PART 4
STAFFING ACTIVITIES:
SELECTION
Chapter 10:
Internal Selection
Organization Strategy
Recruitment:
Selection:
External, Internal
Job Analysis
Employment:
Decision-making, Final Match
10-3
PRELIMINARY ISSUES
Logic of Prediction
Types of Predictors
Selection Plan
DISCUSSION QUESTIONS
Explain how internal selection decisions differ
from external selection decisions.
10-6
Self-Assessments
Managerial Sponsorship
Informal Discussions and Recommendations
10-7
SKILLS INVENTORY
Traditional
List of KSAOs held by each employee
Records a small number of skills listed in generic
categories, such as education, experience, and supervisory
training received
Customized
Specific skill sets are recorded for specific jobs
SMEs identify skills critical to job success
*
PEER ASSESSMENTS
Methods include Peer Ratings, Peer Nominations,
Peer Rankings
Strengths:
Rely on raters who presumably are knowledgeable of
applicants KSAOs
Peers more likely to view decisions as fair due to their input
Weaknesses:
May encourage friendship bias
Criteria involved in assessments are not always clear
10-9
10-10
Managerial Sponsorship
Higher-ups given considerable influence in promotion
decisions
Exh. 10.3 : Employee Advocates
EXH. 10.4
CHOICE OF INITIAL ASSESSMENT METHODS
10-12
DISCUSSION QUESTIONS
What are the differences among Peer Ratings,
Peer Nominations, and Peer Rankings?
10-13
Promotability Ratings
Assessment Centers
Interview Simulations
Promotion Panels and Review Boards
10-14
Experience
Not only length of service but also kinds of activities an employee has
undertaken
10-16
10-17
PERFORMANCE APPRAISAL
A possible predictor of future job performance is
past job performance collected by a performance
appraisal process
Advantages:
Readily available
Probably capture both ability and motivation
Weaknesses:
Potential lack of a direct correspondence between
requirements of current job and requirements of position
applied for
Peter Principle
10-18
PERFORMANCE APPRAISAL
Ex. 10.5 Questions to Ask in Using Performance
Appraisal as a Method of Internal Staffing Decisions
Is the performance appraisal process reliable and unbiased?
Is present job content representative of future job content?
Have the KSAOs required for performance in the future job(s) been
acquired and demonstrated in the previous job(s)?
PROMOTABILITY RATINGS
Assessing promotability involves determining an
applicants potential for higher-level jobs
Promotability ratings often conducted along with performance
appraisals
EX. 10.7
ASSESSMENT CENTER RATING FORM
Participants take part in
several exercises over
multiple days
In-Basket Exercise
Leaderless Group
Discussion
Case Analysis
Trained assessors evaluate
participants performance
10-22
10-23
DISCUSSION QUESTIONS
Explain the theory behind assessment centers.
Describe the three different types of interview simulations.
Evaluate the effectiveness of seniority, assessment centers,
and job knowledge as substantive internal selection
procedures.
10-25
10-26
DISCUSSION QUESTIONS
What steps should be taken by an organization
that is committed to shattering the glass ceiling?
10-27