Question

Define reliability, validity, utility and selection ratio. Use these to describe three selection tools that you would recommend in human resource management, also one selection tool that you would not recommend.

Answer 1

Reliability- Reliability refers to consistency in results. When different interviewers get same result then it can be termed as reliability.

Validity- Extent to which a measurement is appropriate, and has correspondence with real world

Utility- Overall adequacy of a selection process is utility.It circumscribe accuracy and significance of personnel's decisions.

Selection ratio-Number of job position to number of applicants for the job is the phenomenon of selection ratio.

Selection tools in Human resources management is the steps involved in selection procedure for the purpose of recruitment of personnels-

1.Structured interviews- Interviews whether telephonic or face to face are reliable and valid. For this it should have trained interviewer who follow a systematic pattern of questions.Its utility is adequate if the interview has reliability and validity and it lead to higher selection ratio

2.Aptitude and Competency Assessment- Aptitude test is most reliable tool for selection as it has uniformity. A reliable aptitude test possesses validity and utility for selection of personnel.

3.Skils testing-Under skill testing, expertise and technical knowledge has to be tested. This is the most valid tool for selection as it measures the expertise of the applicant and the results of these tests are reliable and have higher degree of utility.

Selection tool that can not be recommended to Human resource management -

Unstructured interviews- Reliability of this tool is very low as it depends upon interviewer's discretion. Sometimes it is found as biased. Due to its unstructured nature it doesn't ensure reliability and validity of the selection.Due to unreliability and invalidity it doesn't ensure utility for the selection.