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Employment Selection Tools/ Management Assessment Centers

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1. Discuss the factors an employer should consider when deciding on a selection tool. Which methods are proven to have high validity and low adverse impact? Explain why.

Your response must be at least 200 words in length.

2. Explain the advantages and disadvantages of using management assessment centers for selection.

Your response must be at least 200 words in length.

Course eTextbook Dessler, G. (2015). Human resource management [VitalSource Bookshelf version] (14th ed.).Retrieved from https://online.vitalsource.com/#/books/9781323081716

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CHECK PAGE NUMBERS- used different edition.

1. Discuss the factors an employer should consider when deciding on a selection tool. Which methods are proven to have high validity and low adverse impact? Explain why.

Selection tools can be used to facilitate hiring. Selection tools that may be used include intelligence tests, background investigations and physical exams. When deciding on a selection tools an employer must consider many factors, including reliability, validity, and legality (Dessler, 2015). Reliability is important because an organization wants to make sure that a test provides consistent results. Test validity confirms that the organization is measuring the items that are intended to be measured. Dessler indicates the way to test an employment selection tool is through criterion validity (showing that those who do well ...

Solution Summary

This solution answers questions from Dessler's (2015) text book about employment selection tools, the methods that have high validity and low adverse impact, and the advantages/disadvantages of management assessment centers for employee selection. Includes in-text citations.

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