Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
Scribd Logo
Upload

Welcome to Scribd!

  • 217 views

    Staffing Organizations Chapter 7 HRM441

    Uploaded by

    meghan murray
    The document discusses how to determine scores for interview questions, letters of recommendation, and previous work experience using subjective measurements and rating scales. It also provides examples of when low coefficients and test-retest reliabilities would be appropriate for written job knowledge tests, and discusses the information selection decision-makers need to collect such as job descriptions and applicant profiles. Additionally, it states that individuals making staffing decisions have an ethical responsibility to understand measurement issues in order to hire employees fairly and avoid discrimination.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd

    Staffing Organizations Chapter 7 HRM441

    Uploaded by

    meghan murray
    217 views3 pages
    The document discusses how to determine scores for interview questions, letters of recommendation, and previous work experience using subjective measurements and rating scales. It also provides examples of when low coefficients and test-retest reliabilities would be appropriate for written job knowledge tests, and discusses the information selection decision-makers need to collect such as job descriptions and applicant profiles. Additionally, it states that individuals making staffing decisions have an ethical responsibility to understand measurement issues in order to hire employees fairly and avoid discrimination.

    Copyright

    © © All Rights Reserved

    Available Formats

    DOCX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    The document discusses how to determine scores for interview questions, letters of recommendation, and previous work experience using subjective measurements and rating scales. It also provides examples of when low coefficients and test-retest reliabilities would be appropriate for written job knowledge tests, and discusses the information selection decision-makers need to collect such as job descriptions and applicant profiles. Additionally, it states that individuals making staffing decisions have an ethical responsibility to understand measurement issues in order to hire employees fairly and avoid discrimination.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    217 views3 pages

    Staffing Organizations Chapter 7 HRM441

    Uploaded by

    meghan murray
    The document discusses how to determine scores for interview questions, letters of recommendation, and previous work experience using subjective measurements and rating scales. It also provides examples of when low coefficients and test-retest reliabilities would be appropriate for written job knowledge tests, and discusses the information selection decision-makers need to collect such as job descriptions and applicant profiles. Additionally, it states that individuals making staffing decisions have an ethical responsibility to understand measurement issues in order to hire employees fairly and avoid discrimination.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 3

    Meghan Murray

    3/21/2021

    HRM 441

    1. Describe how you might go about determining scores for applicants' responses to (a)

    interview questions, (b) letters of recommendation, and (c) questions about previous

    work experience.

    a. When determining scores for different attributes there are a few different levels of

    measurement that can be used. I would determine qualitative applicant responses

    for questions above A, B and C by subjective measurements. To measure the

    scores of the given answers would be reviewed subjectively by a specific reviewer

    and they would provide a number on a given rating scale. When the responses are

    given a number value their total score can be compared to other applicants. This

    will determine who could be a more valuable asset to the organization as a whole.

    2. Give examples of when you would want the following for a written job knowledge

    test: (a) low coefficient alpha (e.g., alpha = .35), and (b) a low test-retest reliability.

    a. You would want a low coefficient alpha (e.g., alpha = .35) for a written job

    knowledge test when there are two or more items or raters for a specific attribute.

    A low coefficient alpha is good when you are having a knowledge test in

    measuring diverse job skills. You would want a low test-retest reliability for a

    written job knowledge test when you are trying to measure an attribute that isn’t

    consistent.
    3. What information does a selection decision-maker need to collect in making staffing

    decisions? What are the ways in which this information can be collected?

    a. The information that a selection decision-maker needs to collect in making

    staffing decisions is the information regarding the specific position and what

    attributes are going to be measured. They also need to find out what the vacant

    job position descriptions are. The selection decision-maker will need to do a

    comparison of the profiles and measurements the company took with the job

    description to identify the fit for the job. The selection decision-maker can collect

    this information a few ways. First of all, they can get this information from the

    HR department within the organization, they can utilize third parties and obtain

    job applications of employee performance within the recruitment process for the

    company..

    4. Do individuals making staffing decisions have an ethical responsibility to know

    measurement issues? Why or why not

    a. I do think the individuals that are in charge of making staffing decisions do have

    an ethical responsibility to issues that come along with measurement. When hiring

    employee’s leadership should be working with HR to determine the different

    performance measurements that will be used for each position. By using

    performance measurements companies are making sure they are determining best

    practices suggested by EEO, having a diverse work force and avoiding issues like

    standardization. Hiring authorities ethically should want to provide the best

    workforce for this specific organization and knowing the ins and outs of
    measurements use the organization proper and fair measurement of each

    individual applying for the position.

    You might also like