Occupational Psychologists
“Occupational psychologists stress the need for validity and reliability throughout the selection process. Explain how this can be achieved and critically examine the practical case for and against such rigour in selection, in practice, in an English context. In your essay, examine other perspectives dictating features of the selection process and if and how these can be reconciled with the need for validity and reliability”
Word Count: 2,637 words
INTRODUCTION:
The essay explains about Validity and Reliability and the other aspects of evaluative standards. It also describes about the various stages in a selection process and an example which shows the role of these evaluative standards in each of the process with a conclusion. …show more content…
There are two more complementary aspects of evaluating standards which could be considered for more accurate selection process. “Systematic selection requires that they should meet certain standards concerning reliability, validity, interpretability and practicality.” [Cooper, Robertson and Tinline 2003]
Interpretability is “the extent to which the scores on a test are interpretable and meaningful” and practicality of a method is assessed from two further perspectives: “its perceived usefulness and fairness and the extent to which it devours organizational resources.” [Cooper, Robertson and Tinline 2003]
It can be told that for any test or selection method to be evaluated accurately, it is not sufficient for the method to be valid and reliable, it should be interpreted well and it should be practical. In other terms the consequences of the process should be generally acceptable. For example, if the most reliable and valid test discriminates a set of people, then it is not considered to be practical.
STAGES IN A RECRUITMENT …show more content…
Only twenty-five made it to the series of structured interviews with four separate interviewers. In order to establish the interviewers’ consensus, Inter-interviewer reliability checks were conducted. Apparently, twenty candidates were hired as these resulted in 88 percent of agreement between the different interviewers. After a year in the follow-up assessments, it was found that there was 25 percent increase in productivity when compared to the US plants and that the workforce were highly motivated and satisfied with their job. In two and five year assessments, year on year, there was an increase in productivity of 15 percent and the growth through expansion resulted in increased market share by 3 percent. [Fictitious example, idea extracted from Cooper, Robertson and Tinline
Word Count: 2,637 words
INTRODUCTION:
The essay explains about Validity and Reliability and the other aspects of evaluative standards. It also describes about the various stages in a selection process and an example which shows the role of these evaluative standards in each of the process with a conclusion. …show more content…
There are two more complementary aspects of evaluating standards which could be considered for more accurate selection process. “Systematic selection requires that they should meet certain standards concerning reliability, validity, interpretability and practicality.” [Cooper, Robertson and Tinline 2003]
Interpretability is “the extent to which the scores on a test are interpretable and meaningful” and practicality of a method is assessed from two further perspectives: “its perceived usefulness and fairness and the extent to which it devours organizational resources.” [Cooper, Robertson and Tinline 2003]
It can be told that for any test or selection method to be evaluated accurately, it is not sufficient for the method to be valid and reliable, it should be interpreted well and it should be practical. In other terms the consequences of the process should be generally acceptable. For example, if the most reliable and valid test discriminates a set of people, then it is not considered to be practical.
STAGES IN A RECRUITMENT …show more content…
Only twenty-five made it to the series of structured interviews with four separate interviewers. In order to establish the interviewers’ consensus, Inter-interviewer reliability checks were conducted. Apparently, twenty candidates were hired as these resulted in 88 percent of agreement between the different interviewers. After a year in the follow-up assessments, it was found that there was 25 percent increase in productivity when compared to the US plants and that the workforce were highly motivated and satisfied with their job. In two and five year assessments, year on year, there was an increase in productivity of 15 percent and the growth through expansion resulted in increased market share by 3 percent. [Fictitious example, idea extracted from Cooper, Robertson and Tinline