Psychology 2660A/B Lecture Notes - Lecture 7: Predictive Validity, Equal Protection Clause, Job Performance
16 Dec 2017
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Steps: planning the need for new employees -> getting appropriate people to apply for positions -> deciding whom to hire -> getting the selected people to take the jobs. Focus of discussion: combining predictors in a selection battery, making selection decisions. Criteria: accuracy, utility and fairness: legal context in selection. Planning of human resource needs: fill vacancies created by people who leave, and fill new positions created by organization changes and expansion, selection vs. training approach. Recruiting applicants: little effort, such as putting a position vacancy notice online, or higher effort, such as recruiters interviewing potential applicants at colleges and universities, sources of applicants: Employees take a personal stake in suggesting people: ksaos specified in advance to recruit the right applicants, more people using the internet to search for jobs. But more unsuitable applicants: important to market the organization and make it more attractive to applicants. Companies with better reputations as good employers attracted more and better applicants.
