人力资源管理(英文版)

SelectionandPlacementEstablishthebasicscientificpropertiesofpersonnelselectionmethods,includingreliability,validity,andgeneralizability.Discusshowtheparticularcharacteristicsofajob,organization,orapplicantaffecttheutilityofanytest.Describethegovernment’sroleinpersonnelselectiondecisions.Chapter6McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.SelectionandPlacementListthecommonmethodsusedinselectinghumanresources.Describethedegreetowhicheachofthecommonmethodsusedinselectinghumanresourcesmeetsthedemandsofreliability,validity,generalizability,utility,andlegality.6ChapterMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.定义Theprocessofgatheringinformationaboutapplicantsandthenusingthatinformationtochoosethemostappropriateapplicant.Processofchoosingindividualswhohaverelevantqualificationstofillexistingorprojectedjobopening.从符合职位资格要求的候选人中进行选择的过程.Nothiringthepersonwiththemostqualificationsbutthepersonwiththeappropriatequalifications.Person-jobfit：beginningwithjobdescriptionPerson–organizationfit:人—组织匹配“我们对学生的专业没有任何限制，我们惟一关注的是他们的素质。”普华永道合伙人之一杜源申说，“我们对人才的要求是五个必备素质：优秀的英语表达能力、熟练的电脑操作能力、优秀的领导能力、团队合作精神和沟通能力。”PricewaterhouseCoopers是目前世界上最大的会计事务所，规模惊人，在全球有155，000名员工和9，000个合伙人，年收入为150亿美元。普华永道招聘的五道关60getjoboffer200:400400:600600:900900applicant网上递交简历英语关writtentestofEnglishproficiency第一轮面试self-introduction群体评估(团队合作能力和领导能力)最后一轮面试(综合素质)SelectionMethodStandardsforEvaluationPurposesReliability信度Validity效度GeneralizabilityUtility效用LegalityMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.面试的有效性和可靠性：衡量面试效率的两个重要指标面试的有效性是指面试在预测应聘者未来业绩方面成功与否的准确程度；面试的可靠性是指对不同能力的应聘者采取相同的面试方法，得出评价的客观程度。Wheneveratestorothermeasuringdeviceisusedaspartofthedatacollectionprocess,thevalidityandreliabilityofthattestisimportant.ReliabilityReliabilityisthedegreetowhichameasureofphysicalorcognitiveabilities,ortraits,isfreefromrandomerror.Thecorrelationcoefficient相关系数isameasureofthedegreetowhichtwosetsofnumbersarerelated.Aperfectpositiverelationshipequals+1.0Aperfectnegativerelationshipequals-1.0Knowinghowscoresonthemeasureatonetimerelatetoscoresonthesamemeasureatanothertimereferstotest-retestreliability.McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.ValidityValidityistheextenttowhichperformanceonthemeasureisassociatedwithperformanceonthejob.Criterion-relatedvalidationisdemonstratedbyacorrelationcoefficientthatindicatesasignificantrelationshipbetweenscoresontheselectionmeasureandjobperformancescores.Thetypesinclude:Predictivevalidation预期效度Concurrentvalidation同期效度Contentvalidation内容效度McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.Criterion-RelatedValidityPredictiveConcurrentTIMETIMETestApplicantsMeasurePerformanceofthoseHiredMeasuretheirPerformanceTestExistingEmployeesMcGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.ContentValidationContentvalidationisperformedbydemonstratingthattheitems,questions,orproblemsposedbythetestarearepresentativesampleofthekindsofsituationsorproblemsthatoccuronthejob.BestforsmallsamplesContentvalidityisachievedprimarilythroughaprocessofexpertjudgement.McGraw-Hill/Irwin©2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.Contentvalidity内容效度:consistencybetweenthetestitemsorproblemsandthekindsofsituationsorproblemsthatoccuronthejob.内容效度指测验题目对有关内容或行为范围取样的适当性。成就测验和熟练测验特别注重这种效度。例如，在成就测验中，测验题目是根据教学大纲和教材内容适当抽出的，内容效度就是判断测验题目（内容）是否符合它欲测的目标。如:一种甄选方法在内容上越接近工作实例或行为,则其内容效度就越强.ConstructvalidityConstructvalidityisthetermgiventoatestthatmeasuresaconstructaccuratelyandtherearedifferenttypesofconstructvaliditythatweshouldbeconcernedwith.Threeofthese,concurrentvalidity,contentvalidity,andpredictivevalidityarediscussedbelow.某一选择程序或方法在多大程度上能测量出工作候选人良好工作绩效的公认特征。例如某项工作要求蓝图阅读能力，在作出雇佣决策时，空间想象能力测试就是有效的。Contentvalidity内容有效性Contentvalidityisconcernedwithatest’sabilitytoincludeorrepresentallofthecontentofaparticularconstruct.某一选择程序或方法的内容，代表了工作绩效的重要方面的程度。contentvalidityTodevelopavalidtestofintelligence,notonlymusttherebequestionsonmath,butalsoquestionsonverbalreasoning,analyticalability,andeveryotheraspectoftheconstructwecallintelligence.Thereisnoeasywaytodeterminecontentvalidityasidefromexpertopinion.ConcurrentValidity一致有效性referstoameasurementdevice’sabilitytovarydirectlywithameasureofthesameconstructorindirectlywithameasureofanoppositeconstruct.通过确定预测因素对目前的员工进行测试，然后将测试分数与目前员工的工作绩效联系起来而确立的有效性。PredictiveValidity预测有效性Inorderforatesttobeavalidscreeningdeviceforsomefuturebehavior,itmusthavepredictivevalidity.通过确定预测因素，对申请者进行测试，将测试成绩与未来工作绩效联系起来而确立的有效性。TheSATisusedbycollegescreeningcommitteesasonewaytopredictcollegegrades.TheGMATisusedtopredictsuccessinbusinessschool.PredictivevalidityWedeterminepredictivevaliditybycomputingacorrelationalcoefficientcomparingSATscores,forexample,andcollegegrades.Iftheyaredirectlyrelated,thenwecanmakeapredictionregardingcollegegradesbasedonSATscore.WecanshowthatstudentswhoscorehighontheSATtendtoreceivehighgradesincollege.测量效度的方法J.W.弗伦奇和W.B.米歇贝根据测验目标把效度分为内容效度、构想效度和效标关联效度，这种分类为美国心理学会在1974年发行