BCGInstitute: Serving the HR Community
A place for the free exchange of information and education
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Uniform Guidelines Online
mcallen Wed Dec 30, 2009 5:53 pm |
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Wed Dec 30, 2009 5:53 pm |
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How to Validate the Obvious
Bippie Tue Jan 12, 2010 8:35 am |
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Wed May 05, 2010 10:09 am |
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Job Analysis For Small Groups
JimHiggins Fri Jan 22, 2010 2:20 pm |
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Fri Jan 22, 2010 2:20 pm |
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Controling applicant flow when you use a pass/fail cut score
JimHiggins Thu Jan 21, 2010 1:15 pm |
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Thu Jan 21, 2010 1:15 pm |
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Principles and Guidelines (Click Here)
The Uniform Guidelines on Employee Selection Procedures apply to all selection procedures used to make employment decisions, including interviews, review of experience or education from application forms, work samples, physical requirements, and evaluations of performance. The guidelines are designed to aid in the achievement of our nation's goal of equal employment opportunity without discrimination on the grounds of race, color, sex, religion or national origin. |
Wed Dec 30, 2009 5:53 pm |
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Job Analysis (Click Here)
A job analysis is a foundational document that is designed to identify the duties performed on the job as well as the knowledge, skill, abilities, and personal characteristics required to perform those duties. A job analysis can be used to identify/validate minimum qualifications, document the validity/job-relatedness of assessment and selection procedures, assist in the development of training programs, and focus the design of performance appraisal/performance management systems on those aspects of a job that are most critical. There is not single "right" way to conduct a job analysis but there are many key elements. BCGi (http://www.bcginstitute.org) offers free webinars on how to conduct a job analysis. You can also post questions and give responses related to job analysis here on BCGi's online community. |
Fri Jan 22, 2010 2:20 pm |
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Validation (Click Here)
The surest way to protect your organization from accusations of discrimination in hiring, promotional decisions and even termination/reductions in force decisions is to base all such decisions on a valid and reliable assessment instruments. This forum provides a place where you can ask BCGi representatives and members of the larger HR community questions related to conducting validation studies. Additional free training of often provided through the BCG Institute for Workforce Development at http://www.BCGinstitute.org. |
Wed May 05, 2010 10:09 am |
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Pass Point Setting / Scoring Models (Click Here)
Even a validated personnel selection test is not appropriate if decisions are based on invalid or inappropriate pass points. This forum provides a place where you can ask questions about the best methods of setting pass points as well as provide information related to how your own organization applies pass points. More information on pass point setting can be received from training offered through the BCG Institute for Workforce Development at http://www.bcginstitute.org. |
Thu Jan 21, 2010 1:15 pm |
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Computer-based Testing (Click Here)
For many years now there have been promises that computers and later the Internet would revolutionize personnel testing and selection. In retrospect, this has not turned out as rosy as many expected. While computer-based testing is used widely in large organizations and in educational settings, many problems have yet to be addressed. Some of these include whether a test should be proctored vs. unproctored, must such tests be based on Item Response Theory or can it work with Classical Test Theory, and how can one be sure that test results were provided by the right candidate? This forum provides a place to ask and receive answers to questions such as this. |
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Item Banking (Click Here)
Large-scale item banking can provide a cost-effective way to increase your organization's ability to quickly create and launch personnel selection tests. In addition, item banks provide the basis for computer-based testing. This forum is intended to provide BCGi members a place where they can talk about issues related to item banking, review available software, or talk about other aspects that will enable them to establish their own item bank. |
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Adverse Impact Analysis
(Links to Statistics in HR > Adverse Impact Analysis) |
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