HRM Quiz 4
HRM Quiz 4
Today, hiring the right people is the number one priority of businesses. Any business
that means to contend through others must take the most extreme consideration with how
it picks its organizational members. To hire the right, an organization must undergo a
process which is called the personal selection, by which the company decide who will or
will not be allowed into the organization. There are different methods in personal selection.
The first one is the reliability – it is the degree to which a measure of physical or cognitive
abilities, or traits, is free from random error. It involves selecting applicants based from
their characteristics that the organization is looking for. Reliability uses statistical tools and
graphs to test relationship between set of numbers. The second method is the validity – it
is the extent to which a performance measure assesses all the relevant aspects of job
performance. The measure has to be reliable if it is to have any validity. The next method is
the generalizability – it is the degree to which the validity of a selection method
established in one context extends to other contexts. Such contexts are the following:
different situations, different samples of people, and different time periods. Validity
generalization stands as an alternative for validating selection methods for companies that
cannot use criterion-related or content validation. Hiring the right people will critically
affect the business' capacity to compete with others. Hence, companies must undergo
these methods for them to be able to scrutinize their applicants well.
2. Discuss how the particular characteristics of a job, organization, or applicant affect the
utility of any test.
Since utility is the degree in which the provided information by the various selection
methods enhances the bottom-line effectiveness of the organization, the characteristics of
a job, organization, or applicant must be more reliable, valid, and generalizable in order to
have more utility. For instance, having more number of successful hires in an organization
compared to the numbers prior to the implementation of selection methods means there is
a higher utility of the selection methods.