Measurement and Validation

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

My name is _____ and I am currently a consultant of Manger Consulting. Our mission is to provide our expertise in management and staffing services of other organizations I’ll have recommendations on selection decision making for Tanglewood. A detailed selection plan will be generated for the new manager position in Spokane, a panel will be developed for the selection making decision, and guidelines that can be used throughout the chain will be completed.

5. In conclusion, this started out being a confusing but interesting assignment; however, after completing the assignment I found that the test became easier to read and understand. Also, after researching and reviewing the various types of test it brought more incite to which test a Human Resource Manager might need to use according to the jobs and the hiring needs. I also realized that many of the tests are not given necessarily to weed out a candidate, or a certain type of candidate, but instead the test makes it easier to help fit the right person for the right job.

Personnel selection and assessment activities are integral parts of this organizational life. Tanglewood's economic climate has seen an ever increasing level of staff turnover and personnel reorganization, and the abolition of the traditional view keeping a 'a job for life. Consequently, there is now more pressure on this organizations and HR managers to fill vacant positions quickly and with the most appropriate individuals. Decisions about hiring applicants have to be based on predictions about future work behaviors. Tanglewood needs to recruit new staff and start making promotion decisions about employees, there are various methods of assessment that are available, such as:

As a human resources manager, the primary task is to ensure that only the best candidates are called for interview. In essence, academic credentials are not enough to determine a candidate’s suitability. During the interview, it is important to ensure that the applicant has required skills to meet the firm’s objectives. For example, a given person might have the best academic qualifications as per the job’s description but lack other important aspects such as ability to work in the team and good communication skills. During the interview, such traits should be noted to disqualify applicants who cannot meet fundamental requirements of a team player.

Tanglewood promotes diversity in the workplace, and all hiring and promotion are made on the basis of character and quality of work. The ensuing lawsuit brings a need to analyze Tanlgewood’s selection methods to ensure these are

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

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

Spectranetics was founded in 1984, they provide expert tools, training and support designed to help successfully manage every cardiac lead and to eradicate restenosis and amputation, saving time, money and, most importantly, lives. For my co-op my day to day responsibilities include performing daily testing for the new product at both the CA and MN site using new equipment currently in the MN site. I will be also helping to manage the flow of the Fremont, CA lab, reviewing of testing methods, witnessing of data and calculations. For this project, I will be working directly with Timothy Hom as he is the manager of the Fremont lab. I will also be working closely with the Maple Grove R&D team and Ying Yang (a Sr. Analytical Development Manager here at Spectranetics, Fremont, CA) for the validation work required for completion of the project. Since we are an FDA regulated facility, I must follow the FDA validation protocols in order to have this equipment ready to be used for our testing purposes.

The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,

This assignment will be investigating what constitutes “best practice” in recruitment and selection, and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on;

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

The biggest challenge facing every human resource department today is recruiting and retaining the “right” talent. Finding the right person to provide the best level of performance for each position in an organization can be like trying to put a puzzle together without all of the pieces. From the application, résumé, and references, matching the candidate’s skill fit is pretty straightforward. In the interview, a lot can be evaluated when it comes to company fit, including attitudes, values, appearance, and so on. The last piece of the puzzle, and most important, is job fit. According to a study conducted by Harvard Business Review between 1961 and 1980 of 360,000 people in 14 different industries, employees performed at a

Using statistical analysis and data to recruit high-quality workers who will perform well and stay with a company for a long time required skilled individuals who are trained and knowledgeable at selecting the most qualified candidates (Mathis,

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.