人力資源雙語(yǔ)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(zhǔn)確性）Theaccuracywithwhichatest,interview,andsoonmeasureswhatitpurportstomeasureorfulfillsthefunctionitwasdesignedtofill.

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)試功能的符合程度。Doesthetestactuallymeasurewhatweneedforittomeasure?Atestisusefuljustwhenitcanmeasurewhatitwasdesignedtodo.SamplePictureCardfrom

ThematicApperceptionTest

主題統(tǒng)覺(jué)測(cè)試Figure6–1

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

Atypeofvaliditybasedonshowingthatscoresonthetest(predictors)arerelatedtojobperformance(criterion).基于測(cè)試中的成績(jī)與工作績(jī)效的關(guān)系的效度Aretestscoresinthisclassrelatedtostudents’knowledgeofhumanresourcemanagement?Contentvalidity內(nèi)容效度

Atestthatiscontentvalidisonethatcontainsafairsampleofthetasksandskillsactuallyneededforthejobinquestion.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。Dothetestquestionsinthiscourserelatetohumanresourcemanagementtopics?新駕照考試的內(nèi)容效度令人質(zhì)疑！2.2Reliability信度（穩(wěn)定性、一致性）Theconsistencyofscoresobtainedbythesamepersonwhenretestedwiththeidenticalorequivalenttests.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。ThewaytoestimatereliabilityRetestestimate重測(cè)評(píng)估Arethetestresultsstableovertime?80fortime1and100fortime2？Equivalentformestimate復(fù)本評(píng)估信度系數(shù)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(cè)試47%)Psychologicaltests(33%)functionoftestingScreenoutgoodemployeesandcandidatesScreenoutbadordishonestemployeesComputer-InteractiveTestingTypesoftestsSpecializedworksampletestsNumericalabilitytestsReadingcomprehensiontestsClericalcomparingandcheckingtestsSampleTestFigure6–4

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

21,20,18,15,Testsofcognitiveabilities認(rèn)知能力測(cè)試3.1.2AptitudeTests

能力傾向測(cè)試Teststhatmeasurespecificmentalabilities,suchasinductiveanddeductivereasoning,verbalcomprehension,memory,andnumericalability.Seeanexampleinpage85:theMechanicalComprehensiontest（機(jī)械理解能力測(cè)試）AptitudeTests

能力傾向測(cè)試theAdministrativeAptitudeTest行政能力測(cè)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(yùn)動(dòng)能力測(cè)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(cè)試

TheMinnesotaPaperFormBoardTest

明尼蘇達(dá)紙板測(cè)試Testsofphysicalabilities身體能力測(cè)試Teststhatmeasurestaticstrength（靜態(tài)力量）,dynamicstrength（動(dòng)態(tài)力量）,bodycoordination,andstamina（耐力）.3.3MeasuringPersonalityandInterestsPersonalitytests性格測(cè)試

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

McClellandProjectiveAchievement,AffiliationandAuthorityTest麥克里蘭成就、情誼和權(quán)力投射測(cè)試MeasuringPersonalityandInterestsPersonalitytests性格測(cè)試

Makeapicturestory編故事測(cè)試House-Tree-person（HTP）房、樹、人測(cè)試TheStructuredSentenceCompletion結(jié)構(gòu)性完整造句TheThematicApperceptionTest主題統(tǒng)覺(jué)測(cè)試《心理畫外音》Innersoundswithinthepictures

看看你是哪個(gè)動(dòng)物？1.你做事是個(gè)值得信賴的人嗎？2.你個(gè)性溫和嗎？3.你有活力嗎？4.你善解人意嗎？5.你獨(dú)立嗎？6.你受人愛(ài)戴嗎？7.做事認(rèn)真且正直嗎？8.你富有同情心嗎？9.你有說(shuō)服力嗎？10.你大膽嗎？11.你精確嗎？12.你適應(yīng)能力強(qiáng)嗎？13.你組織能力好嗎？14.你是否積極主動(dòng)？15.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。非常同意，比較同意,差不多,有一點(diǎn)同意,不同意5432116.你強(qiáng)勢(shì)嗎？17.你鎮(zhèn)定嗎？18.你勇于學(xué)習(xí)嗎？19.你反應(yīng)快嗎？20.你外向嗎？21.你注意細(xì)節(jié)嗎？22.你愛(ài)說(shuō)話嗎？23.你的協(xié)調(diào)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(tǒng)嗎？29你親切嗎？30.你工作足夠有效率嗎？分?jǐn)?shù)計(jì)算辦法：把第5、10、14、18、24、30題的分加起來(lái)就是你的“老虎”分?jǐn)?shù)；把第3、6、13、20、22、29題的分加起來(lái)就是你的“孔雀”分?jǐn)?shù)；

把第2、8、15、17、25、28題的分加起來(lái)就是你的“考拉”分?jǐn)?shù)；把第1、7、11、16、21、26題的分加起來(lái)就是你的“貓頭鷹”分?jǐn)?shù)；把第4、9、12、19、23、27題的分加起來(lái)就是你的“變色龍”分?jǐn)?shù)。分析：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，想提高自己就需要在那一種動(dòng)物屬性的加強(qiáng)上下工夫了個(gè)性分析老虎——自信，權(quán)威，決斷力高，競(jìng)爭(zhēng)性強(qiáng)，胸懷大志，

企圖心強(qiáng)，喜冒險(xiǎn)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)。

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)。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)變色龍—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。

Personalitytests性格測(cè)試Temperamentsurvey氣質(zhì)測(cè)試

Fourtypesoftemperamentscholerictemperament膽汁質(zhì)melancholy

temperament抑郁質(zhì)phlegmatic

temperament粘液質(zhì)sanguinetemperament多血質(zhì)Wonderlic’personalCharacteristicInventories

溫德里克個(gè)人特征盤點(diǎn)theBigFivePersonalityDimensions大五人格測(cè)試Extroversion外向性Emotionalstability情緒穩(wěn)定性Agreeableness愉悅性Conscientiousness盡責(zé)性O(shè)pennesstoexpress對(duì)新事物的開放性16PF卡特爾16種人格測(cè)試卡特爾十六項(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)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(jī)組合就構(gòu)成了個(gè)人整體的人格特征。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)。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。

16項(xiàng)人格因素樂(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、想象性、隱秘性、自慮性、自律性、變革性、獨(dú)立性、緊張性、懷疑性示例：樂(lè)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(dú)立性自率性緊張性97547474236103546綜合16種因素的分析，在

樂(lè)群性

、憂慮性

等方面表現(xiàn)得比較突出；在

懷疑性、

想象性、變革性

等方面則表現(xiàn)為低分，在其他方面表現(xiàn)均比較平常。

OtherTestsInterestinventories興趣測(cè)試teststhatcomparetheperson’scurrentinterestswiththoseofothersnowinvariousoccupationssoastodeterminethepreferredoccupationfortheindividual.Itcanalsobeusedforthecareerplanning.Careerintereststest職業(yè)興趣測(cè)試（6）Careeranchortest職業(yè)錨測(cè)試（8）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)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6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個(gè)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(xué)習(xí)，祟尚和追求真知，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)家等交換心得。S：友善親切的島嶼。居民個(gè)性溫和、友善、樂(lè)于助人，社區(qū)均自成一個(gè)密切互動(dòng)的服務(wù)網(wǎng)絡(luò)，人們重視互助合作，重視教育，關(guān)懷他人，充滿人文氣息。我的島嶼計(jì)劃A：美麗浪漫的島嶼。充滿了美術(shù)館、音樂(lè)廳，街頭雕塑和街邊藝人，彌漫著濃厚的藝術(shù)文化氣息。居民保留了傳統(tǒng)的舞蹈、音樂(lè)與繪畫，許多文藝界的朋友都喜歡來(lái)這里找尋靈感。E：顯赫富庶的島嶼。居民善于企業(yè)經(jīng)營(yíng)和貿(mào)易，能言善道。經(jīng)濟(jì)高度發(fā)展，處處是高級(jí)飯店、俱樂(lè)部、高爾夫球場(chǎng)。來(lái)往者多是企業(yè)家、經(jīng)理人、政治家、律師等。C：現(xiàn)代、井然的島嶼。島上建筑十分現(xiàn)代化，是進(jìn)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(zhǎng)。島民個(gè)性冷靜保守，處事有條不紊，善于組織規(guī)劃，細(xì)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(dòng)物。居民以手工見長(zhǎng)，自己種植花果蔬菜、修繕?lè)课荨⒋蛟炱魑?、制作工具，喜歡戶外運(yùn)動(dòng)。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：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。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6個(gè)類型最突出的特點(diǎn)?；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(gè)類型：現(xiàn)實(shí)型(Realistic)研究型(Investigative)藝術(shù)型(Artistic)社會(huì)型(Social)企業(yè)型(Enterprising)常規(guī)型(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(yíng)活動(dòng)的時(shí)候，下列活動(dòng)你最喜歡做的是：A考察周圍的地理環(huán)境B動(dòng)手搭帳篷C整理安排物品D照顧體弱的同伴E設(shè)計(jì)好玩的小游戲F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OtherTestsAchievementtests成就測(cè)試Teststhatmeasurewhatapersonhasalreadylearned.

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

HandwritingExhibitUsedbyGraphologistPersonalitytests性格測(cè)試

ProsandconsDisadvantagePersonalitytests—particularlytheprojectivetype—arethemostdifficultteststoevaluateanduse.AdvantageTestshavebeenusedsuccessfullytopredictdysfunctionaljobbehaviors(不正常工作行為）andidentifysuccessfulcandidatesforoverseasassignments.3.4ManagementassessmentcenterAsimulationinwhichmanagementcandidatesareaskedtoperformrealistictasksinhypotheticalsituationsandarescoredontheirperformance.Typicalsimulatedexercisesinclude:Thein-basket公文筐測(cè)試Leaderlessgroupdiscussion無(wú)領(lǐng)導(dǎo)小組討論Managementgames管理競(jìng)賽Individualpresentations個(gè)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