ALTERNATE ASSIGNMENT – WEEK FOUR MEET SESSION
Question
| Paper details: | Submit, attached to an email, by Sunday, 10/23/2016, 11:59 p.m. a short paper (2-3 SHORT paragraphs) which addresses these requirements/questions: 1. Provide a SHORT definition of these terms: validity, and reliability in regard to hiring and/or selection methods. 2. Explain how these are used in the hiring process. 3. If you were an HR Manager, how would you ensure that you have validity and reliability in any testing processes that you utilize when hiring? What are the ramifications if you do not ensure that the process is valid and reliable and produces the intended unbiased results for the organization? An email with any questions! Thanks, all! |
Answer
Alternate Assignment – Week Four Meet Session
From a human resource management perspective, terms like validity and reliability are commonly used particularly in the hiring and employee selection methods applied by firms. According to Kaplan & Saccuzzo (2001), validity is the agreement between the measure of a test score used in selecting employees during the hiring process and the quality it is supposed to measure. In other words, it weighs the distinction between the intended measure of the test and the actual measure derived from that test. On the other hand, reliability is the actual measure of how much the selection panel can trust the results test they intend to use in the hiring and selection processes (Kaplan & Saccuzzo, 2001).
Validity and reliability are very vital aspects of the hiring process (Armstrong & Taylor, 2014). Although a test may have a high level of reliability, it could still fail to meet the required threshold if it has a low level of validity. While high validity in the test would mean that the test indicates rather clearly what the potential employee knows about the job, a low level of reliability discredits the trust in those results (Need, 2006).
As HR manager, I would design the tests with the aim of having both high validity and reliability in the tests utilized during hiring. Regarding validity, I would ensure that the design of the test is sufficient and that it serves the intended purpose. Additionally, I would ensure that the test has the face, content and construct validity attributes specific to the requirements of the firm. About reliability, I would ensure that there is a fresh test for every round of hiring and that each test is divided into specific categories. The categories will be specifically testing how much the potential employees know about the specific issues related to the job at hand. The ramifications of low reliability or validity in a test are that the firm may end up hiring the wrong candidate for the job.
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. New York, NY: Kogan Page Publishers.
Kaplan, R.M. & Saccuzzo, D.P. (2001). Psychological testing: Principle, applications and issues (5th Edition), Belmont, CA: Wadsworth.
Need, W. C. (2006). Human resource management: Gaining a competitive advantage. London: Routledge.
