The Basics of Testing and Selecting Employees

Subdecks (5)

Interpreting the test results concerning gender issues
Industrial Organizational Psychology > Human Resource Management - Gary Dessler - 15th ed. > Chapter 6 - Employee Testing and Selection > The Basics of Testing and Selecting Employees
1 card
Test takers’ Individual Rights and Test Security
Industrial Organizational Psychology > Human Resource Management - Gary Dessler - 15th ed. > Chapter 6 - Employee Testing and Selection > The Basics of Testing and Selecting Employees
5 cards
Evidence-Based HR: How to Validate a Test
Industrial Organizational Psychology > Human Resource Management - Gary Dessler - 15th ed. > Chapter 6 - Employee Testing and Selection > The Basics of Testing and Selecting Employees
7 cards
Validity
Industrial Organizational Psychology > Human Resource Management - Gary Dessler - 15th ed. > Chapter 6 - Employee Testing and Selection > The Basics of Testing and Selecting Employees
4 cards
Reliability
Industrial Organizational Psychology > Human Resource Management - Gary Dessler - 15th ed. > Chapter 6 - Employee Testing and Selection > The Basics of Testing and Selecting Employees
5 cards

Cards (26)

Bias - Evade bias or personal agenda when screening/ testing the applicants.
Utility Analysis - Prudent employers endeavor to streamline their selection processes, for instance to minimize how long it takes to fill a position.
By making better hiring decisions, it can lead to reducing training costs and increasing quality of hires.
Validity Generalization - “refers to the degree to which evidence of a measure’s validity obtained in one situation can be generalized to another situation without further study.”