Psyc 245 how to combine info for staffing decisions PDF

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notes from live lecture...

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Staffing decisions: decisions associated w/ recruiting, selecting, promoting & terminating employees Impact on Company Performance - The purpose is to help the company - It works → high performance work practices decrease turnover, increase sales, and increase overall profits Recruitment - Based on job analysis - Attract people w/ the right qualifications for the job - Common methods: job posting, referrals, school recruits - Newer methods: targeted recruitment/AI, chat bots Promotion and Termination - Both based on performance measurement - Two types of de-selection - Layoff: lose job due to downsizing - Termination for cause: lose job because performance falls below standard Clinical methods (intuitive): combine info based on human judgement - Unreliable, biased Statistical methods (actuarial): use a math formula to combine info - Reliable, fair Types of Selection Systems - Compensatory: candidates can “make up” for weaknesses in one area by having strengths in another - Non-compensatory: candidates will not be hired if they lack a critical KSAO Statistical Methods for Combining Info - Compensatory - Total score/mean score - Options to make a decision: - Set a cut score - Take the top candidate - Multiple regression - Determine weights from multiple regression - Still compensatory, but less so - Score banding - Group individuals w/ similar scores into categories - Non-compensatory - Hurdle system

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- Set a cut score for each assessment - Applicants must pass one stage to move on - Narrow down applicant pool Illegal methods - Subgroup norming - Develop separate lists of individuals in different demographic groups, then rank within groups...