人力资源管理(英文版).pptVIP

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 government’s role in personnel selection decisions. 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 demands of reliability, validity, generalizability, utility, and legality. 定义 The process of gathering information about applicants and then using that information to choose the most appropriate applicant. Process 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 : 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。” 普华永道招聘的五道关 60 get job offer 200:400 400:600 600:900 900 applicant Selection Method Standards for Evaluation Purposes 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。 Reliability Reliability is the degree to which a measure of physical or cognitive abilities, or traits, 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 at another time refers to test-retest reliability. 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 correlat