人力資源雙語ch06TestingandSelectingEmployees

TestingandSelectingEmployeesChapter6Afterstudyingthischapter,youshouldbeableto:Explainwhatismeantbyreliabilityandvalidity.Listeighttestsyoucoulduseforemployeeselection,andhowyouwouldusethem.Explainthekeypointstorememberinconductingbackgroundinvestigations.Listthemaintypesofselectioninterviews.Explainandillustrateatleastsixfactorsthataffecttheusefulnessofinterviews.Explainandillustrateeachguidelineforbeingamoreeffectiveinterviewer.1.WhyCarefulSelectionisImportantOrganizationalperformancealwaysdependsinpartonsubordinateshavingtherightskillsandattributes.Recruitingandhiringemployeesiscostly.ThelegalimplicationsofincompetenthiringTheliabilityofnegligenthiring（雇傭疏忽）ofworkerswithquestionablebackgrounds2.BasicTestingConcepts2.1Validity效度（有效性、正確性、準確性）Theaccuracywithwhichatest,interview,andsoonmeasureswhatitpurportstomeasureorfulfillsthefunctionitwasdesignedtofill.

考試、面試等甄選技術真正測到的品質、特點與該方法想要測到的品質與特點的符合程度，或者與實現其測試功能的符合程度。Doesthetestactuallymeasurewhatweneedforittomeasure?Atestisusefuljustwhenitcanmeasurewhatitwasdesignedtodo.SamplePictureCardfrom

ThematicApperceptionTest

主題統覺測試Figure6–1

Howdoyouinterpretthispicture?Source:HarvardUniversityPress.Usedwithpermission.ExpectancyChartNote:ThisexpectancychartshowstherelationbetweenscoresmadeontheMinnesotaPaperFormBoardandratedsuccessofjuniordraftspersons.Example:Thosewhoscorebetween37and44havea55%chanceofbeingratedaboveaverageandthosescoringbetween57and64havea97%chance.TypesofValidityCriterionvalidity校標效度

Atypeofvaliditybasedonshowingthatscoresonthetest(predictors)arerelatedtojobperformance(criterion).基于測試中的成績與工作績效的關系的效度Aretestscoresinthisclassrelatedtostudents’knowledgeofhumanresourcemanagement?Contentvalidity內容效度

Atestthatiscontentvalidisonethatcontainsafairsampleofthetasksandskillsactuallyneededforthejobinquestion.測試針對工作中的要完成的任務和需要的技能進行。Dothetestquestionsinthiscourserelatetohumanresourcemanagementtopics?新駕照考試的內容效度令人質疑！2.2Reliability信度（穩(wěn)定性、一致性）Theconsistencyofscoresobtainedbythesamepersonwhenretestedwiththeidenticalorequivalenttests.同一個人在反復接受同樣的測試或等值形式的測試時所取得的分數的一致性。ThewaytoestimatereliabilityRetestestimate重測評估Arethetestresultsstableovertime?80fortime1and100fortime2？Equivalentformestimate復本評估信度系數大于0.9是可靠的；小于0.7則不可靠。Reliabilityisnecessarybutnotsufficientconditionforvalidity.信度是效度的必要但非充分條件。有信度的，未必是有效度的；有效度的，一定是有信度的；先看信度，后看效度。TestingProgramGuidelinesUsetestsassupplements.Validatethetests.Monitoryourtesting/selectionprogramKeepaccuraterecords.Useacertifiedpsychologist.Managetestconditions.Revalidateperiodically.Table6–13.UsingTestsatWorkMajortypesoftestsusedbyemployersBasicskillstests(45%)Drugtests(藥物濫用測試47%)Psychologicaltests(33%)functionoftestingScreenoutgoodemployeesandcandidatesScreenoutbadordishonestemployeesComputer-InteractiveTestingTypesoftestsSpecializedworksampletestsNumericalabilitytestsReadingcomprehensiontestsClericalcomparingandcheckingtestsSampleTestFigure6–4

Source:CourtesyofNYTPermissions.TypesofTests3.1Testsofcognitiveabilities認知能力測試3.1.1IntelligenceTestsTestsofgeneralintellectualabilitiesthatmeasurearangeofabilities,includingmemory,vocabulary,verbalfluency,andnumericalability.Stanford-BinetTest斯坦福-比奈測試WechslerTest韋克斯勒測試Redtest瑞文測試Pleaseaddanumberbehindeachgroupslogically.1,3,6,10，1,1,2,3,5，

21,20,18,15,Testsofcognitiveabilities認知能力測試3.1.2AptitudeTests

能力傾向測試Teststhatmeasurespecificmentalabilities,suchasinductiveanddeductivereasoning,verbalcomprehension,memory,andnumericalability.Seeanexampleinpage85:theMechanicalComprehensiontest（機械理解能力測試）AptitudeTests

能力傾向測試theAdministrativeAptitudeTest行政能力測試Schedulethefollowingfivethings.Whichoneisthebestschedulelogically?(1)gofishing;(2)findalotofearthworms;(3)borrowthefishingtoolfromfriends;(4)digpitsfortreeseedlings;(5)changetheplan.A、4－3－1－2－5B、1－4－2－3－5C、4－2－5－3－1D、3－2－1－5－43.2Testsofmotorabilities運動能力測試Teststhatmeasuremotorabilities,suchasfingerdexterity（手指靈活性）,manualdexterity（手工操作靈活性）,andreactiontime.TheCrawfordSmallPartsDexterityTes

克勞福德小零件靈巧性測試

TheMinnesotaPaperFormBoardTest

明尼蘇達紙板測試Testsofphysicalabilities身體能力測試Teststhatmeasurestaticstrength（靜態(tài)力量）,dynamicstrength（動態(tài)力量）,bodycoordination,andstamina（耐力）.3.3MeasuringPersonalityandInterestsPersonalitytests性格測試

Teststhatistomeasurebasicaspectsofanapplicant’spersonality,suchasintroversion,stability,jectivetechniques（投射方法）

McClellandProjectiveAchievement,AffiliationandAuthorityTest麥克里蘭成就、情誼和權力投射測試MeasuringPersonalityandInterestsPersonalitytests性格測試

Makeapicturestory編故事測試House-Tree-person（HTP）房、樹、人測試TheStructuredSentenceCompletion結構性完整造句TheThematicApperceptionTest主題統覺測試《心理畫外音》Innersoundswithinthepictures

看看你是哪個動物？1.你做事是個值得信賴的人嗎？2.你個性溫和嗎？3.你有活力嗎？4.你善解人意嗎？5.你獨立嗎？6.你受人愛戴嗎？7.做事認真且正直嗎？8.你富有同情心嗎？9.你有說服力嗎？10.你大膽嗎？11.你精確嗎？12.你適應能力強嗎？13.你組織能力好嗎？14.你是否積極主動？15.你害羞嗎？不是依據別人眼中的你來判斷，而是你認為你本質上是不是這樣。非常同意，比較同意,差不多,有一點同意,不同意5432116.你強勢嗎？17.你鎮(zhèn)定嗎？18.你勇于學習嗎？19.你反應快嗎？20.你外向嗎？21.你注意細節(jié)嗎？22.你愛說話嗎？23.你的協調能力好嗎？24.你勤勞嗎？25.你慷慨嗎？26.你小心翼翼嗎？27.你令人愉快嗎？28.你傳統嗎？29你親切嗎？30.你工作足夠有效率嗎？分數計算辦法：把第5、10、14、18、24、30題的分加起來就是你的“老虎”分數；把第3、6、13、20、22、29題的分加起來就是你的“孔雀”分數；

把第2、8、15、17、25、28題的分加起來就是你的“考拉”分數；把第1、7、11、16、21、26題的分加起來就是你的“貓頭鷹”分數；把第4、9、12、19、23、27題的分加起來就是你的“變色龍”分數。分析：假若你有某一項分遠遠高于其它四項，你就是典型的這種屬性假若你有某兩項分大大超過其它三項，你是這兩種動物的綜合假若你各項分數都比較接近，恭喜你，你是一個面面俱到近似完美性格的人；假若你有某一項分數特別偏低的話，想提高自己就需要在那一種動物屬性的加強上下工夫了個性分析老虎——自信，權威，決斷力高，競爭性強，胸懷大志，

企圖心強，喜冒險孔雀——熱心，樂觀，口才流暢，好交朋友，個性樂觀、表現欲強。

考拉——穩(wěn)定，敦厚，溫和善良，不好沖突，行事穩(wěn)健、平實，耐力強。貓頭鷹—傳統、保守，注重細節(jié)，條理分明，責任感強，重紀律，分析力強變色龍—在工作中調整自己的角色去適應環(huán)境，具有很好的溝通能力。

Personalitytests性格測試Temperamentsurvey氣質測試

Fourtypesoftemperamentscholerictemperament膽汁質melancholy

temperament抑郁質phlegmatic

temperament粘液質sanguinetemperament多血質Wonderlic’personalCharacteristicInventories

溫德里克個人特征盤點theBigFivePersonalityDimensions大五人格測試Extroversion外向性Emotionalstability情緒穩(wěn)定性Agreeableness愉悅性Conscientiousness盡責性Opennesstoexpress對新事物的開放性16PF卡特爾16種人格測試卡特爾十六項人格測驗美國伊利諾州立大學著名人格心理學家卡特爾經30多年的研究編制而成的。人格分解包括16種因素，全體因素的有機組合就構成了個人整體的人格特征。每一項因素對應的分值高低將會反映你在此要素上的人格表現。具體分值代表了特征突現的程度。進行此項測驗，將有助于你更深入地了解你自己。

16項人格因素樂群性、敏銳性、穩(wěn)定性、影響性、活潑性、規(guī)范性、交際性、情感性、想象性、隱秘性、自慮性、自律性、變革性、獨立性、緊張性、懷疑性示例：樂群性智慧性穩(wěn)定性影響性活潑性有恒性交際性情感性懷疑性想象性事故性憂慮性變革性獨立性自率性緊張性97547474236103546綜合16種因素的分析，在

樂群性

、憂慮性

等方面表現得比較突出；在

懷疑性、

想象性、變革性

等方面則表現為低分，在其他方面表現均比較平常。

OtherTestsInterestinventories興趣測試teststhatcomparetheperson’scurrentinterestswiththoseofothersnowinvariousoccupationssoastodeterminethepreferredoccupationfortheindividual.Itcanalsobeusedforthecareerplanning.Careerintereststest職業(yè)興趣測試（6）Careeranchortest職業(yè)錨測試（8）我的島嶼計劃請想像在長年的緊張工作和學習之后，你現在要給自己放一個長假，換個環(huán)境，到一個遠方的島嶼上度過一年的時光。度假地點將在以下6個島嶼中選擇，你希望選擇哪一個？要知道，這些島嶼相對封閉和遙遠，一旦到達，將很少有機會能和外界聯系，更換島嶼度假更是不可能。請按一、二、三的順序挑出3個島嶼。I：深思冥想的島嶼。有多處天文館、科技博覽館及圖書館。居民喜好觀察、學習，祟尚和追求真知，常有機會和來自各地的哲學家、科學家、心理學家等交換心得。S：友善親切的島嶼。居民個性溫和、友善、樂于助人，社區(qū)均自成一個密切互動的服務網絡，人們重視互助合作，重視教育，關懷他人，充滿人文氣息。我的島嶼計劃A：美麗浪漫的島嶼。充滿了美術館、音樂廳，街頭雕塑和街邊藝人，彌漫著濃厚的藝術文化氣息。居民保留了傳統的舞蹈、音樂與繪畫，許多文藝界的朋友都喜歡來這里找尋靈感。E：顯赫富庶的島嶼。居民善于企業(yè)經營和貿易，能言善道。經濟高度發(fā)展，處處是高級飯店、俱樂部、高爾夫球場。來往者多是企業(yè)家、經理人、政治家、律師等。C：現代、井然的島嶼。島上建筑十分現代化，是進步的都市形態(tài)，以完善的戶政管理、地政管理、金融管理見長。島民個性冷靜保守，處事有條不紊，善于組織規(guī)劃，細心高效。R:自然原始的島嶼。島上自然生態(tài)保持得很好，有各種野生動物。居民以手工見長，自己種植花果蔬菜、修繕房屋、打造器物、制作工具，喜歡戶外運動。我的島嶼計劃選擇同一島嶼作為首選度假目標的學生為一組交流：自己為什么選擇這個島嶼，大家有什么共同的興趣愛好。每個小組請一位同學在全班分享一下自己小組成員共同的特點，從中總結出6個類型最突出的特點?；籼m德的職業(yè)興趣理論霍蘭德將職業(yè)環(huán)境和人格以同樣的維度分為6個類型：現實型(Realistic)研究型(Investigative)藝術型(Artistic)社會型(Social)企業(yè)型(Enterprising)常規(guī)型(Conventional)一個人的職業(yè)是否成功，是否穩(wěn)定，是否順心如意，在很大程度上取決于其人格類型與職業(yè)類型之間的匹配情況。組織野營活動的時候，下列活動你最喜歡做的是：A考察周圍的地理環(huán)境B動手搭帳篷C整理安排物品D照顧體弱的同伴E設計好玩的小游戲F整個活動的籌備組織常規(guī)型C現實型R企業(yè)型E研究型I藝術型A社會型S人事OtherTestsAchievementtests成就測試Teststhatmeasurewhatapersonhasalreadylearned.

thetestsinschoolatypingtesthandwritingtests筆跡測試Graphology筆跡測試Graphology(handwritinganalysis)Assumesthathandwritingreflectsbasicpersonalitytraits.Graphology’svalidityishighlysuspect.Source:ReproducedwithpermissionfromKathrynSackhein,HandwritingAnalysisandtheEmployeeSelectionProcess(NewYork:QuorumBooks,1990),p.45.Figure6–8

HandwritingExhibitUsedbyGraphologistPersonalitytests性格測試

ProsandconsDisadvantagePersonalitytests—particularlytheprojectivetype—arethemostdifficultteststoevaluateanduse.AdvantageTestshavebeenusedsuccessfullytopredictdysfunctionaljobbehaviors(不正常工作行為）andidentifysuccessfulcandidatesforoverseasassignments.3.4ManagementassessmentcenterAsimulationinwhichmanagementcandidatesareaskedtoperformrealistictasksinhypotheticalsituationsandarescoredontheirperformance.Typicalsimulatedexercisesinclude:Thein-basket公文筐測試Leaderlessgroupdiscussion無領導小組討論Managementgames管理競賽Individualpresentations個人演講Theinterview面試Video-BasedsituationaltestingAsituationaltestcomprisedofseveralvideoscenarios,eachfollowedbyamultiplechoicequestionthatrequiresthecandidatetochoosefromamongseveralcoursesofaction.Theresultssuggestthatvideo-basedsituationaltestscanbeusefulforselectingemployees.4otherselectionmethod

4.1BackgroundInvestigationsandReferenceChecksExtentofinvestigationsandchecksReferencechecksBackgroundemploymentchecksCriminalrecordsDrivingrecordsCreditchecksReasonsforinvestigationsandchecksToverifyfactualinformationprovidedbyapplicants.Touncoverdamaginginformation.BackgroundInvestigationsandReferenceChecksSourcesofinformationforbackgroundchecks:FormeremployersCurrentsupervisorsCommercialcreditratingcompaniesWrittenreferencesEffectivenessBackgroundcheckisaninexpensiveandstraightforwardway.ReferenceCheckingForm（推薦核查表）Figure6–7

(Verifythattheapplicanthasprovidedpermissionbeforeconductingreferencechecks)CandidateName:ReferenceName: CompanyName:DatesofEmployment: (From:andTo:)Position(s)Held: SalaryHistory:ReasonforLeaving:Explainthereasonforyourcallandverifytheaboveinformationwiththesupervisor(includingthereasonforleaving)1.Pleasedescribethetypeofworkforwhichthecandidatewasresponsible.2.Howwouldyoudescribetheapplicant’srelationshipswithcoworkers,subordinates(ifapplicable),andwithsuperiors?3.Didthecandidatehaveapositiveornegativeworkattitude?Pleaseelaborate4.Howwouldyoudescribethequantityandqualityofoutputgeneratedbytheformeremployee?5.Whatwerehis/herstrengthsonthejob?6.Whatwerehis/herweaknessesonthejob?7.Whatisyouroverallassessmentofthecandidate?8.Wouldyourecommendhim/herforthisposition?Whyorwhynot?9.Wouldthisindividualbeeligibleforrehire?Whyorwhynot?Othercomments?Source:SocietyforHumanResourceManagement,?2004.MakingBackgroundChecksMoreUsefulIncludeintheapplicationformastatementforapplicantstosignexplicitlyauthorizingabackgroundcheck.Usetelephonereferencesifpossible.Bepersistentinobtaininginformation.Usereferencesprovidedbythecandidateasasourceforotherreferences.4.2PhysicalExaminationReasonsforpreemploymentmedicalexaminations:ToverifythattheapplicantmeetsthephysicalrequirementsofthepositionTodiscoveranymedicallimitationsyoushouldtakeintoaccountinplacingtheapplicant.Toestablisharecordandbaselineoftheapplicant’shealthforfutureinsuranceorcompensationclaims.ToreduceabsenteeismandaccidentsTodetectcommunicablediseasesthatmaybeunknowntotheapplicant.1.Ifapersonscoresa90onanintelligencetestononedayandscores130whenretestedonanotherday,youmightconcludethatthistestis_____.validinvalidreliableunreliableinconsistentWhichofthefollowingisanexampleofareliabletest?onethatyieldsconsistentscoreswhenapersontakestwoalternateformsofthetestonethatyieldsonescoreonatestandadifferent,butbetterscoreonthesametesttakenonadifferentoccasiononethatyieldsthesamescorefromtwodifferentpeopletakingthetestonthesameoccasiononethatyieldsdifferentscoresfromtwodifferentpeopletakingthetestondifferentoccasions3._____isusedasanestimate