace

• Empirical validation of selection process

• Utility assessment

• Hiring the candidate

Answer explanation

Evaluation and Validation

The last step of Personnel Selection

Used to evaluate how effective your Personnel Selection was, now that you've hired the dude.

May include:

Evaluation of candidates’ reactions, in order to understand their impression of the organisation

Empirical Validation studies monitoring the quality of the selection process

Utility Assessment to see how well the selected person fits within the company