HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices

Grand Canyon University HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices                            

Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices  depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices                          

The introduction for the Grand Canyon University HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices  is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices                          

After the introduction, move into the main part of the HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices                          

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices                            

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices

Re: Topic 2 DQ 2

Reliability and validity can sometimes relate to the recruitment and selection process when making hiring decisions depending on the job. Reliability helps an employer determine whether or not an employee is consistent. Think assessments job candidates have to take that asks a serious of questions in several different ways but is actually the same question. Reliability will help tell the mind frame of a potential employee and their thought process as different responses to the same question no matter how it is worded could signal inconsistencies in job performance. Because measuring reliability generally involves comparing two measures that assess the same thing. (Dessler, 2020) Validity refers to job performance and the likelihood of how well someone will perform on the job. Companies use reliability and validity in the recruitment and selection process to determine the best qualified candidates for the job and weed out the ones the feel will be low performing. In my organization, I can only speak to my position but based on what I remember, I took an assessment that had nothing to do with my job but I did have to have a 4 year degree for the position. I can say having a degree doesn’t determine if someone will be successful in my position but my employer does look at in a sense that a candidate is consistent and saw something through to completion.

Dessler, G. (2020). Human resource management (16th ed.). Pearson/Prentice Hall. ISBN-13: 9780135172780

Sample Answer 2 for HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices

When facing job rejection, I’ve come to appreciate the crucial role of reliability and validity in the realm of recruitment and selection. These two factors are pivotal for ensuring an equitable, precise, and effective hiring process while minimizing potential biases and discrimination. Reliability, which emphasizes consistency, is the first critical factor. A reliable selection method should consistently yield similar results when applied to different candidates on various occasions, thereby eliminating randomness and bias  (Muduli & Trivedi, 2020). This consistency is vital for maintaining a fair selection process.

Validity, on the other hand, focuses on precisely measuring what the selection method aims to assess. In the context of employee selection, it pertains to how well a test or interview predicts a candidate’s job performance (Dessler, 2020). Validity ensures that the selection method genuinely evaluates a candidate’s potential to meet job requirements, transcending superficial assessments.

Now, turning to my organization’s current recruitment and selection process, there are notable strengths and areas for improvement. The organization follows a systematic approach with clear job descriptions and criteria, which is commendable. Furthermore, the use of personality assessments to gauge leadership potential showcases a comprehensive evaluation of candidates. However, the inconsistency in the interview process, where not all candidates face the same questions, raises concerns about reliability, potentially leading to varied outcomes and fairness issues (Dessler, 2020).  On the positive side, the use of situational questions in interviews reflects validity. Such questions provide valuable insights into a candidate’s problem-solving skills and their potential job performance. Nevertheless, it’s imperative to ensure that these questions are directly related to the job requirements to genuinely predict job performance (Dessler, 2020).  In summary, my organization’s recruitment and selection process boasts strengths in terms of validity, particularly with the use of situational questions and the emphasis on leadership potential. However, addressing the issue of inconsistency in the interview process is crucial to enhance reliability. By making necessary adjustments to ensure a consistent and reliable selection process, the organization can make more informed and fair hiring decisions, aligning with the critical factors of reliability and validity in recruitment and selection practices.

References:

Dessler, G. (2020) Human Resource management (16th ed.). Pearson.

Muduli, A. and Trivedi, J.J. (2020), “Recruitment methods, recruitment outcomes and information credibility and sufficiency”, Benchmarking: An International Journal, Vol. 27 No. 4, pp. 1615-1631. https://doi.org/10.1108/BIJ-07-2019-0312