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Industrial Psychology Notes (week of 3/21)

by: Courtney Luber

Industrial Psychology Notes (week of 3/21) Psyc 3640

Marketplace > Clemson University > Psychlogy > Psyc 3640 > Industrial Psychology Notes week of 3 21
Courtney Luber

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About this Document

These are the notes we covered in class on 3/21 and 3/23. Class was cancelled on 3/25.
Industrial Psychology
Eric S McKibben
Class Notes
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This 2 page Class Notes was uploaded by Courtney Luber on Friday March 25, 2016. The Class Notes belongs to Psyc 3640 at Clemson University taught by Eric S McKibben in Fall 2016. Since its upload, it has received 32 views. For similar materials see Industrial Psychology in Psychlogy at Clemson University.

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Date Created: 03/25/16
Chapter 6—Staffing Decisions 3/21/2106  Conceptual Issues in Staffing o Staffing decisions  Associated with recruiting, selecting, promoting, & separating employees  Sequential View of the Staffing Process o Identification of applicantspreliminary assessmentsformal assessmentspreliminary predictionfinal predictionadministrative proceduresplacement  Impact of Staffing Practices on Firm Performance o High performance work practices  Include use of formal job analyses, selection from within for key positions, & use of formal assessment devices for selection o Staffing practices have positive associations with firm performance  Stakeholder Goals in the Staffing Process o Line managers  Accurate & informative indicators of applicant potential  Quick & easy-to-use selection process  Flexibility and accommodation of selection procedures  Perceived validity of selection process o Co-workers  Accurate & informative indicators of applicant potential  Input into the section decision-making process  Perceived validity of selection process o Applicants  Appropriate hiring decision  Unbiased, job-related selection process that gives them a chance to demonstrate their potential  Honest and sensitive interpersonal treatment  Timely and informative feedback 3/23/2016  Staffing from International Perspective o Job descriptions used universally o Educational qualifications & application forms widely used for initial screening o Interviews & references are common post-screening techniques o Cognitive ability tests used less frequently; personality tests used more frequently  Evaluation of Staffing Outcomes o Validity: Accurateness of inferences made based on test or performance data o Validity designs  Criterion-related: does my test predict actual behavior or performance?  Content-related: am I capturing all of the measured construct (the entire domain)?  Construct-related:  Construct: an entire performance (i.e. music performance = pitch + tone + tempo); i.e. openness to experience, intelligence, etc. 3/25/2016  Selection Ratio (SR) o Index ranging from 0 to 1 that reflects the ratio of available jobs to applicants o SR = n/N  n = number of available jobs  N = number of applicants assessed  Selection Decisions o False positive  Applicant accepted but performed poorly o False negative  Applicant rejected but would have performed well o True positive  Applicant accepted & performed well o True negative  Applicant rejected & would have performed poorly  Cut score or cutoff score o Specified point in distribution of scores below which candidates are rejected o Raising cut score will result in fewer false positives but more false negatives o Strategy for determining cut score depends on situation  Establishing Cut Scores o Criterion-referenced cut score  Consider desired level of performance & find test score corresponding to that level o Norm-referenced cut score  Based on some index of test-takers’ scores rather than any notion of job performance 


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