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UB MGI 301 - CHPT 6 STUDENT (1)

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PowerPoint PresentationEvaluation Selection Method StandardsLegalitySlide 4InterviewsKeeping Questions LegalBehavorial InterviewSlide 8Behavorial Interview Q’sSlide 10Other Selection MethodsSlide 12Slide 13Slide 14Slide 15How An Organization is Staffed: Selection and Placement6-2Evaluation Selection Method StandardsUtilityLegality – selection methods must follow existing laws6-3LegalityCivil Rights ActProtects individuals from discrimination based on race, color, sex, religion and national originAge Discrimination in Employment ActCovers over age 40 individualsNo protection for younger workersOutlaws almost all “mandatory retirement” programsAmericans with Disabilities ActProtects individuals with physical or mental disabilities Reasonable accommodations are required by the organization to allow the disabled to perform essential functions of the job6-4Cognitive Ability TestWork SamplePersonality Assessment Selection Methods6-5InterviewsSelection interviewsdialogue initiated by one or more persons to gather information and evaluate applicant’s qualifications for positionIncrease interview effectiveness:Interviewers on the same page about the jobInterviews structured, standardized, and focused on goals oriented to skills and observable behaviorsInterviewers able to quantitatively rate interviewsInterviewers have structured note-taking system6-6Keeping Questions LegalAlways ask questions that pertain to the jobDo not ask questions related to protected classesBe careful when making small talk!6-7Behavorial InterviewBehavioral question (aka STAR or behavior-based questions) aims at learning about past “behaviors” in specific work situationsVs. future-oriented questions which ask what a person is likely to do in a hypothetical situation6-86-9Behavorial Interview Q’sTell me about a team project when you had to work with someone difficultTell me about a time you failed. How did you deal with this situation?Describe a time when you had to interact with a difficult client. How did you handle it?Describe a time when you were able to come up with new ideas that were key to the success of some activity or projectDescribe a situation in which you recognized a potential problem as an opportunity6-10Cognitive Ability TestWork SamplePersonality AssessmentSelection Methods6-11Other Selection MethodsReferences, biographical data, and applications gather background informationoWeak predictors of future job successPhysical ability tests relevant for predicting job performance, occupational injuries and disabilitiesomuscular tension, power, and enduranceocardiovascular enduranceoflexibilityobalanceocoordination6-116-12Other Selection MethodsCognitive ability test differentiates individuals based on mental vs physical capacitiesoVerbal comprehensionoQuantitative abilityoReasoning abilityWork-sample tests attempt to simulate the job in a pre-hiring context to observe how the applicant performs6-13Other Selection MethodsPersonality assessments categorize people by personality characteristics and attempt to measureoEmotional intelligenceo“Cultural fit” with department or companyoAttitudeoBehavioroLeadership style6-14Honesty TestsPolygraph Act of 1988 banned use of polygraph tests for private companies except pharmaceutical and security guard suppliersPaper-and-pencil honesty testing attempts to assess likelihood employees will steal6-14Other Selection Methods6-15Drug TestsTend to be reliable and validMajor controversies include:oInvasion of privacy?oUnreasonable search and seizure?oViolation of due process?Tests should be administered to all applicants applying for the same jobTesting more defensible with safety hazards associated with failure to performTest results should be reported to applicants, who should have an avenue to appealOther Selection


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