Chap005人力资源全英教学

Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,McGraw-Hill/Irwin 2010 The McGraw-Hill Companies,All Rights Reserved CH 6,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,McGraw-Hill/Irwin 2010 The McGraw-Hill Companies,All Rights Reserved CH 6,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,McGraw-Hill/Irwin 2010 The McGraw-Hill Companies,All Rights Reserved CH 6,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,McGraw-Hill/Irwin 2010 The McGraw-Hill Companies,All Rights Reserved CH 6,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,McGraw-Hill/Irwin 2010 The McGraw-Hill Companies,All Rights Reserved CH 6,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,McGraw-Hill/Irwin 2010 The McGraw-Hill Companies,All Rights Reserved CH 6,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,McGraw-Hill/Irwin 2010 The McGraw-Hill Companies,All Rights Reserved CH 6,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,McGraw-Hill/Irwin 2010 The McGraw-Hill Companies,All Rights Reserved CH 6,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,McGraw-Hill/Irwin 2010 The McGraw-Hill Companies,All Rights Reserved CH 6,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,McGraw-Hill/Irwin 2010 The McGraw-Hill Companies,All Rights Reserved CH 6,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,McGraw-Hill/Irwin 2010 The McGraw-Hill Companies,All Rights Reserved CH 6,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,McGraw-Hill/Irwin 2010 The McGraw-Hill Companies,All Rights Reserved CH 6,*,Human Resource Management:Gaining a Competitive Advantage,Chapter 5,Selection and Placement,Copyright 2010 by the McGraw-Hill Companies,Inc.All rights reserved.,McGraw-Hill/Irwin,Chap005人力资源全英教学共40页，您现在浏览的是第1页!,Learning Objectives,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 governments role in personnel selection decisions,particularly in the areas of constitutional law,federal laws,executive orders and judicial precedent.,List the mon methods used in selecting human resources.,Describe the degree to which each of the mon methods used in selecting human resources meets the demands of reliability,validity,generalizability,utility and legality.,6-,2,Chap005人力资源全英教学共40页，您现在浏览的是第2页!,Selection Method Standardsfor Evaluation Purposes,Reliability,Validity,Generalizability,Utility,Legality,6-,3,Chap005人力资源全英教学共40页，您现在浏览的是第3页!,Reliability,Reliability is a necessary but insufficient condition for validity.,Chap005人力资源全英教学共40页，您现在浏览的是第4页!,Criterion-Related Validity,Predictive,TIME,Test,Applicants,Measure,Performance,Of Those Hired,Measure,their,Performance,Test,Existing,Employees,6-,5,Concurrent,TIME,Chap005人力资源全英教学共40页，您现在浏览的是第5页!,Generalizability,（通用性）,Generalizability,is the degree to which the validity of a selection method established in one context extends to other contexts.,3 Contexts,include:,different situations(jobs or organizations),different samples of people,different time periods,6-,6,Chap005人力资源全英教学共40页，您现在浏览的是第6页!,Utility,（有用性）,Utility,is the degree to which information provided by selection methods enhances the effectiveness of selecting personnel.,-,Utility,is impacted by,reliability,validity,and,generalizability,.,-,Other factors,include the value of the product or service produced by the job incumbents and the cost of the test,6-,7,Chap005人力资源全英教学共40页，您现在浏览的是第7页!,Civil Rights Act of 1991,Protects individuals from discrimination based on race,color,sex,religion and national origin.,Differs from the 1964 act in three areas:,Establishes employers explicit obligation,to establish neutral-appearing selection method.,Allows a jury to decide punitive damages.,Explicitly prohibits the granting preferential treatment to minority groups.,6-,8,Chap005人力资源全英教学共40页，您现在浏览的是第8页!,Americans with Disabilities Act,Protects individuals with physical or mental disabilities(or with a history of the same).,Reasonable acmodations,are required by the organization to allow the disabled to perform essential functions of the job.,An employer need not make acmodations