Why is selection such an important management tool?

As selection is an integral part of the management process, it is important to know the different types of selection available to recruiters. Strict rank-order selection, traditional banding and SED banding are three types of selection, which will be discussed in this essay.

When creating a test for selection purposes, it is important to know which criteria are considered invaluable to the organisation. Then, a complementary scoring system must be affixiated.

Strict rank-order selection is based on the assumption that if a predictor-criterion relationship is linear, the average job performance of selected applicants in rank-order, will be higher than that of any other method. It treats any differences in scores as meaningful and involves narrow bands, starting with the highest score and moving downward based upon any differences in scores, until all vacancies are filled. Th

Rater by ratee interactions are similar to specific factor error items. This sort of measurement error is anticipated and controlled for in the classical measurement model. Disagreement between recruiters is best regarded as measurement error. The random response error and transient error of recruiters can be assessed by the correlation between their ratings of the same applicants at two different times (with short interval in-between). Parallel forms of different tests have different items and sample slightly different behaviours. However, it this doesn’t keep them from being parallel forms for purposes of measurement and determination of reliability. The fact that they observe different behaviours at different times is an advantage since it helps to control for transient error in recruiter behaviours (Schmidt, Frank L., Viswesvaran, Chockalingam, Ones, Deniz S., 2000, PAGE NO ).

Personality measurement is affected by hypothesised factors eg. attractiveness, expertise of evaluator, difference in evaluating what is observed. It is impossible to identify and calibrate all these influences. Having multiple observers fill out personality scales on a potential candidate provides more valid measurement, than a self-report by the individual would (Schmidt, Frank L., Viswesvaran, Chockalingam, Ones, Deniz S., 2000, PAGE NO ).

Reliability is the consistency with which an instrument measures whatever it measures (regardless of the validity of those measurements) (Schmidt, Frank L., Viswesvaran, Chockalingam, Ones, Deniz S., 2000, PAGE NO ).

Some topics in this essay:
Management Essay, P-J P-O, Ones Deniz, Person-Organisation P-O, PAGE Rater, PAGE Personality, Person-job P-J, PAGE Reliability, job performance, deniz 2000 page, Schmidt Frank, Frank Viswesvaran, chockalingam ones deniz, random response error, chockalingam ones, 2000 page, deniz 2000, ones deniz, viswesvaran chockalingam, schmidt frank, viswesvaran chockalingam ones, measurement error, response error, frank viswesvaran, frank viswesvaran chockalingam,