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Question (70 marks)Recruitment activities form a large part of any businesses strategy for selecting new staff. However, recruitment activities are often not included in courses on the psychology of personnel selection.a) Illustrate the challenges of personnel assessment by examining the key stages in the recruitment process and noting how technology can assist the recruitment process (40 marks) b) Discuss how the utility of any selection process is dependent on having a comprehensive recruitment strategy (30 marks)Word Limit: 1500 words
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Course Development Team
Head of Programme
: Dr Emily Ortega
Course Developer(s)
: Dr Paul Englert
Technical Writer
: Lynn Lim, ETP
Video Production
: Danny Soh, ETP
©
2019 Singapore University of Social Sciences. All rights reserved.
No part of this material may be reproduced in any form or by any means without
permission in writing from the Educational Technology & Production, Singapore
University of Social Sciences.
ISBN 9789814700863
Educational Technology & Production
Singapore University of Social Sciences
463 Clementi Road
Singapore 599494
How to cite this Study Guide (APA):
Englert, P. (2019). PSY307 Personnel assessment and selection (study guide). Singapore:
Singapore University of Social Sciences.
Release V2.3
Table of Contents
Table of Contents
Course Guide
1. Welcome…………………………………………………………………………………………………… CG-2
2. Course Description and Aims…………………………………………………………………. CG-3
3. Learning Outcomes…………………………………………………………………………………. CG-5
4. Learning Material……………………………………………………………………………………. CG-6
5. Assessment Overview……………………………………………………………………………… CG-8
6. Course Schedule…………………………………………………………………………………….. CG-10
7. Learning Mode………………………………………………………………………………………. CG-11
Study Unit 1: Foundations For A Selection Programme
Learning Outcomes……………………………………………………………………………………. SU1-2
Overview……………………………………………………………………………………………………. SU1-4
Chapter 1: Introduction to Selection and Recruitment of Applicants………….. SU1-5
Chapter 2: Job Performance Concepts and Measures……………………………….. SU1-18
Chapter 3: Job Analysis in Personnel Selection………………………………………… SU1-23
Summary………………………………………………………………………………………………….. SU1-29
Formative Assessment……………………………………………………………………………… SU1-30
Study Unit 2: Measurement In Selection
Learning Outcomes……………………………………………………………………………………. SU2-2
Overview……………………………………………………………………………………………………. SU2-4
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Table of Contents
Chapter 4: Measurement in Selection…………………………………………………………. SU2-5
Chapter 5: Reliability of Selection Measures…………………………………………….. SU2-11
Chapter 6: Validity of Selection Procedures……………………………………………… SU2-18
Chapter 7: Strategies for Selection Decision Making………………………………… SU2-30
Summary………………………………………………………………………………………………….. SU2-34
Formative Assessment……………………………………………………………………………… SU2-35
Study Unit 3: Selection Measures
Learning Outcomes……………………………………………………………………………………. SU3-2
Overview……………………………………………………………………………………………………. SU3-4
Chapter 8: Application Forms and Other Assessments………………………………. SU3-5
Chapter 9: The Selection Interview…………………………………………………………… SU3-11
Chapter 10: Ability Tests for Selection……………………………………………………… SU3-18
Chapter 11: Personality Assessment and Testing for Counterproductive Work
Behaviours……………………………………………………………………………………………….. SU3-25
Chapter 12: Simulation Tests…………………………………………………………………….. SU3-32
Summary………………………………………………………………………………………………….. SU3-41
Formative Assessment……………………………………………………………………………… SU3-42
ii
List of Figures
List of Figures
Figure 1.1 Job advertisement for a personal assistant position……………………… SU1-12
Figure 1.2 Job advertisement for a secretarial position………………………………….. SU1-13
Figure 2.1 Graph of percentage of variance explained by a given validity
coefficient………………………………………………………………………………………………………. SU2-22
iii
List of Figures
iv
List of Lesson Recordings
List of Lesson Recordings
An Introduction to Selection…………………………………………………………………………… SU1-9
Recruitment of Applicants……………………………………………………………………………. SU1-17
Job Performance Concepts and Measures…………………………………………………….. SU1-21
Job Analysis………………………………………………………………………………………………….. SU1-28
HR Measurement in Selection………………………………………………………………………. SU2-10
Reliability of Selection Measures…………………………………………………………………… SU2-17
Validity of Selection Procedures……………………………………………………………………. SU2-27
Strategies for Selection Decision Making………………………………………………………. SU2-33
Application Forms and Other Assessments………………………………………………….. SU3-10
The Selection Interview………………………………………………………………………………… SU3-16
Ability Tests………………………………………………………………………………………………….. SU3-22
Personality Assessment for Selection and CWB……………………………………………. SU3-30
Simulation Tests……………………………………………………………………………………………. SU3-39
v
List of Lesson Recordings
vi
Course
Guide
Personnel Assessment and
Selection
PSY307
Course Guide
1. Welcome
Presenter: Dr Paul Englert
This streaming video requires Internet connection.
Access it via Wi-Fi to avoid incurring data charges on your personal mobile plan.
Click here to watch the video. i
Welcome to the course PSY307 Personnel Assessment and Selection, a 5 credit unit (CU)
course.
This Study Guide will be your personal learning resource to take you through the course
learning journey. The guide is divided into two main sections – the Course Guide and
Study Units.
The Course Guide describes the structure for the entire course and provides you with an
overview of the Study Units. It serves as a roadmap of the different learning components
within the course. This Course Guide contains important information regarding the
course learning outcomes, learning materials and resources, assessment breakdown and
additional course information.
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Course Guide
2. Course Description and Aims
Organisations use effective personnel selection as a source of competitive advantage.
Students and practitioners in the field of selection need to have a good understanding
of the theories, procedures, and tools behind making good assessment decisions. This
course introduces both the theory and practice of assessment and selection. The course
gives students and practitioners an understanding of the processes and foundational
skills involved in evaluating, developing, and administering effective assessment and
selection procedures, conducting a job analysis, identifying and measuring predictors of
performance, and how to use this information to make sound hiring decisions. The course
has a strong theoretical foundation and explores the scientific and theoretical perspective
that informs the practice of assessment and selection.
Course Structure
This course is a 5-credit unit course presented over 6 weeks.
There are three Study Units in this course. The following provides an overview of each
Study Unit.
Study Unit 1 – Foundations for a Selection Programme
This unit introduces the development of a selection programme and the various job
performance concepts. A model of the recruitment process is also introduced as well as
the legal and ethical concerns of selection. The unit concludes by discussing job analysis
methods and the identification of work characteristics that lead to job success.
Study Unit 2 – Measurement in Selection
This unit aims to explore the role of HR measurement in selection decision making. The
unit will examine the concepts of reliability and validity of selection data and their role in
decision making. Finally, guidelines and strategies for making the best personnel selection
decisions are discussed.
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Course Guide
Study Unit 3 – Selection Measures
The final study unit will focus on the various selection measures commonly used in
personnel assessment and selection, such as the selection interview, ability and personality
tests, and simulation tests. Each major selection approach is discussed in detail, examining
its use in selection, as well as their limitations.
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Course Guide
3. Learning Outcomes
Knowledge & Understanding (Theory Component)
By the end of this course, you should be able to:
• Illustrate the challenges of personnel selection procedures and assessments.
• Demonstrate the complexity of assessing employee performance.
• Discuss the reliability and validity of selection and assessment measures.
Key Skills (Practical Component)
By the end of this course, you should be able to:
• Examine the use of recruitment, selection and assessment measures.
• Criticize selection technique and principles.
• Propose recruitment, selection, and assessment procedures for practical
applications.
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PSY307
Course Guide
4. Learning Material
The following is a list of the required learning materials to complete this course.
Required Readings
Gatewood, R. D., Feild, H. S., & Barrick, M. R. (2015). Human resource selection (8th ed.).
Boston: Cengage Learning.
https://online.vitalsource.com/#/books/9789814834896/cfi/0
To launch eTextbook, you need a VitalSource account which can be created via Canvas
(iBookstore), using your SUSS email address. Access to this eTextbook is restricted by
enrolment to this course.
Myors, B., Lieven, F., Schollaert, E., Van Hoye, G., Cronshaw, S. F., Mladinic, A., …
Sackett, P. R. (2008). International perspectives on the legal environment for
selection. Industrial and Organizational Psychology, 1(2), 206-246.
Other recommended study material (Optional)
In the study guide, you will find several additional readings to enhance your learning.
For your convenience, we have included web-links to articles in the SIM e-library
and to other websites and Youtube videos. Use only Google Chrome as your browser
when you access the SIM e-library. Please note that the links were valid at the time of
production of the study guide. In case a link is not functional anymore at the time you
access it, please use OneSearch or Google/ Google Scholar and search by the respective
keywords.
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Course Guide
Website(s):
1.
https://www.tafep.sg/sites/default/files/Resources%20-%20Fair
%20Recruitment%20%26%20Selection%20Handbook%20%28English%29.pdf
2.
https://www.tafep.sg/sites/default/files/Publications%20-%20Tripartite
%20Guidelines%20on%20Fair%20Employment%20Practices%20%28English
%29%20as%20of%20March%202014_1.pdf
3.
https://www.onetonline.org/
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PSY307
Course Guide
5. Assessment Overview
The overall assessment weighting for this course is as follows:
Assessment
Description
Weight Allocation
Assignment 1
Pre-class Quiz01
5%
Assignment 2
Pre-class Quiz02
5%
Assignment 3
TMA01
20%
Assignment 4
TMA02
20%
Examination
Closed book exam
50%
TOTAL
100%
SUSS’s assessment strategy consists of two components, Overall Continuous Assessment
(OCAS) and Overall Examinable Component (OES). They make up the overall course
assessment score. Both components are equally weighted 50:50.
Continuous Assessment:
There will be continuous assessment in the form of two tutor-marked assignments (TMAs)
and two pre-class quizzes (PCQs). In total, this continuous assessment will constitute
50 percent of overall student assessment for this course. These assignments will test
conceptual understanding of both the fundamental and more advanced concepts and
applications that underlie personnel selection. It is imperative that you read through
your Assignment questions and submission instructions before embarking on your
Assignment.
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PSY307
Course Guide
Examination:
The final (2-hour) written exam will constitute the other 50 percent of overall student
assessment and will test the ability to discuss, analyse, critique and apply the concepts of
personnel selection and assessment to practical real world scenarios. All topics covered in
the course outline will be examinable. To prepare for the exam, you are advised to review
Specimen or Past Year Exam Papers available on Learning Management System.
Passing Mark:
To be sure of a pass result you need to achieve scores of 40% in each the OCAS and OES
component. Your overall rank score is the weighted average of both components. For
detailed information on the Course grading policy, please refer to The Student Handbook
(‘Award of Grades’ section under Assessment and Examination Regulations). The Student
Handbook is available from the Student Portal.
Non-graded Learning Activities:
Activities for the purpose of self-learning are present in each study unit. These learning
activities are meant to enable you to assess your understanding and achievement of the
learning outcomes. The type of activities can be in the form of Quiz, Review Questions,
Application-Based Questions or similar. You are expected to complete the suggested
activities either independently and/or in groups.
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PSY307
Course Guide
6. Course Schedule
To help monitor your study progress, you should pay special attention to your
Course Schedule. It contains study unit related activities including Assignments, Selfassessments, and Examinations. Please refer to the Course Timetable in the Student Portal
for the updated Course Schedule.
Note: You should always make it a point to check the Student Portal for any
announcements and latest updates.
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Course Guide
7. Learning Mode
The learning process for this course is structured along the following lines of learning:
a.
Self-study guided by the study guide units.
b.
Online chunked lectures, online materials, and online discussion forum.
c.
Formative quizzes.
d.
Face-to-face class sessions.
Independent study outside class will require several hours per week, (in total about 50 to
60 hours for this course).
iStudyGuide
You may be viewing the iStudyGuide version, which is the mobile version of the
Study Guide. The iStudyGuide is developed to enhance your learning experience with
interactive learning activities and engaging multimedia. Depending on the reader you are
using to view the iStudyGuide, you will be able to personalise your learning with digital
bookmarks, note-taking and highlight sections of the guide.
Interaction with Instructor and Fellow Students
Although flexible learning – learning at your own pace, space and time – is a hallmark
at SUSS, you are encouraged to engage your instructor and fellow students in online
discussion forums. Sharing of ideas through meaningful debates will help broaden your
learning and crystallise your thinking.
Academic Integrity
As a student of SUSS, it is expected that you adhere to the academic standards stipulated
in The Student Handbook, which contains important information regarding academic
policies, academic integrity and course administration. It is necessary that you read and
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PSY307
Course Guide
understand the information stipulated in the Student Handbook, prior to embarking on
the course.
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Study
Unit
Foundations For A Selection
Programme
1
PSY307
Foundations For A Selection Programme
Learning Outcomes
By the end of this unit, you should be able to:
1.
Understand the process of collecting and evaluating application information.
2.
Understand the process of developing a selection programme.
3.
Discuss the constraints and accuracy of the selection process.
4.
Evaluate the stages of the recruitment process.
5.
Discuss the legal and ethical concerns in selection and its issues in Singapore and
faced by various countries.
6.
Understand how job performance is viewed and measured.
7.
Discuss the two forms of task performance measures – production data and
judgemental data.
8.
Discuss the dimensions of OCB and how it is measured.
9.
Define the dimension of adaptive behaviour.
10.
Provide examples of counterproductive work behaviour.
11.
Describe the characteristics of job performance measures.
12.
Evaluate the appropriate use of job performance measures for validation.
13.
Understand the role and importance of job analysis in selection.
14.
Discuss the legal issues in job analysis.
15.
Describe the process and use of collecting job information.
16.
Explain the process and function of job analysis interviews.
17.
Evaluate the applicability and considerations for an effective job analysis
interview.
18.
Discuss the limitations of job analysis interviews.
19.
Understand the nature and development of job analysis questionnaires.
20.
Evaluate the application, advantages and disadvantages of job analysis
questionnaires.
21.
Describe the application of critical incidents in selection.
SU1-2
PSY307
Foundations For A Selection Programme
22.
Evaluate the advantages and disadvantages of critical incidents.
23.
Understand the integration of job analysis methods to develop interview
questions.
24.
Explain the methods and procedures for determining employee work-related
characteristics (WRCs).
25.
Examine how WRCs are translated into selection procedures.
SU1-3
PSY307
Foundations For A Selection Programme
Overview
This Study Unit looks at the foundations of a selection programme, the information that
is necessary to be collected on a candidate to make an informed selection decision, and
the information on the job required before a selection programme can be designed.
The first chapter introduces, and defines, what personnel selection is. In this chapter
readers will be given an understanding of the process of developing a selection
programme. This chapter also introduces a model of a recruitment process, examining
the three stages of recruitment; attracting and generating interest, maintaining applicant
interest, and the post-offer closure. Finally, the chapter ends with a discussion of the legal
context for selection, and the ethical issues and concerns facing selection.
Chapter 2 looks at job performance concepts and measures, the types of information
that can be gathered from applicants that measures how well they perform in a job
role. Concepts that will be discussed include task performance, organizational citizenship
behaviour, adaptive perfo …
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