What Is Involved in Personnel Selection?

Personnel selection refers to the process of selecting the most suitable candidates for the position of the organization from the candidates, including preliminary screening, written test, interview, situation simulation, psychological test, physical examination, verification of personal data and so on. There are two types of personnel selection: trainees and lessons. The trainees must have the requirements and trainability; the lessons are generally invited to the relevant experts.

Personnel selection

Right!

Personnel selection refers to the process of selecting the most suitable candidates for the position of the organization from the candidates, including preliminary screening,

The information on which personnel are selected can be divided into two categories:

1. Knowledge, skills, and abilities.

2. Personality, interests, preferences.

1. Promotion within the organization : cultivation, selection and appointment from within the organization

(I) Reliability of personnel selection (Reliability)

Refers to the degree of reliability and consistency of the test results, that is, the degree of consistency of the results of the same test performed on the same subject at different times, or the correlation coefficient of the results of the equivalent test performed on the same test subject twice.

Reliability evaluation method

Retest reliability: Perform the same test at different times

Equivalent reliability: require each candidate to do two sets of equivalent test questions, or have different evaluators evaluate the candidate

Split-half reliability: divide the test question into two parts according to the odd and even terms, and then calculate the correlation coefficient of the equivalent evaluation results twice. A coefficient of 1 indicates that the evaluation tool is completely reliable, and a coefficient of -1 indicates that the evaluation tool is completely unreliable.

(B) the validity of personnel selection (Validation)

According to the characteristics of candidates before entering the enterprise, predict the accuracy of their job performance after entering the enterprise.

Content validity (Content): refers to the degree of consistency between the test content and the actual work content. For example, if the actual job is an English translator, the candidate's English writing and speaking skills should be considered in the assessment. If you choose a retail store teller, you should include math tests on refunds, purchases, and goods transactions.

Criterion-related

Methods: Concurrent Validation, Predictive Validation