Chapter 16
Human Resource Policies and Practices
Learning Objectives
1. Describe the value of recruitment methods.
2. Specify initial selection methods.
3. Identify the most useful substantive selection methods.
4. Compare the main types of training.
5. List the methods of performance evaluation.
6. Describe the leadership role of HR in organizations.
1. Describe the Value of Recruitment Methods
• Strategic recruiting has become a cornerstone for many companies, in which recruiting
practices are developed in alignment with long-term strategic goals.
• The most effective recruiters—internal or external—are well informed about the job,
are efficient in communicating with potential recruits, and treat recruits with
consideration and respect. They also use a variety of online tools, including job boards
and social media.
2. Specify Initial
Selection Methods
Exhibit 16-1 Model of
Selection Process in
Organizations
, 3. Identify the Most Useful Substantive Selection Methods
• Substantive Selection
–Written tests
–Performance simulation tests
–Interviews
Written Tests
–Typically tests of intelligence or cognitive ability, personality, and integrity.
–Intelligence tests are particularly good predictors for jobs that require cognitive
complexity.
–Evidence shows that these tests are good predictors, but care should be taken to use
the “right” test.
Performance-Simulation Tests
–Have higher face validity and their popularity has increased.
–Work sample tests: hands-on simulations of part or all of the job that must be
performed by applicants.
–Assessment centers: evaluate managerial potential.
–Situational judgment tests
–Realistic Job Previews
Interviews
–The most frequently used selection device.
- It carries a great deal of weight.
–Unstructured interviews are not as effective as structured ones, particularly
behavioral structured interviews.
–Panel interviews minimize the influence of individual biases and have higher validity.
Contingent Selection
–Applicants that pass the substantive selection process are ready to be hired,
contingent on final checks.
➔ A common contingent method is a drug test.
–Drug testing is controversial.
➔ Under the Americans with Disabilities Act, firms may not require
employees to pass a medical exam before a job offer is made.
Human Resource Policies and Practices
Learning Objectives
1. Describe the value of recruitment methods.
2. Specify initial selection methods.
3. Identify the most useful substantive selection methods.
4. Compare the main types of training.
5. List the methods of performance evaluation.
6. Describe the leadership role of HR in organizations.
1. Describe the Value of Recruitment Methods
• Strategic recruiting has become a cornerstone for many companies, in which recruiting
practices are developed in alignment with long-term strategic goals.
• The most effective recruiters—internal or external—are well informed about the job,
are efficient in communicating with potential recruits, and treat recruits with
consideration and respect. They also use a variety of online tools, including job boards
and social media.
2. Specify Initial
Selection Methods
Exhibit 16-1 Model of
Selection Process in
Organizations
, 3. Identify the Most Useful Substantive Selection Methods
• Substantive Selection
–Written tests
–Performance simulation tests
–Interviews
Written Tests
–Typically tests of intelligence or cognitive ability, personality, and integrity.
–Intelligence tests are particularly good predictors for jobs that require cognitive
complexity.
–Evidence shows that these tests are good predictors, but care should be taken to use
the “right” test.
Performance-Simulation Tests
–Have higher face validity and their popularity has increased.
–Work sample tests: hands-on simulations of part or all of the job that must be
performed by applicants.
–Assessment centers: evaluate managerial potential.
–Situational judgment tests
–Realistic Job Previews
Interviews
–The most frequently used selection device.
- It carries a great deal of weight.
–Unstructured interviews are not as effective as structured ones, particularly
behavioral structured interviews.
–Panel interviews minimize the influence of individual biases and have higher validity.
Contingent Selection
–Applicants that pass the substantive selection process are ready to be hired,
contingent on final checks.
➔ A common contingent method is a drug test.
–Drug testing is controversial.
➔ Under the Americans with Disabilities Act, firms may not require
employees to pass a medical exam before a job offer is made.
