When measuring peoples performance for the purpose of excerption there atomic number 18 a number of key issues involved. The first section of this render willing explain these issues before explaining how they can be surmount in the second section. The final part of this essay will deal with the advantages and disadvantages of using the interview method as a endurance tool, before concluding the main points.
Human resource endurance is a process that requires the measurement of candidates to enable accurate finality making in making an appointment. The goal of the selection dodging is to select individuals who will perform well on the project. The governance must be as fair and accurate as possible and must use reliable and valid measures of job applicant characteristics.
One issue in measuring performance for selection purposes is the reliability of the tests used to measure the individuals. The term reliability refers to the concord of the selection and assessment process in giving the aforesaid(prenominal) results and this can be with similar sets of people or with the similar people over a period of time. If the tests used ar unreliable then the sample will contain regular and random errors. A test score is consistent (and whence reliable) if random error is low and there are tokenish fluctuations in observed haemorrhoid.
The ideal situation is for the test scores to be free from systematic and random error. There are three main methods of assessing reliability each using the correlativity coefficient as the index of reliability with 0.8 or higher universe considered good. The three methods are:
* Test-retest - This method examines the consistency of a selection tool over time. The correlation is computed between the time 1 score and the time 2 score. This correlation is called the coefficient of stability.
* Parallel forms...
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