UN MODELO MATEMATICO DE SELECCION DE PERSONAL BASADO EN VALIDEZ CONCURRENTE

Resumen

SE APLICA EL ANALISIS DE REGRESION MULTIPLE Y EL MODELO DE PUNTO DE CORTE, PARA BUSCAR UN CRITERIO OBJETIVO SE SELECCION DE PERSONAL BASADO EN VALIDEZ CONCURRENTE. A UNA MESTRA DE 80 TRABAJADORES DE UNA GRAN EMPRESA MINERA, CATEGORIZADOS POR SU DESEMPEÑO LABORAL, SE LES APLICO PRUEBAS DE HABILIDADES COGNITIVAS Y DE PERSONALIDAD Y SE EVALUO LA CAPACIDAD DE LAS DISTINTAS SUBPRUEBAS QUE LAS COMPONEN, PARA DISCRIMINAR ENTRE LOS TRABAJADORES DE ALTO Y BAJO DESEMPEÑO LABORAL. CON LAS SUBPRUEBAS, QUE DEMOSTRARON PODER DISCRIMINATIVO, SE EFECTUO UN ANALISIS DE REGRESION MULTIPLE, ELIMINANDO, MEDIANTE EL ANALISIS DE LAS CORRELACIONES PARCIALES, AQUELLAS QUE EXPLICABAN POR SI MISMAS UN BAJO POERCENTAJE DE VARIANZA. HABIENDOSE DETERMINADO LA ECUACION DE REGRESION LINEAL MULTIPLE OPTIMA, SE DISPPONE DE UN VALOR NUMERICO PARA CADA SUJETO. CON ESTE VALOR SE DETERMINO UN PUNTO DE CORTE QUE PERMITE PREDECIR QUE EL 94% DE LAS PERSONAS QUE LO ALCANCEN SERAN DE BUEN DESEMPEÑO, CON UNA RAZON DE SELECCION DE 1:3. DE ESTA MANERA SE CONFECCIONA UN INSTRUMENTO DE SELECCION DE PERSONAL EFICIENTE Y CON VALIDEZ CONCURRENTE, PARA FUTURAS SELECCIONES.

Abstract

IT WAS APPLIED A MULTIPLE REGRESSION ANALYSIS AND A MINIMUN POINT TO SEARCH FOR THE OBJECTIVE CRITERION OF SELECTION OF THE BASED ON THE CONCURRENT VALIDETY. TESTS OF COGNITIVE ABILITY AND PERSONALITY WERE APPLIED TO A SAMPLE OF 80 WORKERS OF A BEH COPPER MINING COMPANY, WHO WERE CLASSIFIED BY THEIR WORKING PERFORMANCE. IT WAS, ALSO, EVALUATED THE CAPACITY OF THE DIFFERENT SUBTESTS THAT MAKE UP THE ABOVE MENTIONED ONES TO DISCRIMINTE BETWEEN A HIGH WORKING PERFORMANCE LABORES OR A LOW WORKING POERFORMANCE ONE. WITH THE SUBTESTS THAT DEMOSTRATED DISCRIMINATIVE CAPACITY, A MULTIPLE REGRESSION ANALYSIS WAS CARRIED OUT, LEAVING OUT, BY MEANS OF THE PARTIAL CORRELATE ANALYSIS, THOSE THAT EXPLAINED BY THEMSELVES THEIR LOW PERCENTAGE OF VARIATION. HAWING DETERMINED THE BEST MULTIPLE LINEAL REGRESSION ECUATION ONE GETS A NUMERICAL VALUE FOR EACH SUBJECT. WITH THIS VALUE WAS DETERMINED A MINIMUM POINT THAT PERMITS PREDICT THAT 94% OF THE PEOPLE THAT REACH IT WILL HAVE A GOOD PERFORMANCE, WITH A RATE OF SELECTION OF 1:3. IN THIS WAY, IT WAS PREPARED A SELECTION INSTRUMENT FOR EFFICIENT PERSONNEL WITH CONCURRENT VALIDITY PERSONNEL SELECTIONY.

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