Personnel Selection

In: Business and Management

Submitted By yyy00928045
Words 1172
Pages 5
Unit 3. Reliability and Validity

Emotional Intelligence Tests as Examples

What does Chapter 2 tell us?
• Accuracy of measurement—the premise of personnel assessment & selection

• Index indicating accuracy of measurement: reliabilities and validities (pp. 39-43.)
• Most reliabilities and validates are represented using correlational data (p. 44)

• The purposes of using psychological tests (p. 49): selection, placement & development
• Distinguish between self-report and performance-based assessments

Concerns about self-report assessment
1. Content validity: relevance and coverage 2. Acquiescence, tiredness, and other feelings 3. Fake answers (intentionally) 4. Social desirability (sometimes unintentionally)

Concerns about performance-based assessment
1. Time consuming, and maybe more expensive 2. Efforts to develop scoring procedures (commoners vs. outperformers )

3. Fake answers (intentionally)
4. Social desirability (sometimes unintentionally)

What is Correlation ? • Indicates both the magnitude and direction of the relationship between variables • Range is from -1.0 to +1.0

Question: What if a correlation exists between a selection method and task performance?

Consider these --- A correlation exists between:
• The number of firemen that were putting out the fire and the total amount of losses in a fire • Cigarette smokers and lower GPAs • The height of the father and that of the son • How much you can drink today and how much you can drink tomorrow

The Goal of Personnel Selection

Performance (Success) Criteria
Productivity measures, absenteeism, tardiness, turnover, absenteeism

Objective data

Subjective data

Performance ratings (e.g., supervisor, coworkers, self, subordinates, clients Assisting others, loyalty, extra work/effort, volunteering, counterproductive behaviors

Contextual data

Choose your…...

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