人力資源管理雙語(yǔ)教學(xué)課件05選拔

Chapter5

TestingandSelectingEmployeesLecturer:

Dr.LiuBoyiTeachingAims5-1Selecting5-1-1Definition5-1-2SelectionMethodStandards5-2TheSelectionProcess5-3Selectingmethods5-3-1ResumeandApplicationform5-3-2Interview5-3-3PsychologicalTesting5-3-4ManagementAssessmentCenters5-4ValidationandReliability5-4-2Reliability5-4-1ValidationofSelectionProceduresCase1:ANewPlantWhentheysetuptheirfirm’snewvehicleplant

inAlabama,DaimlerChrysler(戴米勒.克萊斯勒)executivesknewemployeescreening(篩選)wouldbecrucial.Mercedes(梅塞德斯)wasknowntheworldoverforitsstrategyofbuildingperhapstheworld’shighest-qualitycars.ButthatmeanttheAmericanshiredforthenewplantwouldneedtheskills,intelligence,andqualityorientationrequiredtofulfillMercede’squalitycommitment.Employeetestingandselectionwouldbecrucial.Case2:TheExperienceofLiHong

李宏從某名牌大學(xué)MBA畢業(yè)后，到一家跨國(guó)公司應(yīng)聘MarketingManager。他經(jīng)歷了如下過(guò)程：

“我一到公司就有一位熱情的小姐友好的將我引到一間有圓形會(huì)議桌的房間，其他應(yīng)聘者圍坐在桌子周?chē)?。不久就有外籍人士和中方代表入?chǎng)，在簡(jiǎn)短的自我介紹后，我們被要求共同將一盒積木設(shè)計(jì)成一個(gè)公園。一小時(shí)后，公園建好，他們對(duì)公園問(wèn)了幾個(gè)問(wèn)題后，要求我們完成一些心理測(cè)驗(yàn)。午飯后，我單獨(dú)參加一項(xiàng)面試，在一間小房間，考官假定我為公司的代理總經(jīng)理，要求我處理大量文件，在處理過(guò)程中，有一個(gè)客人闖進(jìn)來(lái)，并向我詢問(wèn)了幾個(gè)有關(guān)公司的問(wèn)題，將他送走之后，我才安靜的處理文件，即將處理完的時(shí)候，我接到通知說(shuō)十分鐘后要作為總經(jīng)理候選人發(fā)表演講，我必須根據(jù)這些文件內(nèi)容準(zhǔn)備5分鐘的演講。在完成所有這一切后，我的面試結(jié)束了?！?-1Selecting5-1-1SelectionPrerequisite*JobanalysesHumanresourceplanningRecruitingtheprocessofchoosingfromamongavailableapplicantstheindividualswhoaremostlikelytosuccessfullyperformajob.KeyNotes：Standards(選拔標(biāo)準(zhǔn)認(rèn)知)：能力<崗位需求：低績(jī)效能力>崗位需求：低動(dòng)機(jī)能力=崗位需求：匹配Principles(選拔原則)：能力順應(yīng)原則：入門(mén)能力能力互補(bǔ)原則：適應(yīng)能力能力發(fā)展原則：發(fā)展能力5-1-2SelectionMethodStandardsforEvaluationPurposesReliability(信度)Validity(效度)Generalizability(普遍適用性)Utility(效用)Legality(合法性)McGraw-Hill/Irwin?2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.(1)ReliabilityReliabilityisthedegreetowhichameasure(ofphysicalorcognitiveabilities,ortraits)isfreefromrandomerror(一種測(cè)試手段不受隨機(jī)誤差干擾的程度).

Thecorrelationcoefficient(相關(guān)系數(shù))

isameasureofthedegreetowhichtwosetsofnumbersarerelated.

Aperfectpositiverelationshipequals+1.0Aperfectnegativerelationshipequals-1.0Knowinghowscoresonthemeasureatonetimerelatetoscoresonthesamemeasureatanothertimereferstoretestreliability(再測(cè)信度).McGraw-Hill/Irwin?2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.(2)ValidityDefinition:McGraw-Hill/Irwin?2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.theextenttowhichperformanceonthemeasureisassociatedwithperformanceonthejob.(一個(gè)人在某種測(cè)試中所得到的測(cè)試結(jié)果與其實(shí)際工作績(jī)效之間的相關(guān)程度)RelationshipbetweenJobAnalysisandValidityCriterion-relatedvalidation(效標(biāo)關(guān)聯(lián)效度)isdemonstratedbyacorrelationcoefficientthatindicatesasignificantrelationshipbetweenscoresontheselectionmeasureandjobperformancescores.Thetypesinclude:Predictivevalidation(預(yù)測(cè)效度)Concurrentvalidation(同步效度)Contentvalidation(內(nèi)容效度)PredictiveValidityidentifyingapredictor,administeringittotheentirepoolofjobapplicants,andthenhiringpeoplewithoutregardtotheirtestrecords.Testscoresarelatercorrelatedwithjobperformancetomeasurepredictivevalidity.PredictiveValidationProcessConcurrentValidityinvolvesidentifyingacriterionpredictor,suchasatest,administeringthetesttopresentemployeesandcorrelatingthetestscoreswiththeirperformance.ConcurrentValidationProcessCriterion-RelatedValidityPredictive

ConcurrentTIME TIMETestApplicantsMeasurePerformanceofthoseHiredMeasuretheirPerformanceTestExistingEmployeesMcGraw-Hill/Irwin?2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.ContentValidationContentvalidationisperformedbydemonstratingthattheitems,questions,orproblemsposedbythetestarearepresentativesampleofthekindsofsituationsorproblemsthatoccuronthejob.BestforsmallsamplesContentvalidityisachievedprimarilythroughaprocessofexpertjudgement.McGraw-Hill/Irwin?2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.(3)GeneralizabilityGeneralizability

isthedegreetowhichthevalidityofaselectionmethodestablishedinonecontextextendstoothercontextssuchasdifferentsituations,differentsamplesofpeople,anddifferenttimeperiods(在某種背景下所確定的某種甄選方法的效度同樣適用于其他一些情況的程度).Threecontextsinclude:differentsituationsdifferentsamplesofpeopledifferenttimeperiodsMcGraw-Hill/Irwin?2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.(4)UtilityUtility

isthedegreetowhichtheinformationprovidedbyselectiontechniquesenhancestheeffectivenessofselectingpersonnelinorganizations(甄選方法所提供的信息對(duì)于強(qiáng)化企業(yè)的基本有效性所起到的作用大小)Itisimpactedbyreliability,validity,andgeneralizability.McGraw-Hill/Irwin?2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.(5)LegalityAllselectionmethodsmustconformto(遵照)existinglawsandlegalprecedents(司法判例).InUSA,threeactshaveformedthebasisforamajorityofthesuitsfiledbyjobapplicants:CivilRightsActof1964and1991

《民權(quán)法案》AgeDiscriminationinEmploymentActof1967《就業(yè)年齡歧視法》AmericanswithDisabilitiesActof1991《美國(guó)殘疾人法》McGraw-Hill/Irwin?2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.InChina,specialattentionshouldbepaidto:(1)在招聘廣告和招聘活動(dòng)中，除國(guó)家規(guī)定的特殊工種外，不能因不同的性別、民族、種族和宗教信仰而設(shè)定不同的要求。(2)對(duì)招用人員年齡的審核要特別嚴(yán)格，不滿16周歲的一律不用。因此，要對(duì)招用人員提供的身份證明認(rèn)真核實(shí)，避免應(yīng)聘人員弄虛作假，避免企業(yè)因不知情而非法使用童工遭受損失。特別要注意的是，企業(yè)發(fā)現(xiàn)招用了不滿16周歲的員工時(shí)，要立即解除勞動(dòng)合同，并且不要推薦給其他用人單位。我國(guó)法律規(guī)定，給未滿16周歲的少年、兒童介紹工作的要受到處罰。5-2TheSelectionProcess

ApplicationFormPreliminaryInterviewFormalTestingSecondorFollow-upInterviewReferenceCheckingPhysicalExaminationMakingtheFinalSelectionDecisionAptitudeTestsPsychomotorTestsJobKnowledgeTestsProficiencyTestsInterestTestsPersonalityTestsCognitiveAbilityTestsPolygraphTestsGraphologyTestsDrugandAIDSTestingGeneticTestingSelectingprocess

接見(jiàn)候選人：身體檢查:初步篩選:申請(qǐng)表和面試初步面談:面試類型甄選決策背景和推薦核查:學(xué)歷、經(jīng)歷等錄用：測(cè)試:各種測(cè)試深入面談:5-3SelectingMethodsResumeApplicationFormInterviewPsychologicalTesting(includingCognitiveAbilityTests)PsychomotorTests運(yùn)動(dòng)能力測(cè)試

(i.e.physicalabilitytests)JobKnowledgeTestsManagementAssessmentCentersBackgroundInvestigationsReferenceChecks(推薦資料核查)PolygraphTests(honestytesting)測(cè)謊儀Graphology筆記分析DrugScreening藥物測(cè)試GeneticTesting基因測(cè)試InteresttestPersonalitytestIntelligencetestAptitudetests(能力傾向測(cè)試)篩選申請(qǐng)表：EEOCRequirementsProcessingAccuracyofInformationApplicantFlowRecord篩選簡(jiǎn)歷：分析簡(jiǎn)歷結(jié)構(gòu)重點(diǎn)看客觀內(nèi)容判斷是否符合標(biāo)準(zhǔn)審查簡(jiǎn)歷的邏輯性對(duì)簡(jiǎn)歷的整體印象5-3-1ResumeandApplicationform關(guān)注與職業(yè)相關(guān)的內(nèi)容注明可疑之處核查求職者上次離職原因研究求職者職業(yè)經(jīng)歷評(píng)價(jià)求職者教育背景篩選作用：確定候選人是否符合工作所需的最低資格要求（學(xué)歷、專業(yè)、年齡）幫助判斷求職者是否具備相關(guān)經(jīng)驗(yàn)（資歷、經(jīng)驗(yàn)）對(duì)求職者潛在問(wèn)題發(fā)出警示（流動(dòng)性、空白欄、拒答）5-3-2InterviewAselectioninterviewisdefinedasadialogueinitiatedbyoneormorepersonstogatherinformationandevaluatethequalificationsofanapplicantforemployment.Theutility

ofaninterviewcanbeincreasedbythefollowingsuggestions:Interviewsshouldbestructured,standardized,andfocusedongoalsorientedtoskillsandbehaviorsthatareobservable.Askquestionsthatforcetheapplicanttodisplayjob-requiredbehaviorsorknowledge.Usemultiple,trainedinterviewerswhocanavoidpersonalbias(偏見(jiàn)).McGraw-Hill/Irwin?2006TheMcGraw-HillCompanies,Inc.Allrightsreserved.TypesofInterviewsStructured(結(jié)構(gòu)化):usespredeterminedoutlineUnstructured(非結(jié)構(gòu)化):usesopen-endedquestionsStress(壓力):putstheapplicantunderpressure(壓力面試即指情境面試)Boardorpanel(委員會(huì)或小組):twoormoreinterviewersGroup(團(tuán)體):twoormoreintervieweesStructuredInterview(結(jié)構(gòu)化面試):

questionsarespecifiedinadvanceandtheresponsesmayberatedforappropriatenessofcontent(預(yù)先設(shè)定答案內(nèi)容).

Structuredinterviewsaregenerallymorevalid(有效).Helpinexperiencedinterviewers(主持面談?wù)?toaskquestionsandconductusefulinterviews.Butitdon’talwaysleavetheflexibility(靈活性)

topursuepointsofinterestastheydevelop.Interviewerasksquestionsastheycometomind(隨機(jī)),nosetformattofollow(沒(méi)有特定次序).Panelinterview(小組面試):candidateisinterviewedsimultaneouslybyagroup(orpanel)ofinterviewers(一組面試者).Groupinterview(集體面試):

severalpersonsinterviewtheapplicantinsequence(順次面試)beforeaselectiondecisionismade.Situationalinterviews情境面試questionsfocusonthecandidate’sabilitytoprojectwhathisorherbehaviorwouldbeinagivensituation

Acustomercomesinangryandupset.Howwouldyouhandlethissituation?Adeadlineforaprojectisnearanditlookslikeyouwon’tmeetthedeadline.Howwouldyouhandlethis?Basedonyourpastworkexperience,whatisthemostsignificantactionyouhaveevertakentohelpoutaco-worker?Canyouprovideanexampleofaspecificinstancewhereyoudevelopedasalespresentationthatwashighlyeffective?Behavioralinterview(行為面試)Applicantswereaskedhowtheybehavedinthepastinsomesituation.Describeatimewhenyouwerefacedwithastressfulsituationthatdemonstratedyourcopingskills.GivemeaspecificexampleofatimewhenyouhadtoconformtoapolicywithwhichyoudidnotagreeSupposeaco-workerwasnotfollowingstandardworkprocedures.Theco-workerwasmoreexperiencedthanyouandclaimedthenewprocedurewasbetter.Wouldyouusethenewprocedure?Supposeyouweregivingasalespresentationandadifficulttechnicalquestionarosethatyoucouldnotanswer.Whatwouldyoudo?BackgroundQuestions:Whatworkexperiences,training,orotherqualificationsdoyouhaveforworkinginateamworkenvironment?Whatexperiencehaveyouhadwithdirectpoint-of-purchasesales?JobKnowledgeQuestions:Whatstepswouldyoufollowtoconductabrainstormingsession頭腦風(fēng)暴會(huì)議withagroupofemployeesonsafety?Whatfactorsshouldyouconsiderwhendevelopingatelevisionadvertisingcampaign?ProblemsinConductingInterviewsHaloeffect暈輪效應(yīng)/光圈效應(yīng)Overgeneralizing概括化SnapJudgments輕率判斷（首因效應(yīng)/尾因效應(yīng)）

NegativeEmphasis片面關(guān)注負(fù)面信息MisunderstandingtheJob不了解空缺崗位工作性質(zhì)PressuretoHire招聘壓力過(guò)大

CandidateOrder(Contrast)Error申請(qǐng)者對(duì)比效應(yīng)

InfluenceofNonverbalBehavior非語(yǔ)言行為的影響TooMuch/TooLittleTalkingLackofvalidityandreliability缺少信度與效度Legalrestrictions法律限制Conductingeffectiveinterviews:Traininterviewers培訓(xùn)面試者Planahead事先計(jì)劃Puttheapplicantatease使申請(qǐng)人輕松Factsobtainedshouldberecordedimmediatelyafterinterview及時(shí)記錄面試反應(yīng)Effectivenessofinterviewingprocessshouldbeevaluated評(píng)價(jià)面試有效性5-3-3PsychologicalTestingEmployersuseteststomeasureawiderangeofcandidateattributes,includingcognitive(mental)abilities,motorandphysicalabilities,personalityandinterests,andachievement.Psychologicaltesting：在控制的情景下，向應(yīng)試者提供一組標(biāo)準(zhǔn)化的刺激，以所引起的反應(yīng)作為代表行為的樣本，從而對(duì)其個(gè)人行為作出評(píng)價(jià)。心理測(cè)驗(yàn)是在標(biāo)準(zhǔn)情況下取出個(gè)人行為來(lái)進(jìn)行分析和描述，運(yùn)用測(cè)量手段描述和刻畫(huà)個(gè)人行為和個(gè)體差異的過(guò)程。心理測(cè)驗(yàn)不是測(cè)量整個(gè)人，而是人的某些特性。PsychologicalTestingIntelligencetests(智力測(cè)驗(yàn)),suchasIQtests,aretestsofgeneralintellectualabilitiesincludingmemory,vocabulary,verbalfluency,andnumericabilityPersonalitytests(人格測(cè)驗(yàn)),Personalityandinterestsinventoriesareusedaspredictorsofmotivationandinterpersonalskills.Personalitytestsmeasurebasicaspectsofanapplicant’spersonality.studiesconfirmthatpersonalitytestscanhelpcompanieshiremoreeffectiveworkersInterestinventories(興趣問(wèn)卷)

compareone’sinterestswiththoseofpeopleinvariousoccupationsAchievementTests(成就測(cè)驗(yàn))areameasureofwhatapersonhaslearnedPsychologicalTesting言語(yǔ)分量表1.常識(shí)2.類同3.算術(shù)4.詞匯5.理解6.數(shù)字廣度例:太陽(yáng)從哪里升起？例:蘋(píng)果和香蕉的共同之處？例:買(mǎi)米1.8元/斤，10元可買(mǎi)多少？剩多少錢(qián)？例：傘是什么意思？什么是傘？例:檢到一封信，怎么辦？例:85148237韋氏智力量表的構(gòu)成和內(nèi)容AptitudetestsandPsychomotortests

TestsofMotorandPhysicalAbilities:measurefingerdexterity(靈巧),strength,manual(手的)dexterity,andreactiontime

PurduePegboard(小頂板)TestHandToolDexterity(熟練)

TestPersonalitytests—particularlytheprojectivetypearethemostdifficulttoevaluateanduse意志力測(cè)試量表具有堅(jiān)強(qiáng)意志和頑強(qiáng)毅力是事業(yè)成功的重要心理?xiàng)l件?？v觀古今，那些具有輝煌人生記錄的人都具有超常的意志力。在競(jìng)爭(zhēng)激烈、變化萬(wàn)千的今天，具有優(yōu)秀的意志品質(zhì)顯得尤其重要。你的意志力如何？做做下面的題目可以大體了解自己的意志力。試題共26道，每道試題有5種答案：A、完全符合B、比較符合C、有時(shí)符合D、不太符合E、完全不符合1.我每天都堅(jiān)持跑步、打太極拳、做氣功或散步等體育活動(dòng)。2.我給自己訂的計(jì)劃，常常因?yàn)橹饔^原因不能如期完成。3.如沒(méi)有特殊原因，我每天都按時(shí)起床，從不睡懶覺(jué)。4.我的作息沒(méi)有什么規(guī)律性，經(jīng)常隨自己的情緒和興致而變化。5.我信奉“凡事不干則已，干必成”的格言，并身體力行。6.我認(rèn)為做事情不必太認(rèn)真，做得成就做，做不成拉倒。7.我做一件事的積極性，主要取決于這件事的重要性，即該不該做，而不在于這件事的興趣，即不在于想不想做。8.晚間我躺在床上，有時(shí)下決心第二天要干一件重要事情，但到第二天這種勁頭又消失了。9.當(dāng)學(xué)習(xí)和娛樂(lè)發(fā)生沖突時(shí)，即使這種娛樂(lè)很有吸引力，我也會(huì)馬上決定去學(xué)習(xí)。10.我常常因?yàn)樽x引人入勝的小說(shuō)或看精彩電視而不能按時(shí)入睡。11.我下決心辦成的事情，不論遇到什么困難，都堅(jiān)持下去。12.在學(xué)習(xí)和工作中遇到困難，我先想到的是問(wèn)問(wèn)別人有什么辦法。13.我能長(zhǎng)時(shí)間做一件很需要而枯燥無(wú)味的工作。14.我的興趣多變，做事情常常是“這山望著那山高”。15.我決定做一件事時(shí)，常常說(shuō)干就干，決不拖拉或讓它落空。16.我辦事喜易怕難，愛(ài)揀容易的做，難的能拖就拖，能推則推17.對(duì)于別人的意見(jiàn)，我從不盲從，總喜歡分析、鑒別一下。18.凡是比我能干的人，我不太懷疑他的看法。19.遇事我喜歡自己拿主意，當(dāng)然也不排斥聽(tīng)取別人的建議。20.遇到復(fù)雜的情況，我常常舉棋不定，許久不能做出決斷。21.我喜歡做從來(lái)沒(méi)做過(guò)的事情，不怕一個(gè)人獨(dú)立負(fù)責(zé)重要工作。22.我生性膽怯，沒(méi)有十二分把握的事情，我從來(lái)不敢去做。23.我和同事、朋友、家人相處很有克制力，從不無(wú)故亂發(fā)脾氣。24.在和別人爭(zhēng)吵時(shí)，總愛(ài)說(shuō)一些過(guò)頭話，甚至大吵大鬧；盡管事后感到后悔，但事頭上總也忍不住。25.我深信“有志者事竟成”的信條。26.我相信機(jī)遇，我認(rèn)為機(jī)遇的作用超過(guò)個(gè)人的努力?！兑庵玖y(cè)試量表》評(píng)分辦法序號(hào)為單數(shù)的題目，A、B、C、D、E依次為5、4、3、2、1分序號(hào)為雙數(shù)的題目，A、B、C、D、E依次為1、2、3、4、5分將各題得分加起來(lái)，用總分對(duì)照下面的標(biāo)準(zhǔn)，就可知道自己的意志力情況了。110分以上，意志很堅(jiān)強(qiáng)；91分—110分，意志比較堅(jiān)強(qiáng)；71分—90分，意志一般；51分—70分，意志比較薄弱；50分以下，意志很薄弱。5-3-4Work-sampleTestsWorksampletechniqueisatestingmethodbasedonmeasuringperformanceonactualbasicjobtask.Advantageshardlytofakeanswer難以偽裝

Morerelevanttothejob與工作高度相關(guān)Notforprivacy真實(shí)Moreeffect有效5-3-5ManagementAssessmentCenters

Asituationinwhichmanagementcandidatestaketests(areasked)tomakedecisionsinsimulatedsituationsandarescoredontheirperformance.Laststwoorthreedaysandinvolves10to12managementcandidatesperformingrealisticmanagementtasksundertheobservationofexpertappraisers;eachcandidate’smanagementpotentialistherebyassessedorappraised.Canbeexpensivetooperate.ManagementAssessmentCentersThein-basket(文件筐):Thecandidateisfacedwithanaccumulationofreports,memos,notesofincomingphonecalls,letters,andothermaterials.Theleaderlessgroupdiscussion(無(wú)領(lǐng)導(dǎo)小組討論):Aleaderlessgroupisgivenadiscussionquestionandtoldtoarriveatagroupdecision.Theratersthenevaluateeachgroupmember’sinterpersonalskills,acceptancebythegroup(群體支持度),leadershipability,andindividualinfluence.Individualpresentations(個(gè)人演講):Aparticipant’scommunicationskills(溝通技能)andpersuasiveness(說(shuō)服力)areevaluatedbyhavingthepersonmakeanoralpresentationonanassignedtopic(特定主題)。ManagementAssessmentCenters目標(biāo)內(nèi)容：語(yǔ)言表達(dá)測(cè)試（演講/溝通/介紹/說(shuō)服）組織能力測(cè)試（會(huì)議主持/部門(mén)協(xié)調(diào)/團(tuán)隊(duì)管理）事務(wù)處理能力測(cè)試（公文處理/沖突處理/行政工作處理）觀