Human Resource-What are the criteria by which initial assessment methods are evaluated?
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What are the criteria by which initial assessment methods are evaluated? Are some criteria more important than others? What are some organization uses?
What are the contrasts and differences between personality test and integrity test? Is there a warranted in each selection process?
Describe the structured interview. What are the characteristics of structured interviews that improve on the shortcomings of unstructured interviews?
What are the most common discretionary and contingent assessment methods? What are the comparisons and differences between the uses of these two methods?
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The criteria by which initial assessment methods are evaluated is determined.
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What are the criteria by which initial assessment methods are evaluated? Are some criteria more important than others? What are some organization uses?
Initial assessment methods are usually used by organizations in managing their human resources. There are a wide variety of different initial assessment methods, which includes the use, cost, validity, reliability, adverse reactions, utility, and applicant perceptions or reactions. Each of those factors plays a role in the choice of an initial assessment method. Which of those is more important will depend on the type on what they are used for. For instance, if an organization is a high-tech developer, then they may place greater emphasis on validity and reliability. If the organization is a small startup, cost may be the most important criteria, while validity may be less impactful. Some organizations however, such as public relations firms will place emphasis on criteria pertaining to cognitive skills, job knowledge, personality, integrity, and even physical fitness. The criteria may then be sub-divided into applicable and tangible criteria, such as interviews, education, training, certification, and background checks. In the vast majority of cases, employers may use initial assessment methods as a tool for approving new employees to an organization. They can also frequently be used for job analysis, trying to identify the parameters of a particular position (Furnham, 2008). This also allows the organization to accurately identify the types of knowledge, skills, and abilities that individuals must possess in order to perform the job effectively.
Initial assessment methods are relative to each type of organization, job, and industry. Which criteria are most applicable will be different for each type of organization.
-What are the contrasts and differences between personality test and integrity test? Is there a warranted in each selection process?
Personality and integrity tests are usually classified as two types of pre-screening employment tests. Each serves a different purpose and have different construct. Let's look at each of those in more detail:
Personality tests:
Personality testing tries to understand the applicant him/herself and how they ...
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