~ Personnel Selection & Appraisal ~

Spring 2017


Instructor: Dr. Stephen J. Vodanovich

Required Text: Gatewood, R. D., Feild, H. S., & Barrick, M. Human Resource Selection (8th ed.), Cengage.

Office:  Building 41 Room 220

Office Hours: Tuesday: 1:00 - 2:00;  Thursday: 2:00 - 5:00

Additional required readings are listed below.  (Please note that this list may be modified during the semester).



~ Student Learning Objectives ~


Students will be able to:


1)  Demonstrate a thorough understanding of the important topic areas and issues in Personnel Psychology.

      [Primarily assessed by exams, class discussion]  Relevant core areas: Content, Critical thinking, Communication

2) Evaluate the various research designs covered in class (e.g., single group pretest-post test, post-test only control group) and the pros and cons of each.

      [Primarily assessed by exams, class discussion] Relevant core areas: Content, Critical thinking, Communication

3)  Describe and discuss the statistical/psychometric methods used in creating and assessing the worth of selection tests (internal consistency reliability,

       validity, multiple regreession) that are aimed at differentiating individuals (e.g., in ability, personality).

      [Primarily assessed by exams, class discussion]  Relevant core areas: Content, Critical thinking, Communication

4)  Discuss how the approches and techniques covered in the course (e.g., job analysis, performamce appraisal, adverse impact, realistic job previews)

      can help solve actual personnel and organizational problems.

      [Primarily assessed by exams, class discussion]  Relevant core areas: Content, Critical thinking, Communication

5)  Formally present and critique primacy source information of some of the influential research articles relevant to the field.

      [Primarily assessed by exams, class discussion, presentation/debate]  Relevant core areas: Content, Critical thinking, Communication

6)  Evaluate the various issues facing personnel  psychology (e.g., test fairness, privacy, employment discrimination, test score banding) and

      discuss how these issues affect people, organizations, and society.

      [Primarily assessed by exams, class discussion, presentation/debate]

       Relevant core areas: Content, Critical thinking, Communication

7) Discuss and debate the research findings on a given topioc in Industrial-Organizational Psychology.
     [Primarily assessed via exams, presenation/debate] Content, Critical thinking, Communication, Project management




~ Approximate Timeline ~















Course Overview



1/12 & 1/17


Job Analysis in HR Selection

Thompson, D. E., & Thompson, T. A. (1982). Court standards for job analysis in test validation. Personnel Psychology, 35, 865-874.  Get article



Sanchez, J. I. & Levine, E. L. (2009) What is (or should be) the difference between competency modeling and traditional job analysis? Human Resource Management Review, 19, 5363. Link to article

(1/17) Article Presenter: Kahla Davis


1/19 & 1/24






Legal Issues in Selection


1/26 & 1/31




Job Performance Concepts and Measures


2/2 & 2/7




Recruitment of Applicants


2/9 & 2/14




HR Measurement in Selection




2/16 & 2/21




Reliability of Selection Measures



>>> Construction of Conventional Tests (Nunnally)

Test Construction Slides


2/23 & 2/28




Validity of Selection Measures










3/2 & 3/7




Application Forms, Biodata, T & E Evaluations, Reference Checks


[3/2] Test 1 administered

Application Blanks, Reference Checks, and Recommendations Slides

Article -- Application Blank Case Summary

3/2 --Chanice Alexander


EEOC Guidelines on Arrest and Conviction Records

(3/7) Articles --Credit Scores-OutcomesCredit Scores-Demographics     

Articles Presenter: Teresa Salerno

Biodata Article






No Class

Southeastern Psycholigical Association Conference



3/14 & 3/16


No Class -- Spring Break



3/21 & 3/23




The Selection Interview

Interview Slides

>>> Class Interview article

Interview Article (2009)

3/23 - Julius Spicciani



3/28 & 3/30




Ability Tests for Selection



Ability Tests Slides

Cognitive Ability-Handbook Chapter


Less Positive

Practical Intelligence

Role of CAT in Selection

(Less positive on use of CAT)

Elizabeth Teta

More Positive


(More positive on use of CAT)

Skye Geeslin


4/4 & 4/6




Personality Assessment for Selection



Personality Slides


Personality Article

(4/6) Article Presenter:

Anna-Maria Colombaro

4/11& 4/13
Simulation Tests (e.g., Work Samples, Assessment Centers, Situational Judgment Tests)




Assessment Center Slides

International Assessment Center Guidelines


Work Sample/Performance Test Slides


4/18 & 4/20




Strategies for Selection Decision Making

(4/18)  Test #2 administered

Decision-Making slides   

Multiple Regression example (Hierarchial)

Stepwise regression example

Assessment Center Article

4/18 -- Article Presenter:

Jacob Entinger


TIP Banding article


Banding article

(4/20) Article Presenter:

Michael DeNoia







Testing for Counterproductive Work Behaviors (e.g., Integrity Testing, Drug Testing)






No Class

Society for Industrial-Organizational National Conference



Some Important Links:

Student Disability Services
Student Grievence Process

~ Grading Criteria ~   


Two exams worth 45% each

Presentation/Debate: 10% (Debate rubric) ||  (Presentation rubric)


Class attendance is required.  Each unexcused absence will result in one half a letter grade reduction in the final grade.

 ● Please note that makeup tests will NOT be given.