Introduction
This research work focuses on the various aspects of evaluative standards like reliability and validity. Alongside the research work here describes the various phases in a selection process and a case study which help understand how reliability and validity can be examined and achieved over the entire selection process.
Validity
Validity in general is “the accuracy in measurement and it must measure what it purports to measure” (Cooper, Robertson and Tinline, 2003, pp 49)
Different types of validity can be considered as per the research area. Research shows while hiring an employee through a standard recruitment and selection process the construct validity, content validity and criterion based
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Fig. shows the collective approach in a systematic selection process. (Taylor, S., 2002)
Job Analysis
As shown the selection procedure starts with Job Analysis. It serves as a foundation to the entire selection procedure that helps in addressing the critical issues like pay differentials, training needs identification and designing up of new hierarchical structures. (Taylor, S., 2002 pp 92)
The various techniques like ‘Job-Oriented’ and ‘content oriented technique’ that fall under job analysis necessitates intra-observer reliability along with inter observer reliability. Reliability at this phase of process can be achieved by analysis comparisons or inventory ratings with same profile jobs (Cook, M., 1998). In the process, job analysis should not stop with mere analyzing the requirement of a job but also need to focus on the skills required in the job and the working environment where job responsibilities can be worked out (Taylor, S., 2002, 93).The job analysis can be held valid if it shows the expected results that further help in correct selection of employees. (Cook, M., 1998, pp 36)
Job Description and Job Specification
Job analysis forms a key factor in designing the job description and person specification. Job description helps in defining the reporting relationships, deciding salary structure, performance evaluations and the like. (Taylor, S.,
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
The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.
Job analysis is the process of assigning tasks to jobs which are required to perform the job (Baack, D., Reilly, M., & Minnick, C. 2014) By researching other companies of various job positions of the same
Analyse how legislative and regulatory frameworks inform quality standards that apply to the work setting.
The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.
A competent criterion-related validation study should be based on a sample that is reasonably representative of the work and candidate pool. Some example of tests that Tanglewood can to conduct and used for employment
The term job analysis describes the process of obtaining information about jobs. Regardless of how it is collected, it usually includes information about the tasks to be done on the job as well as the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks (Cascio, 2005).
3. Job analysis is the next step to consider the skills necessary for employees by job functions. To achieve the job analysis process one must consider the skills necessary for employees’ separated by job title or function. Employees can understand what the vital aspects of their jobs are by analyzing the entire job function and process. This process should include an explanation of primary job functions, how to produce them, and who is responsible for all parts, and the qualifications needed for all steps. Defining the key duties of each job function will benchmark all key elements to determine a systematic process. By identifying each job title or job function will allow management and staff to outline performance standards more
Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data
The job analysis is only here to inform the each of the employees of the responsibilities that should have been met within the standard of the company and these standards should have been explained to all employees upon accepting their current job placement, thus stated will be a list of all the requirements in terms of aptitudes, attitudes, knowledge, skills, and physical expectations. The objectives of this job analysis will have to include the recommended and more importantly well-organized approaches for each of
Job analysis refers to the process of data collection to describe verifiable work characteristics and behaviors of the working environment. Information regarding all jobs is used as a basis for making decisions about setting salaries and wage rates, performance appraisals, developing and training of employees, classifying jobs and job positions, as well as articulating employee guiding standards (National Governors' Association & United States, 2007).
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).
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