Human Resource
Policies, Practices, Diversity and Ethics
Selection Devices
Interviews
– Are the most frequently used selection tool.
– Carry a great deal of weight in the selection process.
– Can be biased toward those who “interview well.”
– Should be structured to ensure against distortion due to interviewers’ biases.
– Are better for assessing applied mental skills, conscientiousness, interpersonal skills, and person-organization fit of the applicant.
Written Tests
– Renewed employer interest in testing applicants for:
Intelligence: trainable to do the job?
Aptitude: could do job?
Ability: can do the job?
Interest (attitude): would/will do the job?
Integrity: trust to do the job?
– Tests must show a valid connection to job-related performance requirements.
Performance-Simulation Tests
– Based on job-related performance requirements
– Yield validities (correlation with job performance) superior to written aptitude and personality tests.
Work Sample Tests
Creating a miniature replica of a job to evaluate the performance abilities of job candidates
Assessment Centers
A set of performance-simulation tests designed to evaluate a candidate’s managerial potential
What about Ethics Training?
Argument against ethics training
– Personal values and value systems are fixed at an early age.
Arguments ...