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Selection

Selection. The process by which one alternative is chosen over another. Selections are made by comparing alternatives on various criteria A selection dilemma. Criteria. Abstract concept or idea. Conceptual Criterion.

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Selection

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  1. Selection • The process by which one alternative is chosen over another. • Selections are made by comparing alternatives on various criteria • A selection dilemma

  2. Criteria Abstract concept or idea Conceptual Criterion • Criteria - standards used to judge the quality of (discriminate among) alternatives. • For I/O psychologists, this means judging the quality of employees, programs, and units in the organization. Criterion deficiency Actual Criterion Criterion relevance Criterion contamination Measures that act as “proxies”

  3. I/O Psychologists try to choose criteria that assess performance excellence. Criteria can be classified in one of two ways Objective Subjective More easily quantifiable Production Number of touchdowns Number of units produced Sales Tenure/Turnover voluntariness functionality Absenteeism Accidents Theft Types of Criteria • Judgements made about employees performance • general factor (effectiveness) • specific factors • quantity of work • quality of work • Note: More complex jobs require more criteria for effective evaluation

  4. Illegal Criteria • Title VII of the 1964 Civil Rights Act prohibits using selection practices that have an unequal impact on members of a different: • Race • Color • Sex • Religion • National Origin

  5. Types of Illegal Discrimination • Disparate Treatment • Discrimination decisions based on one of five prohibited categories • Disparate Impact • Illegal discrimination is any practice (without a business justification) that has unequal consequences for members of protected groups.

  6. Determining Disparate Impact • The 4/5ths Rule • Disparate impact occurs if the selection ratio for any minority group is less than 4/5ths of the selection ratio of the majority group 100 male applicants 50 female applicants 20 males selected 50 * .16 = 8 20/100 = .20 At least 8 females should be selected .20 * 4/ths(.80) = .16 Must select at least 16% of people from minority group

  7. Selecting Criteria • When selecting new employees, I/O psychologists use criteria that will predict on-the-job performance • Performance is a function of the following: • Knowledge • Skills • Abilities • Motivation • Situational Constraints Performance = (KSA)*Motivation – Situational Constraints

  8. Job Analysis • Describes: • the tasks that are performed • type of work • tools used • working conditions • human qualities (KSAs or competencies) needed to perform the work • Tells us what tasks people do and the knowledge, skills and abilities they need to accomplish those tasks.

  9. Sources of Job Information • Subject Matter Experts (SMEs) • Job Incumbents - people already doing the work • Supervisors of Incumbents • Trained Job Analyst

  10. Job Analysis Methods • Direct Observation • Interviews • Questionnaires or inventories • job-oriented - looks at tasks, work activities • worker-oriented - examines KSAs needed for job • Critical Incidents • Logbooks/Work Diaries

  11. Teaching Teaching Research Research Advising Advising Service Service Consulting Consulting Job Analysis Example Step 3: Identify KSAs Needed for Each Task Step 2: Identify Tasks Within Each Dimension Step 1: Identify Performance Dimensions Presents lecture material to class

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