Personnel Selection Process Essay

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

Content validation is a way of validating employment test that demonstrates performance on the same behaviors and skill as the job others are investigating or looking at. Criterion validation is the main strategy to validate employment test and procedures that reflect job performance. The employer tried to show content validity by having candidates carry boxes at a pace they liked and take breaks as needed. The employer tried to show criterion validation by composing a WTS test and that reflect studies on the acts performed and how it affects the people doing it. The court was not convinced that Dial Corporation was at fault because WTS criterion was valid and the injuries and strength related injuries

We will be organising some tests and exercises, interviews and group interviews to see how people work together there will be attitude test, interest’s tests, and personality tests the objective of this will be to make sure we fill the roles with the rightly skilled

The minimum scores provided a good basis to screen out Pierro from our hiring process (Appendix H). He did not receive the minimum score on any of our selection tools, thus we spent our time comparing and contrasting the two candidates that did make the minimum requirements, Kelemu and Zahra. If we had disregarded the cognitive ability test and the interview and just went off of the reliable and valid reference sheet, Zahra would actually have been awarded the FOH Manager position as she got the higher score from Cherwinski. At the time though, we made our decisions based off of the final scores of our selection tools whether or not they were valid or reliable. For that reason, Kelemu was chosen for the position of FOH Manager.

How do the results of the background check influence your decision to hire the applicant? Do you still hire the applicant, despite the

In conclusion, the goal of using these measures is to create a more rigorous hiring process that specifically

Employers also have the right to ensure that any potential candidate does not have anything in their past that could potentially harm the business or the safety of any other employees. Greenberg (2013) states that… “figures from the Justice Department Bureau of Justice Statistic Workplace Violence, 1993-2009, as many as 572,000 non-fatal crimes occurred in the American workplace in a single year” (par 4). In many of these cases the violence could have been prevented by conducting a background

How to avoid the repercussions of negligent hiring (Anonymous, October 2006) mainly tries to help employers avoid successful lawsuits by avoiding hiring the wrong person in the first place. In the article, the "wrong person" is defined as a violent person or a person whose criminal background can affect his/her work, particularly if the person does not reveal that criminal background. If the wrong person is hired, the employer could be sued by the employee or by other people who have to deal with that employee, and litigation for negligent hiring of the wrong person is an area of employment litigation that is growing fast. If an employer is sued for negligence, win or lose, the employer will have to go through litigation, pay attorney's fees and risk negative publicity; consequently, the ideal is to avoid the suit completely.

Assessment of the content validity of various proposed selection techniques by determining how well they match the general requirements of the job

The advantages of relying on tests or assessments to select the best job candidate is highly dependent of whether or not the assessment measures the most influential business outcomes for the company doing the hiring. It is important to remember that evaluating candidates is not the primary goal when using assessments. Improving performance outcomes of employees is the ultimate goal of choosing and using the most effective assessment. Companies are in business to increase their bottom line. Learning about their potential employees and

Dowling Peter J and Welch Denice E and Schular Randall S(1999), International Human Resource Management, South-Western College

When giving this case, allow for some initial planning and brainstorming by the candidate, but then firmly take control of each of the “modules” described below. Try to move the candidate along through each of them, since in the actual interview only those candidates that complete all of the sections will be considered to have done well. This case tests mental horsepower and the ability to move to conclusions quickly.

“Harrison Corporation, a U.S.-based corporation with business units in Europe and South America, has recently decided to create a business unit focusing on expansion into Central America. As a low-cost producer of discount office supply products, the company will continue producing products at the existing facilities, or purchased from existing suppliers. This unit primarily focuses on marketing and delivery of products to two groups of customers: corporate customers, retail, and consumers.

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

Many organizations depend only on the result of the test without taking the reliability and validity into considerations, which that might lead to in hiring the wrong people. What is the difference between reliability and validity? “Reliability is the consistency and the stability of a selection measurement and validity is the degree to which a measure predicts on-the-job performance” (Green, 2003). For instance, the consistency of a test is made for to measure reliability and what kind of method to use to test the candidate is to measure validity. Since reliability and validity are both important aspects in the selection process, let’s look at several methods that are used in today’s industries.