Industrial Psychology Notes (week of 3/21)
Industrial Psychology Notes (week of 3/21) Psyc 3640
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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 applicantspreliminary assessmentsformal assessmentspreliminary predictionfinal predictionadministrative proceduresplacement 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