,5,Gary Dessler Human Resource Management, 8th Edition,Chapter FiveEmployee Testing and Selection, Prentice Hall, 2000,Behavioral Objectives,Describe the overall selection process and explain why it is important.Define basic testing concepts including validityand reliability.Discuss at least four types of personnel tests.Explain the pros and cons of background investigations, reference checks, and preemploy-ment information services.,When you finish studying this chapter, you should be able to:,1,5.1人员选拔的原则,能上能下的原则,考试择优的原则,晋升唯功的原则,量才适用的原则,任人唯贤与任人唯亲,用人所长与求全责备,52我国古代的识人方法,居视其所亲,富视其所予,达视其所举,穷视其所不为,(1)李悝识人“五观”,贫视其所不取,（2）诸葛亮知人之七道,穷之以辞辨而观其变,咨之以计谋而观其识,告之以祸难而观其勇,醉之以酒而观其性,问之以是非而观其志,临之以利而观其廉,期之以事而观其信,（3）吕氏春秋的六验,乐。验其癖性爱好，不玩物丧志。,怒。验其控制能力，不失去理智。,惧。验其能否用于负责，当铮铮好汉。,哀。验其是否悲观失望，怨天尤人。,喜。验其节制能力，不得意忘形。,苦。验其是否有坚韧不拔的气度，能吃苦耐劳。,The Selection Process,Three main reasons why careful selection is important:,Your own performance always depends in part on your subordinates. Employees with the right skills and attributes will do a better job for you and the company.,It is very costly to recruit and hire employees. Search fees, training, reference checking, moving expenses all add up to many thousands of dollars.,There are many legal implications of incompetent selection. Hiring workers with criminal backgrounds, and who commit crimes in the course of their employ- ment, may expose the employer to liability.,2,Basic Testing Concepts; Validity,Test validity answers the question, “Does this test measure what its supposed to measure?”,Demonstrating criterion validity means demonstrating that those who do well on the test also do well on the job, and those who do poorly on the test do poorly on the job.,The content validity of a test is demonstrated by showing that the test constitutes a fair sample of the content of the job.,3,Basic Testing Concepts; Reliability,Reliability is a tests second important character- istic and refers to its consistency. It is “the con- sistency of scores obtained by the same person when retested with the identical tests or with an equivalent form of a test.”,4,How to Validate a Test,Step 1. Analyze the job,Step 2. Choose your tests,Step 3. Administer test,Step 4. Relate your test scores and criteria,Step5. Cross validate and revalidate,5,Testing Guidelines,Basic guidelines for setting up a testing program include:,1. Use tests as supplements. 2. Validate the tests. 3. Analyze all your current hiring and promotion standards. 4. Keep accurate records. 5. Begin your validation program now. 6. Use a certified psychologist. 7. Pay attention to test conditions.,6,Types of Tests,Tests of Cognitive AbilitiesIntelligence TestsSpecific Cognitive AbilitiesTests of Motor and Physical AbilitiesMeasuring Personality and InterestsAchievement Tests,8,Other Selection Techniques,Background Investigations and Reference Checks The Polygraph and Honesty Testing Graphology Physical Examination Drug Screening,9,Detecting Dishonesty; Some Guidelines,Ask blunt questions Listen, rather than talk Ask for a credit check Check all references Test for drugs Conduct searches,10,