FOUNDATION FOR A SELECTION PROGRAM PPT 1-3

© 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Chapter 1 - An Introduction to Selection

 FOUNDATION FOR A SELECTION PROGRAM (PPT 1-3)

 In today’s competitive business environment, managers want to increase the performance of their employees. Selection is the basis for employee performance.

 Selection programs are useful if:

 1. They develop instruments that collect job-related information from applicants. 2. This information is used appropriately.

 Part I of this text will cover: (PPT 1-4)

 1. The steps to be taken to develop a selection program  2. The various forms of job performance  3. The steps necessary to identify worker characteristics that lead to job success  4. The specific legal demands of selection (laws, executive orders, court decisions, etc.)  5. The composition of recruitment programs that will attract appropriate applicants  Definition of Selection (PPT 1-5)  The process of collecting and evaluating information about an individual in order to extend an offer of employment. Such employment could be either a first position for a new employee or a different position for a current employee  The selection process is performed under legal and environmental constraints and addresses the future interests of the organization and of the individual  Definition of Selection - Collecting & Evaluating Information (PPT 1-6)  The selection specialist must systematically collect information from applicants about

how much of the necessary characteristics each possesses:

 WRCs (Work-related characteristics)  Human attributes related to job performance, including personality  KSAs – (Knowledge, skills and abilities)  A traditional term used in HR, excluding factors such as personality (Human Resource Selection, 8e Robert Gatewood, Hubert Feild, Murray Barrick) (Instructor Manual) 1 / 4

An Introduction to Selection 2 Human Resource Selection, 8e, Gatewood © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

 Distinguish between selection and hiring.(PPT 1-7)  Selection occurs when job-related information is collected from applicants and offers of employment are given to those who possess the WRCs to do well on the job. Often, hiring occurs when a job is offered with no evaluation of the applicant’s job-related qualifications. Definition of Selection - Selection for Initial Job and Promotion

 Selection for an initial job: (PPT 1-8)

 1. Applicants are external to the organization, commonly students, graduates, or unemployed  2. Recruited through formal mechanisms  3. These produce many applicants  4. When many applicants, costs are a factor; a brief selection instrument will reduce to few  5. Remaining applicants undergo several steps  6. Decisions formalized by statistical means or input by multiple people

 Selection for Promotion: (PPT 1-9)

 1. Candidates are internal to the organization. 2. A limited number or no formal recruitment techniques are used. 3. Because the applicants are members of the organization, there is much information about them, including performance reviews, etc. 4. Often evaluation is informal, subjective. We do not agree with subjective selection decisions. Definition of Selection - Constraints and Future Interests (PPT 1-10)  Ideally, an organization makes selection decisions with a great deal of control over the

number of applicants, the information gathered and its evaluation; but:

 Great fluctuations in the market of applicants  Economic conditions  Federal (EEO) and state laws  Future interests of both parties must be considered  Definition of Selection - Is There Evidence That Selection Is Important? (PPT 1-11)  The resource-based theory of organizations holds that they can gain advantage over competitors by having and holding a valuable resource in short supply 2 / 4

An Introduction to Selection 3 Human Resource Selection, 8e, Gatewood © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

 A recent study concluded that selection and training applied to even low-skill jobs could yield returns in customer service, retention of employees, and profits  Selection and Other Human Resource Systems (PPT 1-12)  Many systems are important for employee performance, as shown in Figure 1.1  To get the maximum benefit from these HR systems, firms must design all systems so they greatly enhance employees’ work performance  Selection is more closely related to recruitment than to other HRM programs  Figure 1.1- Interaction of Selection & Other HRM Systems (PPT 1-13)  Developing a Selection Program (PPT 1-14)  The adequacy of each step shown in Figure 1.2, strongly determines the adequacy of the selection process  Job Analysis Information  Identifying Relevant Job Performance Measures  Identification of Work-Related Characteristics  Development of Selection Measures  Validation Procedures • Figure 1.2- Steps in the Development of a Selection Program (PPT 1-15)  Constraints in Developing a Selection Program (PPT 1-16)  The essence of selection is prediction, but  Limited Information on Applicants  Applicant and Organization at Cross-Purposes  Measurement of Jobs, Individuals, and Work Performance often not precise  Other Factors Affect Work Performance  Selection Research versus Selection Practice  What is Selection Doing That’s Good for the World?

 Some important areas of selection: (PPT 1-17)

 Big Data – increasingly growing and complex testing and gathering of data  The Magnitude of Demographic Group Differences and their Effects – In measuring the WRCs that applicants possess, there are consistent differences among demographic, ethnic and racial groups  The Use of Internet-Based Selection Measures 3 / 4

An Introduction to Selection 4 Human Resource Selection, 8e, Gatewood © 2017 Cengage Learning® May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website or school-approved learning management system for classroom use.

Plan of this Book (PPT 1-18)

 This book is divided into four parts:

 Part 1, Foundation for a Selection Program  Part 2, Measurement in Selection  Part 3, Selection Measures  Part 4, Using Selection Data

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