Hrm 301 - Selection Method and Job Performance

Selection Method and Job Performance

Abby Gilpin

HRM 301

Assignment 4-4

Professor Karg

July 22, 2012

Selection Method and Job Performance

A selection method is defined as "a carefully chosen or representative of a collection of people or things." (BusinessDictionary, 2012) Selection methods used in the human resources department follows this definition by carefully choosing people to staff an organization. A few examples of different selection methods used by human resources staff are application forms, employee interviews, tests of abilities, aptitudes, and skills, personality tests, and ect. Using these methods to inquire about a potential employee's job performance is measured by validating the effectiveness of the selection process. With human resources measuring this data, it will give them an answer as to whether or not the relationship between selection methods and job performance are valuable.

Correlation Between Selection Method and Job Performance

Interpreting organizational data through a correlation an HR representative must first choose what type of data is needed. In this case, we chose to evaluate the cognitive ability test used in selecting computer programmers, and compared the relationship between the cognitive ability test and job performance. Upon selecting 10 computer programmers, and having them take the cognitive ability test and the average of the past three years performance reviews we were able to determine the correlation coefficient (relationship between two sets of scores) or r value of the two scores; as well as the p value which is determines the probability of the two scores having a significant relationship.

After calculating the r and p value a linear regression has to be calculated to model the relationship between the two variables (i.e. cognitive test score and job performance score.)

Information thus far:

Programmer Cognitive Ability Performance Average

1 130 8

2 131 10

3 140 9

4 115 7

5 120 8

Programmer testing and job performance average

Results from linear regression.

These two tables show the linear regression between the scores on the cognitive test, the average job performance in the past three years, and the probability of how one