人力资源管理(英文版)

1、,Selection and Placement,Establish the basic scientific properties of personnel selection methods, including reliability, validity, and generalizability. Discuss how the particular characteristics of a job, organization, or applicant affect the utility of any test. Describe the governments role in p

2、ersonnel selection decisions.,Chapter,6,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Selection and Placement,List the common methods used in selecting human resources. Describe the degree to which each of the common methods used in selecting human resources meets the

3、demands of reliability, validity, generalizability, utility, and legality.,6,Chapter,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,定义,The process of gathering information about applicants and then using that information to choose the most appropriate applicant. Process

4、 of choosing individuals who have relevant qualifications to fill existing or projected job opening .从符合职位资格要求的候选人中进行选择的过程. Not hiring the person with the most qualifications but the person with the appropriate qualifications.,Person-job fit ：beginning with job description Person organization fit :

5、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,60 get job offer 200:400 400:600 600:900 900 applicant,网上递交简历,英语关 written test of English proficie

6、ncy,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),Selection Method Standards for Evaluation Purposes,Reliability 信度 Validity 效度 Generalizability Utility 效用 Legality,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,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

7、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。,Whenever a test or other measuring device is used as part of the data collection process, the validity and reliability of that test is important.,Reliability,Reliability is the degree to which a measure of physical or cognitive abilities, or traits,

8、 is free from random error. The correlation coefficient 相关系数is a measure of the degree to which two sets of numbers are related. A perfect positive relationship equals +1.0 A perfect negative relationship equals - 1.0 Knowing how scores on the measure at one time relate to scores on the same measure

9、 at another time refers to test-retest reliability.,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Validity,Validity is the extent to which performance on the measure is associated with performance on the job. Criterion-related validation is demonstrated by a correlatio

10、n coefficient that indicates a significant relationship between scores on the selection measure and job performance scores. The types include: Predictive validation 预期效度 Concurrent validation 同期效度 Content validation 内容效度,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Cr

11、iterion-Related Validity,PredictiveConcurrent,TIMETIME,Test Applicants,Measure Performance of those Hired,Measure their Performance,Test Existing Employees,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies, Inc. All rights reserved.,Content Validation,Content validation is performed by demonstrating

12、 that the items, questions, or problems posed by the test are a representative sample of the kinds of situations or problems that occur on the job. Best for small samples Content validity is achieved primarily through a process of expert judgement.,McGraw-Hill/Irwin, 2006 The McGraw-Hill Companies,

13、Inc. All rights reserved.,Content validity内容效度: consistency between the test items or problems and the kinds of situations or problems that occur on the job. 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.,Cons

14、truct validity,Construct validity is the term given to a test that measures a construct accurately and there are different types of construct validity that we should be concerned with. Three of these, concurrent validity, content validity, and predictive validity are discussed below. 某一选择程序或方法在多大程度上

15、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。,Content validity 内容有效性,Content validity is concerned with a tests ability to include or represent all of the content of a particular construct.,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。,content validity,To develop a valid test of intelligence, not only

16、 must there be questions on math, but also questions on verbal reasoning, analytical ability, and every other aspect of the construct we call intelligence. There is no easy way to determine content validity aside from expert opinion.,Concurrent Validity一致有效性,refers to a measurement devices ability t

17、o vary directly with a measure of the same construct or indirectly with a measure of an opposite construct.,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。,Predictive Validity预测有效性,In order for a test to be a valid screening device for some future behavior, it must have predictive validity. 通过确定预测

18、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。 The SAT is used by college screening committees as one way to predict college grades. The GMAT is used to predict success in business school.,Predictive validity,We determine predictive validity by computing a correlational coefficient comparing SAT scores, for exampl