人力資源雙語(yǔ)ch06 Testing and Selecting Employees

1、Prentice Hall, 2003Testing and Selecting Employees Chapter 6 Prentice Hall, 2003After studying this chapter, you should be able to:1.Explain what is meant by reliability and validity.2.List eight tests you could use for employee selection, and how you would use them.3.Explain the key points to remem

2、ber in conducting background investigations.4.List the main types of selection interviews.5.Explain and illustrate at least six factors that affect the usefulness of interviews.6.Explain and illustrate each guideline for being a more effective interviewer.Prentice Hall, 20031. Why Careful Selection

3、is ImportantOrganizational performance always depends in part on subordinates having the right skills and attributes.lRecruiting and hiring employees is costly.lThe legal implications of incompetent hiring The liability of negligent hiring（雇傭疏忽） of workers with questionable backgrounds Prentice Hall

4、, 20032.Basic Testing Concepts2.1 Validity 效度（有效性、正確性、準(zhǔn)確性）效度（有效性、正確性、準(zhǔn)確性）lThe accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill. 考試、面試等甄選技術(shù)真正測(cè)到的品質(zhì)、特點(diǎn)與該方法想要考試、面試等甄選技術(shù)真正測(cè)到的品質(zhì)、特點(diǎn)與該方法想要測(cè)到的品質(zhì)與特點(diǎn)的符合程度，或者與實(shí)現(xiàn)其測(cè)試功能的符測(cè)到的品質(zhì)與特點(diǎn)

5、的符合程度，或者與實(shí)現(xiàn)其測(cè)試功能的符合程度。合程度。Does the test actually measure what we need for it to measure?A test is useful just when it can measure what it was designed to do. Prentice Hall, 2003Sample Picture Card fromThematic Apperception Test主題統(tǒng)覺(jué)測(cè)試主題統(tǒng)覺(jué)測(cè)試Figure 61 How do you interpret this picture?Source: Harvard U

6、niversity Press. Used with permission.Prentice Hall, 2003Expectancy Chart Note: This expectancy chart shows the relation between scores made on the Minnesota Paper Form Board and rated success of junior draftspersons. Example: Those who score between 37 and 44 have a 55% chance of being rated above

7、average and those scoring between 57 and 64 have a 97% chance.Prentice Hall, 2003Types of ValidityCriterion validity 校標(biāo)效度校標(biāo)效度 lA type of validity based on showing that scores on the test (predictors) are related to job performance (criterion).基于基于測(cè)試中的成績(jī)與工作績(jī)效的關(guān)系的效度測(cè)試中的成績(jī)與工作績(jī)效的關(guān)系的效度Are test scores in

8、this class related to students knowledge of human resource management?Content validity 內(nèi)容效度內(nèi)容效度 lA test that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question.測(cè)試針對(duì)工作中的要完成的任務(wù)和需要的技能進(jìn)測(cè)試針對(duì)工作中的要完成的任務(wù)和需要的技能進(jìn)行。行。 Do the test questions in thi

9、s course relate to human resource management topics?新駕照考試的內(nèi)容效度令人質(zhì)疑！Prentice Hall, 20032.2 Reliability 信度（穩(wěn)定性、一致性）信度（穩(wěn)定性、一致性）lThe consistency of scores obtained by the same person when retested with the identical or equivalent tests.同一個(gè)人在反復(fù)接受同樣的測(cè)試或等值形式的測(cè)同一個(gè)人在反復(fù)接受同樣的測(cè)試或等值形式的測(cè)試時(shí)所取得的分?jǐn)?shù)的一致性。試時(shí)所取得的分?jǐn)?shù)的一致性。

10、 The way to estimate reliabilitylRetest estimate 重測(cè)評(píng)估重測(cè)評(píng)估Are the test results stable over time?80 for time1 and 100 for time 2？lEquivalent form estimate 復(fù)本評(píng)估復(fù)本評(píng)估l信度系數(shù)大于信度系數(shù)大于0.9是可靠的；小于是可靠的；小于0.7則不可靠。則不可靠。Prentice Hall, 2003Reliability is necessary but not sufficient condition for validity.信度是效度的必要但信

11、度是效度的必要但非充分條件。非充分條件。l有信度的，未必是有效度的；有信度的，未必是有效度的；l有效度的，一定是有信度的；有效度的，一定是有信度的；l先看信度，后看效度。先看信度，后看效度。Prentice Hall, 2003Testing Program Guidelines1.Use tests as supplements.2.Validate the tests.3.Monitor your testing/selection program4.Keep accurate records.5.Use a certified psychologist.6.Manage test con

12、ditions.7.Revalidate periodically.Table 61Prentice Hall, 20033. Using Tests at WorkMajor types of tests used by employerslBasic skills tests (45%)lDrug tests (藥物濫用測(cè)試 47%)lPsychological tests (33%)function of testinglScreen out good employees and candidateslScreen out bad or dishonest employeesComput

13、er-Interactive TestinglTypes of testsSpecialized work sample testsNumerical ability testsReading comprehension testsClerical comparing and checking testsPrentice Hall, 2003Sample TestFigure 64 Source: Courtesy of NYT Permissions.Prentice Hall, 2003Types of Tests3.1 Tests of cognitive abilities 認(rèn)知能力測(cè)

14、試認(rèn)知能力測(cè)試3.1.1 Intelligence TestsTests of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability.lStanford-Binet Test 斯坦福-比奈測(cè)試lWechsler Test 韋克斯勒測(cè)試lRed test 瑞文測(cè)試lPlease add a number behind each groups logically.1, 3, 6, 10，

15、 1, 1, 2, 3, 5， 21, 20, 18, 15,Prentice Hall, 2003Tests of cognitive abilities 認(rèn)知能力測(cè)試認(rèn)知能力測(cè)試3.1.2 Aptitude Tests 能力傾向測(cè)試能力傾向測(cè)試Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability.See an example in page 85: the Mech

16、anical Comprehension test（機(jī)械理解能力測(cè)試）Prentice Hall, 2003Aptitude Tests 能力傾向測(cè)試能力傾向測(cè)試the Administrative Aptitude Test 行政能力測(cè)試lSchedule the following five things. Which one is the best schedule logically? (1) go fishing; (2) find a lot of earthworms;(3) borrow the fishing tool from friends;(4) dig pits fo

17、r tree seedlings;(5) change the plan. A、43125B、14235C、42531D、32154Prentice Hall, 20033.2 Tests of motor abilities 運(yùn)動(dòng)能力測(cè)試運(yùn)動(dòng)能力測(cè)試Tests that measure motor abilities, such as finger dexterity（手指靈活性）（手指靈活性）, manual dexterity （手工操作靈活性）（手工操作靈活性）, and reaction time.l The Crawford Small Parts Dexterity Tes 克勞

18、福德小零件靈巧性測(cè)試克勞福德小零件靈巧性測(cè)試l The Minnesota Paper Form Board Test 明尼蘇達(dá)紙板測(cè)試明尼蘇達(dá)紙板測(cè)試Tests of physical abilities 身體能力測(cè)試身體能力測(cè)試lTests that measure static strength（靜態(tài)力量）靜態(tài)力量）, dynamic strength（動(dòng)態(tài)力量）動(dòng)態(tài)力量）, body coordination, and stamina（耐力）耐力）.Prentice Hall, 20033.3 Measuring Personality and InterestsPersonality

19、 tests 性格測(cè)試性格測(cè)試 lTests that is to measure basic aspects of an applicants personality, such as introversion, stability, and motivation. projective techniques（投（投射方法）射方法） McClelland Projective Achievement, Affiliation and Authority Test 麥克里蘭成就、情誼和權(quán)力麥克里蘭成就、情誼和權(quán)力投射測(cè)試投射測(cè)試Prentice Hall, 2003Measuring Pers

20、onality and InterestslPersonality tests 性格測(cè)試性格測(cè)試 Make a picture story 編故事測(cè)試編故事測(cè)試House-Tree-person（HTP ）房、樹(shù)、人測(cè)試房、樹(shù)、人測(cè)試The Structured Sentence Completion 結(jié)構(gòu)性完整造句結(jié)構(gòu)性完整造句The Thematic Apperception Test 主題統(tǒng)覺(jué)測(cè)試主題統(tǒng)覺(jué)測(cè)試心理畫(huà)外音心理畫(huà)外音Inner sounds within the pictures Prentice Hall, 2003看看你是哪個(gè)動(dòng)物？看看你是哪個(gè)動(dòng)物？ 1.你做事是個(gè)值得信

21、賴(lài)的人嗎？你做事是個(gè)值得信賴(lài)的人嗎？2.你個(gè)性溫和嗎？你個(gè)性溫和嗎？3.你有活力嗎？你有活力嗎？4.你善解人意嗎？你善解人意嗎？5.你獨(dú)立嗎？你獨(dú)立嗎？6.你受人愛(ài)戴嗎？你受人愛(ài)戴嗎？7.做事認(rèn)真且正直嗎？做事認(rèn)真且正直嗎？8.你富有同情心嗎？你富有同情心嗎？9.你有說(shuō)服力嗎？你有說(shuō)服力嗎？10.你大膽嗎？你大膽嗎？11.你精確嗎？你精確嗎？12.你適應(yīng)能力強(qiáng)嗎？你適應(yīng)能力強(qiáng)嗎？13.你組織能力好嗎？你組織能力好嗎？14.你是否積極主動(dòng)？你是否積極主動(dòng)？15.你害羞嗎？你害羞嗎？不是依據(jù)別人眼中的你來(lái)判斷，而是你認(rèn)為你本質(zhì)上是不是這樣。不是依據(jù)別人眼中的你來(lái)判斷，而是你認(rèn)為你本質(zhì)上是不是這樣。

22、非常同意，非常同意， 比比 較同意較同意, 差不多差不多, 有一點(diǎn)同意有一點(diǎn)同意, 不同意不同意 5 4 3 2 116.你強(qiáng)勢(shì)嗎？你強(qiáng)勢(shì)嗎？17.你鎮(zhèn)定嗎？你鎮(zhèn)定嗎？18.你勇于你勇于學(xué)習(xí)學(xué)習(xí)嗎？嗎？19.你反應(yīng)快嗎？你反應(yīng)快嗎？20.你外向嗎？你外向嗎？21.你注意你注意細(xì)節(jié)細(xì)節(jié)嗎？嗎？22.你愛(ài)說(shuō)話(huà)嗎？你愛(ài)說(shuō)話(huà)嗎？23.你的協(xié)調(diào)能力好嗎？你的協(xié)調(diào)能力好嗎？24.你勤勞嗎？你勤勞嗎？25.你慷慨嗎？你慷慨嗎？26.你小心翼翼嗎？你小心翼翼嗎？27.你令人愉快嗎？你令人愉快嗎？28.你傳統(tǒng)嗎？你傳統(tǒng)嗎？29你親切嗎？你親切嗎？30.你工作足夠有效率嗎？你工作足夠有效率嗎？Prentice H

23、all, 2003分?jǐn)?shù)計(jì)算辦法：分?jǐn)?shù)計(jì)算辦法：把第把第5、10、14、18、24、30題的分加起來(lái)就是你的題的分加起來(lái)就是你的“老虎老虎”分?jǐn)?shù)；分?jǐn)?shù)；把第把第3、6、13、20、22、29題的分加起來(lái)就是你的題的分加起來(lái)就是你的“孔雀孔雀”分?jǐn)?shù)；分?jǐn)?shù)； 把第把第2、8、15、17、25、28題的分加起來(lái)就是你的題的分加起來(lái)就是你的“考拉考拉”分?jǐn)?shù)；分?jǐn)?shù)；把第把第1、7、11、16、21、26題的分加起來(lái)就是你的題的分加起來(lái)就是你的“貓頭鷹貓頭鷹”分?jǐn)?shù)；分?jǐn)?shù)；把第把第4、9、12、19、23、27題的分加起來(lái)就是你的題的分加起來(lái)就是你的“變色龍變色龍”分?jǐn)?shù)。分?jǐn)?shù)。分析：分析：假若你有某一項(xiàng)分遠(yuǎn)遠(yuǎn)

24、高于其它四項(xiàng)，你就是典型的這種屬性假若你有某一項(xiàng)分遠(yuǎn)遠(yuǎn)高于其它四項(xiàng)，你就是典型的這種屬性假若你有某兩項(xiàng)分大大超過(guò)其它三項(xiàng)，你是這兩種動(dòng)物的綜合假若你有某兩項(xiàng)分大大超過(guò)其它三項(xiàng)，你是這兩種動(dòng)物的綜合假若你各項(xiàng)分?jǐn)?shù)都比較接近，恭喜你，你是一個(gè)面面俱到近似完美性格的人；假若你各項(xiàng)分?jǐn)?shù)都比較接近，恭喜你，你是一個(gè)面面俱到近似完美性格的人；假若你有某一項(xiàng)分?jǐn)?shù)特別偏低的話(huà)，想提高自己就需要在那一種動(dòng)物屬性的加強(qiáng)假若你有某一項(xiàng)分?jǐn)?shù)特別偏低的話(huà)，想提高自己就需要在那一種動(dòng)物屬性的加強(qiáng)上下工夫了上下工夫了 個(gè)性分析個(gè)性分析 老虎老虎自信，權(quán)威，決斷力高，競(jìng)爭(zhēng)性強(qiáng)，胸懷大志，自信，權(quán)威，決斷力高，競(jìng)爭(zhēng)性強(qiáng)，胸懷大

25、志， 企圖心強(qiáng)，喜冒險(xiǎn)企圖心強(qiáng)，喜冒險(xiǎn) 孔雀孔雀熱心，樂(lè)觀，口才流暢，好交朋友，個(gè)性樂(lè)觀、表現(xiàn)欲強(qiáng)。熱心，樂(lè)觀，口才流暢，好交朋友，個(gè)性樂(lè)觀、表現(xiàn)欲強(qiáng)。 考拉考拉穩(wěn)定，敦厚，溫和善良，不好沖突，行事穩(wěn)健、平實(shí)，耐力強(qiáng)。穩(wěn)定，敦厚，溫和善良，不好沖突，行事穩(wěn)健、平實(shí)，耐力強(qiáng)。 貓頭鷹貓頭鷹傳統(tǒng)、保守，注重細(xì)節(jié)，條理分明，責(zé)任感強(qiáng)，重紀(jì)律，分析力強(qiáng)傳統(tǒng)、保守，注重細(xì)節(jié)，條理分明，責(zé)任感強(qiáng)，重紀(jì)律，分析力強(qiáng) 變色龍變色龍?jiān)诠ぷ髦姓{(diào)整自己的角色去適應(yīng)環(huán)境，具有很好的溝通能力。在工作中調(diào)整自己的角色去適應(yīng)環(huán)境，具有很好的溝通能力。 Prentice Hall, 2003Personality tests

26、 性格測(cè)試性格測(cè)試Temperament survey 氣質(zhì)測(cè)試氣質(zhì)測(cè)試 Four types of temperamentslcholeric temperament 膽汁質(zhì)膽汁質(zhì)lmelancholy temperament 抑郁質(zhì)抑郁質(zhì) lphlegmatic temperament 粘液質(zhì)粘液質(zhì) lsanguine temperament 多血質(zhì)多血質(zhì) Wonderlic personal Characteristic Inventories 溫德里克個(gè)人特征盤(pán)點(diǎn)溫德里克個(gè)人特征盤(pán)點(diǎn) the Big Five Personality Dimensions 大五人格測(cè)試大五人格測(cè)試lEx

27、troversion 外向性外向性lEmotional stability 情緒穩(wěn)定性情緒穩(wěn)定性lAgreeableness愉悅性愉悅性lConscientiousness盡責(zé)性盡責(zé)性lOpenness to express對(duì)新事物的開(kāi)放性對(duì)新事物的開(kāi)放性16PF 卡特爾卡特爾16種人格測(cè)試種人格測(cè)試Prentice Hall, 2003卡特爾十六項(xiàng)人格測(cè)驗(yàn)美國(guó)伊利諾州立大學(xué)著名人格心理學(xué)家卡特爾經(jīng)美國(guó)伊利諾州立大學(xué)著名人格心理學(xué)家卡特爾經(jīng) 30 多年的研多年的研究編制而成的。究編制而成的。人格分解包括人格分解包括 16 種因素，全體因素的有機(jī)組合就構(gòu)成了個(gè)人種因素，全體因素的有機(jī)組合就構(gòu)成了

28、個(gè)人整體的人格特征。整體的人格特征。每一項(xiàng)因素對(duì)應(yīng)的分值高低將會(huì)反映你在此要素上的人格表現(xiàn)每一項(xiàng)因素對(duì)應(yīng)的分值高低將會(huì)反映你在此要素上的人格表現(xiàn)。具體分值代表了特征突現(xiàn)的程度。進(jìn)行此項(xiàng)測(cè)驗(yàn)，將有助于。具體分值代表了特征突現(xiàn)的程度。進(jìn)行此項(xiàng)測(cè)驗(yàn)，將有助于你更深入地了解你自己。你更深入地了解你自己。 1616項(xiàng)人格因素項(xiàng)人格因素樂(lè)群性、敏銳性、穩(wěn)定性、影響性、樂(lè)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、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、想象性、隱秘性、自慮性、自律性、變革性、獨(dú)立性、緊張性、懷疑性變革性、獨(dú)立性、緊張性、懷疑性Prentice Ha

29、ll, 2003示例示例：樂(lè)樂(lè)群群性性智智慧慧性性穩(wěn)穩(wěn)定定性性影影響響性性活活潑潑性性有有恒恒性性交交際際性性情情感感性性懷懷疑疑性性想想象象性性事事故故性性憂(yōu)憂(yōu)慮慮性性變變革革性性獨(dú)獨(dú)立立性性自自率率性性緊緊張張性性97547474236103546綜合綜合16 種因素的分析，種因素的分析， 在在 樂(lè)群性樂(lè)群性 、憂(yōu)慮性、憂(yōu)慮性 等方面表現(xiàn)得比較突出；等方面表現(xiàn)得比較突出； 在在 懷疑性、懷疑性、 想象性、變革性想象性、變革性 等方面則表現(xiàn)為低分，等方面則表現(xiàn)為低分， 在其他方面在其他方面表現(xiàn)均比較平常。表現(xiàn)均比較平常。 Prentice Hall, 2003Other TestsInter

30、est inventories 興趣測(cè)試 ltests that compare the persons current interests with those of others now in various occupations so as to determine the preferred occupation for the individual.lIt can also be used for the career planning. Career interests test 職業(yè)興趣測(cè)試（6 ）Career anchor test 職業(yè)錨測(cè)試 （8）Prentice Hal

31、l, 2003我的島嶼計(jì)劃我的島嶼計(jì)劃請(qǐng)想像在長(zhǎng)年的緊張工作和學(xué)習(xí)之后，你現(xiàn)在要給自己放一個(gè)請(qǐng)想像在長(zhǎng)年的緊張工作和學(xué)習(xí)之后，你現(xiàn)在要給自己放一個(gè)長(zhǎng)假，換個(gè)環(huán)境，到一個(gè)遠(yuǎn)方的島嶼上度過(guò)一年的時(shí)光。度假長(zhǎng)假，換個(gè)環(huán)境，到一個(gè)遠(yuǎn)方的島嶼上度過(guò)一年的時(shí)光。度假地點(diǎn)將在以下地點(diǎn)將在以下6 6個(gè)島嶼中選擇，你希望選擇哪一個(gè)？要知道，個(gè)島嶼中選擇，你希望選擇哪一個(gè)？要知道，這些島嶼相對(duì)封閉和遙遠(yuǎn)，一旦到達(dá)，將很少有機(jī)會(huì)能和外界這些島嶼相對(duì)封閉和遙遠(yuǎn)，一旦到達(dá)，將很少有機(jī)會(huì)能和外界聯(lián)系，更換島嶼度假更是不可能。請(qǐng)按一、二、三的順序挑出聯(lián)系，更換島嶼度假更是不可能。請(qǐng)按一、二、三的順序挑出3 3個(gè)島嶼。個(gè)島嶼

32、。Prentice Hall, 2003I：深思冥想的島嶼。有深思冥想的島嶼。有多處天文館、科技博覽館多處天文館、科技博覽館及圖書(shū)館。居民喜好觀察、及圖書(shū)館。居民喜好觀察、學(xué)習(xí)，祟尚和追求真知，學(xué)習(xí)，祟尚和追求真知，常有機(jī)會(huì)和來(lái)自各地的哲常有機(jī)會(huì)和來(lái)自各地的哲學(xué)家、科學(xué)家、心理學(xué)家學(xué)家、科學(xué)家、心理學(xué)家等交換心得。等交換心得。 S：友善親切的島嶼。友善親切的島嶼。居民個(gè)性溫和、友善、居民個(gè)性溫和、友善、樂(lè)于助人，社區(qū)均自樂(lè)于助人，社區(qū)均自成一個(gè)密切互動(dòng)的服成一個(gè)密切互動(dòng)的服務(wù)網(wǎng)絡(luò)，人們重視互務(wù)網(wǎng)絡(luò)，人們重視互助合作，重視教育，助合作，重視教育，關(guān)懷他人，充滿(mǎn)人文關(guān)懷他人，充滿(mǎn)人文氣息。氣息。

33、A：美麗浪漫的島嶼。美麗浪漫的島嶼。充滿(mǎn)了美術(shù)館、音樂(lè)廳，充滿(mǎn)了美術(shù)館、音樂(lè)廳，街頭雕塑和街邊藝人，街頭雕塑和街邊藝人，彌漫著濃厚的藝術(shù)文化彌漫著濃厚的藝術(shù)文化氣息。居民保留了傳統(tǒng)氣息。居民保留了傳統(tǒng)的舞蹈、音樂(lè)與繪畫(huà)，的舞蹈、音樂(lè)與繪畫(huà)，許多文藝界的朋友都喜許多文藝界的朋友都喜歡來(lái)這里找尋靈感歡來(lái)這里找尋靈感。 E：顯赫富庶的島顯赫富庶的島嶼。居民善于企業(yè)經(jīng)嶼。居民善于企業(yè)經(jīng)營(yíng)和貿(mào)易，能言善道。營(yíng)和貿(mào)易，能言善道。經(jīng)濟(jì)高度發(fā)展，處處經(jīng)濟(jì)高度發(fā)展，處處是高級(jí)飯店、俱樂(lè)部、是高級(jí)飯店、俱樂(lè)部、高爾夫球場(chǎng)。來(lái)往者高爾夫球場(chǎng)。來(lái)往者多是企業(yè)家、經(jīng)理人、多是企業(yè)家、經(jīng)理人、政治家、律師等政治家、律師等

34、。 C：現(xiàn)代、井然的島現(xiàn)代、井然的島嶼。島上建筑十分現(xiàn)嶼。島上建筑十分現(xiàn)代化，是進(jìn)步的都市代化，是進(jìn)步的都市形態(tài)，以完善的戶(hù)政形態(tài)，以完善的戶(hù)政管理、地政管理、金管理、地政管理、金融管理見(jiàn)長(zhǎng)。島民個(gè)融管理見(jiàn)長(zhǎng)。島民個(gè)性冷靜保守，處事有性冷靜保守，處事有條不紊，善于組織規(guī)條不紊，善于組織規(guī)劃，細(xì)心高效。劃，細(xì)心高效。 R:自然原始的島嶼。自然原始的島嶼。島上自然生態(tài)保持得島上自然生態(tài)保持得很好，有各種野生動(dòng)很好，有各種野生動(dòng)物。居民以手工見(jiàn)長(zhǎng)，物。居民以手工見(jiàn)長(zhǎng)，自己種植花果蔬菜、自己種植花果蔬菜、修繕?lè)课?、打造器物、修繕?lè)课?、打造器物、制作工具，喜歡戶(hù)外制作工具，喜歡戶(hù)外運(yùn)動(dòng)。運(yùn)動(dòng)。Prent

35、ice Hall, 2003我的島嶼計(jì)劃我的島嶼計(jì)劃選擇同一島嶼作為首選度假目標(biāo)的學(xué)生為一組交流：選擇同一島嶼作為首選度假目標(biāo)的學(xué)生為一組交流：自己為什么選擇這個(gè)島嶼，大家有什么共同的興趣自己為什么選擇這個(gè)島嶼，大家有什么共同的興趣愛(ài)好。愛(ài)好。每個(gè)小組請(qǐng)一位同學(xué)在全班分享一下自己小組成員每個(gè)小組請(qǐng)一位同學(xué)在全班分享一下自己小組成員共同的特點(diǎn)，從中總結(jié)出共同的特點(diǎn)，從中總結(jié)出6 6個(gè)類(lèi)型最突出的特點(diǎn)。個(gè)類(lèi)型最突出的特點(diǎn)。Prentice Hall, 2003霍蘭德的職業(yè)興趣理論霍蘭德的職業(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霍蘭德將職業(yè)環(huán)境和人格以同樣的維度分為6 6個(gè)類(lèi)型：個(gè)類(lèi)型：l

36、現(xiàn)實(shí)型現(xiàn)實(shí)型(Realistic)(Realistic)l研究型研究型(Investigative)(Investigative)l藝術(shù)型藝術(shù)型(Artistic)(Artistic)l社會(huì)型社會(huì)型(Social)(Social)l企業(yè)型企業(yè)型(Enterprising)(Enterprising)l常規(guī)型常規(guī)型(Conventional)(Conventional)一個(gè)人的職業(yè)是否成功，是否穩(wěn)定，是否順心如意，在很大一個(gè)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(lèi)型與職業(yè)類(lèi)型之間的匹配情況。程度上取決于其人格類(lèi)型與職業(yè)類(lèi)型之間的匹配情況。 Prentice Hall,

37、 2003組織野營(yíng)活動(dòng)的時(shí)候，下列組織野營(yíng)活動(dòng)的時(shí)候，下列活動(dòng)你最喜歡做的是：活動(dòng)你最喜歡做的是：lA 考察周?chē)牡乩憝h(huán)境考察周?chē)牡乩憝h(huán)境lB 動(dòng)手搭帳篷動(dòng)手搭帳篷lC 整理安排物品整理安排物品lD 照顧體弱的同伴照顧體弱的同伴lE 設(shè)計(jì)好玩的小游戲設(shè)計(jì)好玩的小游戲lF 整個(gè)活動(dòng)的籌備組織整個(gè)活動(dòng)的籌備組織常規(guī)型C現(xiàn)實(shí)型R企業(yè)型E研究型I藝術(shù)型A社會(huì)型S人事Prentice Hall, 2003Other TestsAchievement tests 成就測(cè)試 lTests that measure what a person has already learned. the tests i

38、n school a typing testhandwriting tests 筆跡測(cè)試Prentice Hall, 2003Graphology 筆跡測(cè)試筆跡測(cè)試Graphology (handwriting analysis)lAssumes that handwriting reflects basic personality traits.l Graphologys validity is highly suspect.Source: Reproduced with permission from Kathryn Sackhein, Handwriting Analysis and t

39、he Employee Selection Process (New York: Quorum Books, 1990), p. 45.Figure 68 Handwriting Exhibit Used by GraphologistPrentice Hall, 2003Personality tests 性格測(cè)試性格測(cè)試 lPros and consDisadvantagelPersonality testsparticularly the projective typeare the most difficult tests to evaluate and use.AdvantagelT

40、ests have been used successfully to predict dysfunctional job behaviors(不正常工作行為） and identify successful candidates for overseas assignments.Prentice Hall, 20033.4 Management assessment centerA simulation in which management candidates are asked to perform realistic tasks in hypothetical situations

41、and are scored on their performance.lTypical simulated exercises include:The in-basket 公文筐測(cè)試公文筐測(cè)試Leaderless group discussion 無(wú)領(lǐng)導(dǎo)小組討論無(wú)領(lǐng)導(dǎo)小組討論Management games 管理競(jìng)賽管理競(jìng)賽Individual presentations 個(gè)人演講個(gè)人演講The interview 面試面試Prentice Hall, 2003Video-Based situational testinglA situational test comprised of se

42、veral video scenarios, each followed by a multiple choice question that requires the candidate to choose from among several courses of action.lThe results suggest that video-based situational tests can be useful for selecting employees.Prentice Hall, 20034 other selection method 4.1 Background Inves

43、tigations and Reference CheckslExtent of investigations and checksReference checks Background employment checksCriminal recordsDriving records Credit checks lReasons for investigations and checksTo verify factual information provided by applicants.To uncover damaging information.Prentice Hall, 2003B

44、ackground Investigations and Reference ChecksSources of information for background checks:lFormer employerslCurrent supervisorslCommercial credit rating companieslWritten referencesEffectivenesslBack ground check is an inexpensive and straightforward way.Prentice Hall, 2003Reference Checking Form （推

45、薦核查表）Figure 67 (Verify that the applicant has provided permission before conducting reference checks)Candidate Name:Reference Name:Company Name:Dates of Employment:(From: and To:)Position (s) Held:Salary History:Reason for Leaving:Explain the reason for your call and verify the above information wit

46、h the supervisor (including the reason for leaving)1. Please describe the type of work for which the candidate was responsible.2. How would you describe the applicants relationships with coworkers, subordinates (if applicable), and with superiors?3. Did the candidate have a positive or negative work

47、 attitude? Please elaborate4. How would you describe the quantity and quality of output generated by the former employee?5. What were his/her strengths on the job?6. What were his/her weaknesses on the job?7. What is your overall assessment of the candidate?8. Would you recommend him/her for this po

48、sition? Why or why not?9. Would this individual be eligible for rehire? Why or why not?Other comments?Source: Society for Human Resource Management, 2004.Prentice Hall, 2003Making Background Checks More UsefulInclude in the application form a statement for applicants to sign explicitly authorizing a

49、 background check.Use telephone references if possible.Be persistent in obtaining information.Use references provided by the candidate as a source for other references.Prentice Hall, 20034.2 Physical ExaminationReasons for preemployment medical examinations:lTo verify that the applicant meets the ph

50、ysical requirements of the positionlTo discover any medical limitations you should take into account in placing the applicant.lTo establish a record and baseline of the applicants health for future insurance or compensation claims.lTo reduce absenteeism and accidentslTo detect communicable diseases

51、that may be unknown to the applicant.Prentice Hall, 20031. If a person scores a 90 on an intelligence test on one day and scores 130 when retested on another day, you might conclude that this test is _.a.validb.invalidc.reliabled.unreliablee.inconsistentPrentice Hall, 20032.Which of the following is an example of a reliable test?a.one that yields consistent scores when a person takes two alternate forms of the test b.one that yields one score on a test and a different, but better score on the same test taken on a different occasionc.one that yields the same score from two different people