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Predictors and Selection in Human Resources: Tests, Validity, and Training - Prof. F. Adai, Study notes of Psychology

The role of predictors in human resources, including tests used for selection and prediction, types of predictors such as cognitive ability, psychomotor, personality, and integrity tests, and validation methods for predictor effectiveness. The text also covers training methods and organizational psychology, focusing on motivation theories and applications.

Typology: Study notes

2011/2012

Uploaded on 05/06/2012

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CHAPTER 6
Predictors serve as subs for criteria- also used to forecast criteria
Test-a systematic way to observe behavior and describing it w numerical scales or
fixed categories
Job analysis- starting point for creating tests or predictors
Several types of tests
-speed test= composed of relatively easy items w a short time limit-
complete as many as possible
-power test- more difficult items w long or no time limit
-Individual test- costly, avoided on lower levels
group test- cost effective, more conducive to employee selection
paper and pencil test- mark responses
performance test- manipulation of an object or equipment
validity coefficient- a correlation that serves as an index of the relationship
between predictors and criterion, used as evidence that a particular test is a valid
predictor
TYPES of predictors
Cognitive ability- also called intelligence tests, two types
-General cognitive ability- general intelligence test
-Specific cognitive ability- predicts specific abilities
ex. Mechanical ability, special ability, clerical ability,
emotional intelligence
Psychomotor tests- speed and accuracy of motor sensory coordination
-Purdue pegboard- measures specific movement
-hearing and vision tests
Personality tests- numbers are assigned to characteristics
-most commonly self report like personality inventory
-OCEAN-openness to experience, conscientiousness, extraversion,
agreeableness, and neuroticism
Integrity test
-Overt integrity- attitudes toward theft or self admission of theft
-Personality type integrity – measures personality types believed to
predict counterproductive behavior
Work samples- attempt to duplicate performance criteria measures and use
them as predictors (mini replica of the job)
-Situational judgment tests- vignettes for candidates to choose best
alternative (retail me quiz)
Assessment centers- method in which raters are used to evaluate applicants
or incumbents on a standardized set of predictors
In basket- an individual test where and employee is asked to act as manager
to asses their responses to managerial situations
Leaderless Group Discussion- a group exercise designed to tap managerial
attributes
Biographical Information- personal history
Collected in two ways, application blank and Bio-data
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CHAPTER 6

Predictors serve as subs for criteria- also used to forecast criteria Test -a systematic way to observe behavior and describing it w numerical scales or fixed categories Job analysis - starting point for creating tests or predictors Several types of tests

  • speed test= composed of relatively easy items w a short time limit- complete as many as possible
  • power test- more difficult items w long or no time limit
  • Individual test- costly, avoided on lower levels group test- cost effective, more conducive to employee selection paper and pencil test- mark responses performance test- manipulation of an object or equipment validity coefficient- a correlation that serves as an index of the relationship between predictors and criterion, used as evidence that a particular test is a valid predictor TYPES of predictors Cognitive ability- also called intelligence tests, two types
  • General cognitive ability- general intelligence test
  • Specific cognitive ability- predicts specific abilities ex. Mechanical ability, special ability, clerical ability, emotional intelligence Psychomotor tests- speed and accuracy of motor sensory coordination -Purdue pegboard- measures specific movement -hearing and vision tests Personality tests- numbers are assigned to characteristics -most commonly self report like personality inventory -OCEAN-openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism Integrity test -Overt integrity- attitudes toward theft or self admission of theft -Personality type integrity – measures personality types believed to predict counterproductive behavior Work samples- attempt to duplicate performance criteria measures and use them as predictors (mini replica of the job)
  • Situational judgment tests- vignettes for candidates to choose best alternative (retail me quiz) Assessment centers- method in which raters are used to evaluate applicants or incumbents on a standardized set of predictors In basket- an individual test where and employee is asked to act as manager to asses their responses to managerial situations Leaderless Group Discussion- a group exercise designed to tap managerial attributes Biographical Information- personal history Collected in two ways, application blank and Bio-data

Interviews- oral questionnaire Structured or unstructured

CHAPTER 7

Selection battery- a set of predictors used to make hiring decisions First step is job analysis-from which we get a description and specifications Correlation ( r) describes the relationship between predictor and criteria ( r2) describes variance between how much criteria is accounted for by predictor Recruitment- process to gain applicants -selection process effectiveness depends on applicant pool SELECTION Validation study to determine validity coefficients Predictive Validation- looks at predictors in relation to future performance -gather predictor info -hire applicants not from the predictor battery -gather performance info (several months) -compute validity coeeficient- can be done for both the battery as a whole and particular criterion Concurrent Validation- incumbents (already hired) instead of applicants -data on predicators and criteria -validity coefficient computed Cross Validation- to better estimate validity across samples Validity shrinkage- validity coefficient for initial battery will always be higher that that of a second sample with the same battery Validity Generalization- a statistical approach to show that validity shrinkage is false, Situational specificities- the belief that test validities are specific to particular situations APPROACHES TO SELECTION Multiple cutoffs- person must score a minimum on each test- scoring well on one doesn’t make up for a low score on another Multiple hurdle- one cannot compensate for another, but predictors are ordered and one must be passed before moving to the next (like video games) Multiple regression- allows prediction for how well a predictors forecasts performance criteria -generate regression equation -apply prediction scheme to applicant data to decide selection -rank order applicants accruing to predicted criterion scores USEFULNESS OF SELECTION Utility- degree to which a selection battery is useful and cost efficient Decision accuracy- maximize hits and correct rejections for ultimate utility Validity- maximize hit and correct rejections while minimizing misses and false alarms Base rate- % of current employees who are successful Selection ratio- # of opening / #of applicants LEGAL ISSUES

COGNITIVE CHOICE THEORIES

Equity theory- ratio of what we put in to what we get out vs others input/reward -people want equity -inequility causes tension -people want to reduce tension -greater the inequality, greater motivation to reduce tension equity sensitivity- people feel differently about over/under rewards Expectancy theory

- VIE- valnce-insturmentality-expectancy  peoples behaviors result from conscious choices amoung alternatives with repect to VIE Expectancy- belief about potential achievement when exerting effort Instrumentality- perceived relationship between performance and likelihood of certain outcome Valence- expected evel of satisfaction to be derived from the same outcome Self regulation theories- focus on volition instead of needs based motivation Goal setting theory-most successful motivation theory! - goals direct our attention to a task -goals mobilize on=task effort -goals enable us to be persistent -goals help us facilitate strategies that can be used at a higher cognitive level to move toward their atteinmant Social cognitive Theory- -self observation -self evaluation -self reactions  self efficacy expectations- perceptions of ones ability to compete a task or attain a goal

  • control theory- negative feedback discrepancy with a goal-people strive to eliminate the discrepancy APPLICATIONS OF MOTIVATIONAL THEORIES Organizational behavior management- ABC model-application of principles of behavioral psychology to the study and control of behavior in an org a-antecedents b-behaviors c-consequences Goal sett