UB MGI 301 - CHPT 6 STUDENT (1) (15 pages)

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CHPT 6 STUDENT (1)



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CHPT 6 STUDENT (1)

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Pages:
15
School:
University at Buffalo, The State University of New York
Course:
Mgi 301 - Human Resources Mgt
Unformatted text preview:

How An Organization is Staffed Selection and Placement Evaluation Selection Method Standards Utility Legality selection methods must follow existing laws 6 2 Legality Civil Rights Act Protects individuals from discrimination based on race color sex religion and national origin Age Discrimination in Employment Act Covers over age 40 individuals No protection for younger workers Outlaws almost all mandatory retirement programs Americans 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 job 6 3 Selection Methods Work Sample Personality Assessment Cognitive Ability Test 6 4 Interviews Selection interviews dialogue initiated by one or more persons to gather information and evaluate applicant s qualifications for position Increase 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 system 6 5 Keeping 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 6 Behavorial Interview Behavioral question aka STAR or behaviorbased 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 situation 6 7 6 8 Behavorial 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 opportunity 6 9 Selection Methods Work Sample Personality Assessment Cognitive Ability Test 6 10 Other Selection Methods References biographical data and applications gather background information o Weak predictors of future job success Physical ability tests relevant for predicting job performance occupational injuries and disabilities o o o o o muscular tension power and endurance cardiovascular endurance flexibility balance coordination 6 11 Other Selection Methods Cognitive ability test differentiates individuals based on mental vs physical capacities o Verbal comprehension o Quantitative ability o Reasoning ability Work sample tests attempt to simulate the job in a pre hiring context to observe how the applicant performs 6 12 Other Selection Methods Personality assessments categorize people by personality characteristics and attempt to measure o o o o o Emotional intelligence Cultural fit with department or company Attitude Behavior Leadership style 6 13 Other Selection Methods Honesty 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 steal 6 14 Other Selection Methods Drug Tests Tend to be reliable and valid Major controversies include o Invasion of privacy o Unreasonable search and seizure o Violation 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 appeal 6 15


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