...tell us? • Accuracy of measurement—the premise of personnel assessment & selection • Index indicating accuracy of measurement: reliabilities and validities (pp. 39-43.) • Most reliabilities and validates are represented using correlational data (p. 44) • The purposes of using psychological tests (p. 49): selection, placement & development • Distinguish between self-report and performance-based assessments Concerns about self-report assessment 1. Content validity: relevance and coverage 2. Acquiescence, tiredness, and other feelings 3. Fake answers (intentionally) 4. Social desirability (sometimes unintentionally) Concerns about performance-based assessment 1. Time consuming, and maybe more expensive 2. Efforts to develop scoring procedures (commoners vs. outperformers ) 3. Fake answers (intentionally) 4. Social desirability (sometimes unintentionally) What is Correlation ? • Indicates both the magnitude and direction of the relationship between variables • Range is from -1.0 to +1.0 Question: What if a correlation exists between a selection method and task performance? Consider these --- A correlation exists between: • The number of firemen that were putting out the fire and the total amount of losses in a fire • Cigarette smokers and lower GPAs • The height of the father and that of the son • How much you can drink today and how much you can drink tomorrow The Goal of Personnel Selection Performance (Success) Criteria Productivity measures...
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...Introduction This paper is devoted to the problem of international selection of personnel. Efficient allocation of the resources is one of the most important criteria in the success of a company, especially when we are speaking about human resources. Hiring and then deploying people to positions where they can perform in the most effective way is the primary goal of most organisations, whether domestic or international. Selection is the process of matching individual characteristics such as ability and experience with the requirement of the job. The main two differences between domestic and international selection are that managers should take into staffing orientation of particular company, in other words who should take the key positions in headquarters and subsidiaries also they should take into account laws and regulations of host country. Further in this paper it will be discussed different types of employees, factors that influence stuffing and criteria for candidate selection and validation. In the practical part all the issues mentioned above will be addressed on the example of two companies that are going through changes one of which is the recruitment of the personnel. Theoretical part Staffing orientation As it was said in introduction one of the main obstacles that managers are facing during the selection process of future expatriates is that many companies have predispositions with regard to who should take top positions in headquarter and subsidiaries or...
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...Barrick, 2011, p. 212). These errors can negatively affect a company in many ways, and it can even negatively impact its greatest asset, or its brand. False Positive Selection Errors Are Costly to an Organization When applicants are successful in the selection process and then fail on the job, false positive errors have occurred (Gatewood et. Al., 2011, p. 212). According to Keller (2008), of all the attitudes consumers can have towards a brand, their attitudes towards quality as well as customer value and satisfaction are of upmost importance (p. 68). Through false positive errors, a hospital can assemble a team of mediocre surgeons who may fail to consistently perform surgeries successfully. Surgery failures would most likely result in legal costs. However, even worse, they may also result in a decrease in brand quality and credibility in the minds of consumers. Individuals who are not a good fit for a job or company may also experience job dissatisfaction which has been known to negatively affect levels of productivity and organizational citizenship behaviors (Cummings & Worley, 2009, p. 85). In addition, false positive errors have been known to be linked to increased turnover, increased absenteeism, and more work-related accidents (U.S. Office of Personnel Management, n.d.). False Negative Selection Errors Are Costly to an Organization When applicants who would have been successful on the job are rejected, false negative errors have occurred (Gatewood, et al....
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...behaviours of those already in the firm who are prone to engage in inside trading. III. Conclusion The firm shows that they have a poor system in selecting employees since unethical employees are able to enter their company. They also possess poor security regarding with the works of their employees that is why most probably some employees are able to do insider trading. And lastly there is limited communication between top management and the employees which lead to this kind of behaviour by employees. IV. Recommendation Due to the alarming case of insider trading we recommend that the firm should strengthen their employee selection program in order to select the right personnel with ethical values. With this improved selection program, top management would be able to identify who should be selected and who should be not. This selection program should be a careful analysis of the background and the skills of the different applicants in order to select not just the skilful one but someone who is ethical. The firm should also improve their security measures by evaluating employees. There should...
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...behaviours of those already in the firm who are prone to engage in inside trading. III. Conclusion The firm shows that they have a poor system in selecting employees since unethical employees are able to enter their company. They also possess poor security regarding with the works of their employees that is why most probably some employees are able to do insider trading. And lastly there is limited communication between top management and the employees which lead to this kind of behaviour by employees. IV. Recommendation Due to the alarming case of insider trading we recommend that the firm should strengthen their employee selection program in order to select the right personnel with ethical values. With this improved selection program, top management would be able to identify who should be selected and who should be not. This selection program should be a careful analysis of the background and the skills of the different applicants in order to select not just the skilful one but someone who is ethical. The firm should also improve their security measures by evaluating employees. There should...
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...Post-Traumatic Stress Disorder: Unethical Business Practices and their Influence on Veteran Unemployment Chase Jeffrey Engel Georgetown University Abstract Military veterans have consistently experienced high unemployment rates. Challenging veterans’ efforts in finding and maintaining employment is the issue of Post-Traumatic Stress Disorder (PTSD). Exacerbating this problem, is civilian employers’ utilization of deficient hiring and employment practices. In particular, employers have developed a sense of fear and uncertainty about PTSD. These perceptions often prove to be a reason why employers choose not to select veteran candidates for employment. Additionally, organizations fail to successfully acclimate and socialize new veteran employees (who do or may suffer from PTSD) into the organization’s culture. Such failures can lead veteran employees to quit their job. Together, the deficient hiring and employment practices displayed towards former service members have significant ethical implications that serve as the catalyst for high unemployment rates for the veteran population. To minimize these implications and to improve veteran employment opportunities, organizations’ human resources (HR) departments must develop and incorporate new approaches to hiring and employing veterans who do or may suffer from PTSD. Keywords: PTSD, invisible disability, human resources, implicit bias Post-Traumatic...
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...Combat experiences have an effect on couple relationships often times it causes difficulty in expression of feelings, intimacy, and adjustment which could lead to interpersonal violence (Savitsky, Illingworth, & DuLaney, 2009). Some service members returning from deployment who have been diagnosed with PTSD have been found to be associated with partner violence. “Battlemind is the “soldier’s inner strength to face fear and adversity with courage”” (Savitsky, Illingworth, & DuLaney, 2009). Battlemind is very crucial during time of deployment and when in a combat zone, however, if battlemind is used while at home in an aggressive situation it could lead to family violence. During deployment most families become one parent families so stress starts to build for the at home parent. It has been found that military families show more maltreatment during the time of deployment than when a parent was not deployed. Due to relocation making it difficult to create new bonds children face behavioral and academic challenges. The Cycle of Deployment often causes stress on a child because of anxiety, learning to cope with an injured parent, and learning to cope with the absence of a parent. When a service member comes home wounded mentally or physically it puts a stressor on the family. Most families caring for a wounded soldier will need more support and services, this could lead to family members neglecting their own needs to care for the wounded service member. In many cases mental problems...
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...prescription drugs is higher among service members than among civilians and is slowly increasing. In 2008, 11 percent of service members reported misusing prescription drugs. Most of the prescription drugs misused by service members are opioid pain medications. Alcohol use is also higher among men and women in military service than among civilians. Almost half of active duty members have reported binge drinking. 20 percent of military people have reported binge drinking every week for the past month. This rate was considerably higher for those with high combat exposure. It was shown that in 2008 30 percent of all service members were current cigarette smokers, However along with alcohol use, smoking rates are significantly higher among personnel who have been exposed to severe...
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...Are Veterans really our heroes? Why should white Americans, given a gun and a permit to murder, be worshiped as a hero? People say that they are doing a right cause by murdering people that deserve it like terrorists. Why do they get to murder them? They should get a fair trial like all people. It is not fair for Americans to have a right to kill without being punished just because they enlisted and are killing people on other soil. I cannot just say all soldiers kill, murder, and rape people in the field but they do protect our borders and keep us safe. As of this year, 570,000 new immigrants have come to America in search of a new life because of its safety. Without Veterans, I would not be here period....
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...Decisions of Uncertainty Introduction The Decision What is the probability of hiring a qualified employee upon selecting one from 52 applicants 26 are male and 26 are female? Probability Concepts The probability of the event –hiring a qualified male employee—is the proportion of times the company would expect to obtain a qualified male employee over the long run if the HR managers selected applicants many times. I will refer to each repetition of the situation – in this case the selection of a qualified male future employee—as a sampling experiment. The probability of the event is the proportion of times we would expect the event to occur in an infinitely long series of identical sampling experiments. The Outcome In this case, the probability of selecting a qualified male employee is 0 .50 or 50%. I arrived at this conclusion by using the knowledge that there are 52 applicants who areapplying for the open position, 26 are female and 26 are male. If the company assume that each of the 52 possibilities is equally likely, it is reasonable to expect that the company would select a male applicant that is qualified for the open position 0.50 of the time of a period of time ( 26/52 = ½ = 0.50 ). This illustrates the basic rule for obtaining probabilities in situations in which each of the possible outcomes is equally likely, the probability of the occurrence of an event is equal to the proportion of the possible outcomes characterized by the event. In the case of...
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...Task 1 of 2 Create a Universal Group called Replication Management Admins in an OU you’ve chosen to hold groups for delegated access or other security related task. Open ADSI Edit and connect to the Configuration Naming Context as seen in the image below. Once you've selected Configuration in "Select a well known Naming Context", click OK Expand the Configuration Naming context and right click the Naming Context node below it. See the picture below for the arrow indicating where you should right-click. Next Click Properties Click the Security Tab Click the Advanced button Click Add Enter the name of the Universal Group you created in Step 1 and click OK In the Permission Entry for Configuration box scroll to the bottom and tic the Allow box for the Replication Synchronization permission. Ensure that "This object and all child objects" is selected for the Apply to and click OK Click Apply, then OK, and then click OK once more and you should be back to ADSI Edit with no open dialog boxes. Task 2 of 2 After you’ve completed steps 1-10 in Task 1 you'll need to view all the replicated partitions and do the same process for each partition. Click on CN=Partitions under CN=Configuration, DC= to view the partitions in the Configuration naming context. On each partition right click each object and select New Connection to Naming Context. Note: You don't have to do this for...
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...risks due to potential loss of funding” (Wager, Lee, & Glaser, 2009, para. 9). Implementing a new software system will benefit the Mobile Mammography Van greatly. This paper is intended to identify the process for selecting and acquiring an information system, explain how the organizations goals drive the selection process, and identify the roles each organization’s stakeholders play in the selection process. Selecting and Acquiring an Information System When an organization is selecting and acquiring a new information system there is a great deal of planning and steps they must take to implement the system properly. The first step is to establish a project steering committee. “This committee’s primary function is to plan, organize, coordinate, and manage all aspects of the acquisition process” (Wager, et. al., 2009, pg. 150). After the committee has been formed the project goals should be outlines along with the scope of the project and committee. Many questions will need to be discussed during this step. For example, the committee will need to determine the methods, processes, communication techniques, resources, and type of system that will be used through the selection and acquisition process. Once project goals and the scope of the project are defined the next step is to screen the marketplace and review vendor profiles. “Concurrently with the...
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...Name :Muhammad Musab Hussain ID:7601 Subject :MGM411 Human resource a,Analyze the job selected position and wirte their job description and job specification? Ans, description * Sales of companies goods and services * Building relationship with customers * Responsible for repeat sales of existing customers * Approaching customer with the aim of making new business deals * Presenting the product or service in a professional or structured way * Researching the market * Checking the inventory for products * Responding to incoming emails and phone calls * Attending team meeting and providing valuable feedback Specification * Strong sales skills * Communication skills * Bachelor’s degree * Master’s degree * Ability to multitask * Delivering revenue or exceeding target * 3 years minimum experience in sales * Organizational and time management skills * Negotiating and closing sales B,what method will you adopt for appointing a person on the selected position? Ans, 1. Top management approval 2. Advertisement development 3. Post advertisement on the news paper 4. Call the people for interviews 5. Conducts interviews 6. Select the people which best match the requirement 7. Further skim them 8. Conduct another interview 9. Upon approval select the final people for hiring 10. Conduct the physical examination 11. Hire people that pass the final test. c,how...
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...type attribute, browsers assume you are creating a(n): a. file input box b. text input box ***** c. hidden input box d. image input box 3. What is required in the syntax when you need to refer to the control element? a. checkbox b. form label c. id attribute ******** d. name asterisk 4. The asterisk in Name* tells users that Name is a(n): a. id attribute b. required field ******* c. form label d. inline element 5. You create a selection list using the: a. id attribute b. name attribute c. option element d. selection element ******* 6. Which term defines the number of options that the selection list displays at one time? a. element b. control c. value **** d. field 7. Consider your audience and its initial reaction to a selection list when setting the: a. size attribute ****** b. list control c. style coding d. type option 8. The name attribute provides the name of the: a. field value b. selection list c. style sheet d. data field ***** 9. To create an option button, use the input element with the type attribute set to a value of: a. file b. image c. radio ******* d. text 10. When you use the same name for two or more option buttons, browsers treat them as a group, so selecting one option button automatically: a. highlights all the others b. selects all of the others c. deletes all the others d. deselects all of the others ***** ...
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...Chapter -6 Employee Testing And Selection The importance of Selecting the Right Employee: If the Right Employee is not selected then there will be some problem like fall of organization,low performance,cost of recriting and hiring .there may 3problem feced by the employer if he Select wrong person Organizational performance Cost of Recruiting and hiring Legal Obligation and Liability Organizational Performance: Employee performance affects organizational performance.Organizational performance including stragic planner operation,finance.legal and organizational development will fall if the employer select the wrong candidate Perfromance differ for different employee The Costof Recruitong and hiring:The cost of simlpy finding the right person recruiting cost.if wrong person hired the the organization have to take another Interview ,advertige so that will increase the cost of the organization Legal Obligation and Liability:The candidate who apply for the job may be he/she be a bad person .He may have Criminal activities.so these Candidate can do Crime in the organization or harm the organization Avoiding Negliting hiring claims: • Carefully Scrutinze information on employment applications.the information about candidate provided on the application should be read very carefully • Get Written Authorization...
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