HRM Quiz 4

QUIZ #4: ESSAY WRITING
1. Discuss the scientific properties of personnel selection methods, including reliability,

validity, and generalizability.
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.
3. Identify the common methods used in selecting human resources.

Human resources selection techniques depends on the company’s staffs and resources
but there are also common techniques which are being used by any company. The first
common method is conducting interviews. A selection interview has been defined as ― a
dialogue initiated by one or more persons to gather information and evaluate the
qualifications of an applicant for process, as well as the opportunity for unconscious bias
effects, often makes applicants upset, particularly if they fail to get a job after being asked
apparently irrelevant questions. In the end, subjective selection methods like the interview
must be validated by traditional criterion-related or content-validation procedures if they
show any degree of adverse impact. Interviewers should also ask questions regarding the
specific circumstances that are possible to arise on the job, and use these to examine what
the applicant is likely to do in those situations. These types of situational interview items
have been shown to have quite high predictive validity. It is also important to use multiple
interviewers who are trained to avoid many of the subjective errors that can result when
one human being is asked to rate another. Another method is conducting a references,
application blanks, and background checks – it is the employers' principal means of
securing information about potential hires from sources (e.g. people who know the
applicant). Some reasons to conduct this method is for the company’s safety, to maximize
productivity, and for data verification. Also, physical ability tests is also an important
method as certain physical abilities or psychomotor abilities are still required in many jobs.
With this, physical ability tests maybe relevant to companies not only to predict
performances but also to predict occupational injuries and disabilities. This test have seven
classes such as the following: muscular tension, muscular power, muscular endurance,
cardiovascular endurance, flexibility, balance, and coordination. In connection to the
previous method, there is also a cognitive ability tests which differentiates applicants
based on their mental capacities. This test has different facets such as: verbal
comprehension, quantitative ability, and reasoning ability. There is also a personal
inventory in which career professionals use to help applicants learn about their personality
types. Taking this test will reveal information about the applicants’ social traits, attitudes,
motivations, as well as his/her strengths and weaknesses. Another method is work samples
– it is a test which require applicants to perform tasks or work activities that simulates the
actual tasks employees perform on the job to observe how the applicant performs in the
simulated job. The last common method is the honesty and drug tests – it is done to
measure an applicant's tendency toward undesirable behaviors such as lying, stealing,
taking drugs or abusing alcohol.

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QUIZ #4: ESSAY WRITING

1. Discuss the scientific properties of personnel selection methods, including reliability,

3. Identify the common methods used in selecting human resources.

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