“Employee Testing” Please respond to the following:Evaluate the types of employee testing that companies may require that are discussed in the text. Determine the two tests that you consider the most important. Support your reasoning.Go to Human Metric’s Website and take the Jung Typology Test™ (sample of the Myers Briggs personality test). Next, examine your test results. Determine whether you believe this type of personality test is beneficial to an organization. Support your position.
hrm_530_week_4_supplemental_materials.docx
hrm530_w6_p2.ppt
Unformatted Attachment Preview
HRM 530, Strategic Human Resource Management
Week 4
Learning Outcome:
Formulate HRM strategies and policies to recruit, select, place, and retain the most efficient and
effective workforce.
Develop effective talent management strategies to recruit and select employees.
Video: The Legality of Pre-Employment Testing
Video: Behavioral Interview Questions and Answers – STAR Interviews
Provided by Dean Tanya Moore
Adapted by Adjunct Professor Lewis
Strategic Human Resource
Management
HRM530
Selecting Employees Who Fit
Stewart, G. & Brown, K. (2008). Human resource
management, (1st ed.). Hoboken, NJ: John Wiley & Sons.
Objectives
•
Upon completion of this lesson, you will
be able to:
– Develop effective talent management
strategies to recruit and select employees
Employee Selection
• Choosing the right people
• Fit the HR strategy
– Internal or external labor orientation
– Cost or differentiation
Aligning Talent and HR
Strategy
• Short-term generalists
– No areas of special skill or ability
– Lower compensation, work routine jobs, flexible
• Long-term generalists
– Develop skills and knowledge in specific organization
– Reduce payroll costs, reduced likelihood of
movement, reduction in expenses
• Long-term specialists
– Deep expertise
– Create and develop talent, add value
• Short-term specialists
– Short term services, quickly acquire needed
expertise, no long-term commitment
Making Strategic Selection
Decisions
• Job-based fit
– Individual abilities and interests with demands
of specific job
• Organization-based fit
– Individual characteristics match culture,
values and norms of the organization
– Individual personality, values and goals
Selection Methods
• Reliability
– Consistency
• Validity
– Relationship between assessment and job
performance
• Utility
– Cost effectiveness
• Legality
– Not break laws
• Fairness
– Fair and equitable
Check Your Understanding
Testing
•
•
•
•
•
•
Cognitive ability
Personality
Physical ability
Integrity
Drug tests
Work sample
Information Gathering
•
•
•
•
Application forms
Resumes
Biographical data
Reference checks
Interviewing
•
•
•
•
•
Most frequently used selection method
Unstructured interviews
Structured interviews
Situation interview
Behavioral interview
Selection Decisions
•
•
•
•
Predictor Weighting
Minimum cutoff
Multiple hurdles
Banding
Summary
•
•
•
•
•
•
•
Align with overall HR strategy
Short-term and long-term talent
Jobs-based and organization-based fit
5 principles of selection methods
Tests
Information gathering
Decision-making procedures
…
Purchase answer to see full
attachment
Order a plagiarism free paper now. We do not use AI. Use the code SAVE15 to get a 15% Discount
Looking for help with your ASSIGNMENT? Our paper writing service can help you achieve higher grades and meet your deadlines.
Why order from us
We offer plagiarism-free content
We don’t use AI
Confidentiality is guaranteed
We guarantee A+ quality
We offer unlimited revisions