Initial SelectionThe first info applications submits and are used for preliminary rough cuts to decide whether the application meets the basic qualifications for a job.-Application forms: application forms are a good initial screen and many orgs encourage applicants to apply online.-Background checks: reference checks allow employers to know how applicant did in past jobs and whether former employers would recommend hiring the person-Letters of recommendation are another form of background check. Almost all letters are positive-Employers search for candidates online through a general internet search or through social networking sites. -Employers check credit histories or criminal records. Increasingly, credit checks are being used for nonbanking jobs.-Substantive SelectionSubstantive selection: these are the heart of selection process and include written tests, performance tests, and interviews.-Characterized as discriminatory, and many org had not validated them as job related.-Applicants tend to view written tests as less valid and fair than interviews or performance tests.-Written test: aka “paper-and-pencil” tests, most are available onlinea.Chapter 17: Human Resources Policies and PracticesThursday, May 7, 20158:32 PM Org Behavioral Page 1tests.Typical written tests include:-Intelligence or cognitive ability tests: good predictors for jobs that include cognitively complex tasks1.Personality tests: predict job performance are conscientiousness and positive self-concept. Inexpensive and simple to administer2.Integrity tests: measure dependability, carefulness, responsibility and honesty3.Interest inventories4.Tests of intellectual ability, spatial and mechanical ability, perceptual accuracy, and motor ability have long proven valid predictors for many skilled, semi-skilled, and unskilled operative jobs-Work sample tests: hands-on simulations of part or all of the work that applicants for routine jobs must perform. This is widely used for hiring skilled workers: welders, machinists, carpenters, and electricians.-Assessment centers: (for work sample tests) a set of performance-simulation tests designed to evaluate a candidate’s managerial potential. Many orgs use situational judgment tests, which ask applicants how they would perform in a variety of job situations and compare their answers to those of high-performing employees.-Performance-Simulation tests: measures whether applicants perceive the measures to be accurateb.Interviews: managers should adopt a standardized set of questions, a uniform method of recording info, and standardized ratings of applicants’ qualifications. Without structure, interviews tend to favor applicants who share their attitude.c.Contingent SelectionDRUG TESTING is a common contingent method.-Under the Americans w/ Disabilities Act, firms may not require employees to pass a medical exam before a job offer is made.-Firms CAN conduct medical exams AFTER making a contingent offer – to determine whether an applicant is physically or mentally able to do the job-International Variations in Selection Processes.Selection practices differ by nation-The use of educational qualifications in screening candidates is a universal practice.-Types of TrainingBasic skills: reading comprehension, writing, and math.-Training and Development ProgramsTechnical Skills: new technology and new structural designs in the org. Orgs are also attempting to form partnerships with engineering schools to ensure their curricula meet the needs of contemporary employers.-Employees need mastery of a variety of tasks and increased knowledge of how their org operates.a.Problem-solving skills: training for managers and employees to sharpen their logic, reasoning, and problem-defining skills as well as their abilities to assess causation. -Interpersonal skills: some employees have excellent interpersonal abilities, but others require training to improve listening, communication, and team-building skills.-Civility Training: (examples of incivility: being ignored, excluded from social situations, reelection Practice-Reputation is undermined, demeaned or disparaged = reduced job performance, increased depression.) Training intervention should include: co-worker civility, respect, job satisfaction, and management trust.a.Ethics Training: supporters of ethics training says values CAN be learned and changed b. Org Behavioral Page 2Ethics Training: supporters of ethics training says values CAN be learned and changed after early childhood. If they couldn’t, the training helps employees recognize ethical dilemmas and become more aware of the ethical issues underlying their actions.b.Training MethodsInformal training: unstructured, unplanned, and easily adapted to situations and individuals for teaching skills and keeping employment current-On-the-job training: job rotation, apprenticeships, understudy assignments, and formal mentoring programs.-Off-the-job training: live classroom lectures, public seminars, self-study programs, internet courses, webinars, podcasts, and group activities that use role-plays and case studies.-Fastest-growing training medium is COMPUTER-BASED TRAINING or E-TRAINING-Positive side: increases flexibility because orgs can deliver materials anywhere. Fast and efficient.a.Negative: expensive to design self-paced online materials, employees miss the social interaction of a classroom, more susceptible to distractionsb.Evaluating EffectivenessThe effectiveness of a training program can refer to the level of student satisfaction, the amount students learn, the extent to which they transfer the material from training to their jobs or the financial return on the investments in training.-The success of training also depends on the individual.-Personality and climate are important-A training program to be effective requires not just teaching the skills but also changing the work environment to support the trainees.-What is Performance?3 major types of behavior that constitute performance at work-Task performance: performing the duties and responsibilities that contribute to the production of a good or service or to administrative tasks.1.Citizenship: actions that contribute to the psychological environment of the org, such as helping others when not required, supporting org objectives, treating co-workers with respect, making constructive suggestions, and suggestions, and saying positive things about the workplace.2.Counter-productivity: actions