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

Sample Answer 3 for HRM 635 In general, discuss both the reliability and validity as they relate to recruitment and selection practices

As an employer or a job seeker, finding the right candidate for a job can be a daunting task. It is crucial to choose the right person during the recruitment process, as it can have a significant impact on the success of the organization. According to Dessler (2020), there are two primary reasons why selecting the right employee is vital – firstly, employees with the right skills will perform better, and secondly, recruiting and hiring employees can be a costly process. Therefore, it is essential to employ effective selection methods to find the best candidate for the job. To select the best candidate, managers use various tests and screening tools. For these methods to be effective, they should possess two important characteristics – reliability and validity. Reliability refers to the consistency of the interview and selection process. For instance, all the candidates should be asked the same questions during the interview to ensure fairness and equity. Validity, on the other hand, refers to whether the method measures what it’s supposed to be measuring. This is important for predicting job performance. Asking appropriate questions about the specific job functions can help determine the candidate’s experience level and ability, leading to more informed hiring decisions (Zoromba & El-Gazar, 2021). It’s crucial to ask related questions that are pertinent to the job being offered instead of vague, unrelated questions. A consistent approach can help promote a level playing field for all candidates. As we often have our own biases, a panel approach can help promote greater insight and reflection on candidate strengths, weaknesses, and potential. Developing a validated selection method can help managers learn useful information about a candidate’s ability to perform the desired job. This fosters an environment in which the best candidate is selected based on solid evidence and decreases the chances of bias.

Upon examining my employer’s interview and selection process, I believe there is room for improvement. New managers receive minimal, if any, training on best practices related to hiring and candidate evaluation. Due to variable practices and minimal oversight, I am confident that our hiring practices need attention to promote consistency and minimize unconscious and conscious biases. Critically looking at my team’s current recruitment and selection process, I can say that it is not well-structured. Although we tend to ask all our candidates similar questions, it is not a consistent process. However, I am confident in the validity of the situational questions we ask during interviews. While the interview process is important, it is not the only factor in determining who is selected for a role in my organization. Due to union rules, less desirable candidates with poor performance and interpersonal challenges have been selected for supervisory roles. This is unfortunate, as we recognize that poor leadership can lead to job dissatisfaction and decreased productivity within the team. Hiring from within can be beneficial, as it can result in a deserving employee receiving a salary increase and filling a job position. However, hiring external candidates can also bring diverse thoughts and fresh energy to the team. The ideal approach would be to hire the best candidate with proven ability rather than focusing on a singular aspect such as length of service. In today’s world, technology has revolutionized the recruitment process, and employers can use various tools and methods to find the best candidates. These tools include applicant tracking systems, video interviews, and online assessments. It is essential to ensure that these tools and methods are reliable and valid and that the recruitment process is fair and unbiased. Employers should also focus on promoting diversity and inclusion in their recruitment process, as it can lead to a more productive and innovative workforce. In conclusion, selecting the right candidate for a job is a critical process that requires careful consideration and effective selection methods. Employers need to ensure that their recruitment process is reliable, valid, and fair to increase the chances of finding the best candidate for the job.

Reference

Dessler, G. (2018). Human resource management (16th ed.). Pearson.

Leigh, J. P., & Chakalov, B. (2021). Labor unions and health: A literature review of pathways and outcomes in the workplace. Preventive medicine reports, 24, 101502. https://doi.org/10.1016/j.pmedr.2021.101502

Zoromba, M. A., & El-Gazar, H. E. (2021). Nursing Human Resource Practices and Hospitals’ Performance Excellence: The Mediating Role of Nurses’ Performance. Acta bio-medica : Atenei Parmensis, 92(S2), e2021022. https://doi.org/10.23750/abm.v92iS2.11247