Relationship Between Job Analysis And Employee Recruitment
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Relationship Between Job Analysis And Employee Recruitment
What is the relationship between job analysis and employee recruitment?
Since a job analysis is used to determine essential characteristics of a particular job within a company, it has plays a major part in the recruitment and selection of employees. By completing a job analysis before the search for potential candidates, a company can get a better idea of what they are looking for, what type of person would make a good fit and have the skills required to be successful in a particular job.
When a company posts a job, they want to attract the best candidates so the use of a completed job analysis that will help to determine which job duties should be included in the vacant position’s post, it will also help to clarify the specific qualifications that they are looking for in a candidate. Once the company has narrowed down the search, the job analysis will also assist them in the interviewing and hiring process.
The assessment questions that are asked by a hiring manager during an interview should be based off the completed job analysis, and can assist in finding out which candidate will most likely fit all of the required experience and skills needed for the particular job. The analysis will also help to determine the salary level of the position and what should be offered to the candidate during the hiring process.
Define reliability and validity. Why are these two standards so important to the selection process?
According to Lepak & Gowan (2016), reliability “indicates how well a selection measure yields consistent results over time or across raters.” (p. 237), and validity “is the extent to which a selection method measures what is supposed to measure and how well it does so” (p. 238).
Reliability is very important to the selection process in different ways. First of all, selection procedures of a company must be reliable when it comes to consistency and time. For instance, results of a test given to an applicant today should be similar if the same person takes the same test again tomorrow or a week from now.
Second of all, there must be reliability across a company’s selection interviewers. Achieving reliability across interviewers can be challenging because each interviewer is a different individual and can cause variation in terms of assessment questions asked and how collected data is interpreted. The company must develop what assessment questions will be asked during an interview and train each interviewer to evaluate candidates in a similar manner. This will help to achieve high inter-rater reliability.
Validity is also important to the selection process, it goes hand in hand with reliability. After all, how can an assesment test or question be reliable if it is invalid?
A company must have both reliability and validity in their selection process to be effective and successful.
Lepak, D., & Gowan, M. (2016). Human Resource Management: Managing Employees for Competitive Advantage (2nd ed.). Chicago Business Press
What is the relationship between a firm’s employee selection procedure and its performance? the relationship between an employee and the performance all have to do with the hiring process and who they select for them to want to work for their company . Companies hire employees based off of their particular skill set in order for them to be able to figure out who will be able to best fit their need. If they hire employees that are the best for the organization, they will be a major investment for the company and the return on investment will be better because they will get a better turnaround on their investment. sometimes hiring employees that have the best qualities and things that they need though still may not be enough because you have employees that end up not performing as well. Some of it can be a result of bad training, some of it can be a result of poor performance. You still have those employees that will somehow still fall through the cracks of the organization even though they were a better fit for the company and they met all of the requirements. “Reliability refers to the the extent to which a selection measure yields consistent results over time or across raters.” the extent to which a selection method measures what it is supposed to measure and how well it does so. a real good example of this would be a person taking a final exam to see if they fit the need to be a pilot. the training test and exams that they take would be validity to see if they meet the required standards to perform said job.
What is the relationship between a firm’s employee selection procedure and its performance? Define reliability and validity. Why are these two standards so important to the selection process?
A relationship between a firm’s employee selection procedure and performance is making sure the right employee is in the right position for the jobs needs. You want the right person for the right job because this will ultimately define how the performance will be for your company. Validity is the accuracy of a measure and reliability is the consistency of a measure. “A selection process is valid if it helps you increase the chances of hiring the right person for the job.” (Billikopf, Gregorio 2016). A key component to validity is reliability and wanting to have a great outcome to a selection approach you need to be using this process to be consistent. Reliability is the consistency in results with any experiments replicated under the same conditions. Reliability and validity are important standards to the selection process because for this to be valid the whole selection process needs to be reliable by having the right measurements. This process needs to have the right candidates because of performance being affected, it can get pricey to hire and recruit. Also, you don’t want any legal trouble coming from making the wrongs decisions in selecting the wrong employees. You want to avoid discrimination charges. For example, “disqualifying all women from arc-welding jobs on the assumption that cannot operate the equipment, or hiring field workers only if the are born in Mexico.” (Billikopf, Gregorio 2016). From this employers need to show that the selection process is job related. When doing a good study you want both reliable and validity.
Reference: Billikopf, Gregorio (2016) “Validating the Selection Process” Retrieved from: https://nature.berkeley.edu/ucce50/ag-labor/7labor/03.htm (Links to an external site.)
Lepak, David (2016 3rd edition) “Human Resource Management” Chicago BusinessPress
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