COMMERCE 4BB3 Chapter Notes - Chapter 2: Meta-Analysis, Face Validity, Intelligence Quotient
24 Jan 2018
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Chapter 2: foundations of recruitment and selection i: reliability and validity. Ksaos: the knowledge, skills, abilities, and other attributes necessary for a new incumbent to do well on the job; also referred to as job, employment, or worker specifications. Hiring decisions must be defensible; they must meet legal requirements and professional standards of reliability and validity. Defensible hiring decisions are not arbitrary; the measures used to make hiring decisions must be stable and provide job-related information. Unfortunately, practice in hr tends to lag behind the science. Far too many hr interventions, including those in selection, are based on intuition rather than empirical support. There is a stubborn reliance on intuition and use of selection procedures such as an unstructured interview even though many practitioners using this procedure know that it is not sound. Constructs ideas or concepts constructed or invoked to explain relationships between observations. Constructs are abstractions that we infer from observations and that we cannot directly observe.
