The Validity and Reliability used by organizations in selection procedures from a European Prospective
CHAPTER 1Introduction
In business, Human Resources Department (HRD) is one of the highly critical departments that operate with a great deal of expectations from the higher management. This department is rigidly implementing all selection process able to squeeze the best applicant who is best suited for the available job or jobs.
The function of recruitment is obviously a fundamental part of any personnel program that aims to put a superior group of persons at the disposal of each appointing officer (Klein, 1940). Without at least some superior individuals in the competing group, the best that can be hoped for in the eligible list is a high level of mediocrity (Klein, 1940). For both reasons the nature of the presentation is highly important to the agency administering the merit program, to the operating department seeking both personnel and public acceptance of its program, and to the profession or special field involved (Klein, 1940). In fact, learning and the application of learning to the job have emerged as a key aspect of applied psychological approaches to work (Ford, 1991). The development of a successful training and recruitment ideology is an iterative process that cycles through theory and application (Ford, 1991).
However, generally, organizational failure is not one of life's great mysteries; reasons for it tend to be pretty straightforward (Klein, 2000). To an organization, its design is the same thing as is the physiology to a living organism. The design gives the organization its repertoire and its capabilities; it is both the current identity and the future potential of the organization (Ford, 2000). In the business setting however, there exist an organizational design where a department hires new personnel for the company. Effective Human Resources Management means that they were able to produce more often highly qualified personnel. Putting a person in a specified job is critical because no one knows what this person may do in the company weather it would be beneficial or a problem. Hiring process is not that easy because the Human Resources Management (HRM) should track down the best-qualified personnel from the very start while he or she is applying up to the actual job performance in the company. On the other hand, while costly, neglect of organizational design is perfectly understandable. The organization forms in order to do something: not simply to display itself as a capable, well-qualified assemblage. Furthermore, as the organization develops, these purposes can change (Ford, 2000).
There are steps that the companies provide for the applicants to prove themselves that they are worth full for the company’s acceptance. The selection process or the hiring process has never been easy for the company. It is due to certain factors that may affect the workforce. Basically not all applicants are qualified and even the qualified ones may still encounter problems regarding to their capabilities, work habits, and background. It is most common for the company to give the applicants a certain type of a written examination that will measure their Intelligent Quotient (IQ). This exam may be divided in different subject for example Math, Science, Literature, and even abstract reasoning. In the lexicon of organizations, "training and evaluation" tend to be linked, functionally as well as by nomenclature (Klein, 2000). One reason may be that evaluation not only concerns the effectiveness of the response to training but also continues the training process itself, by imparting information crucial to job performance (Klein, 2000).
Psychometric Exams are also given also by the industrial psychologists of the company. This type of exam characterizes the applicants’ aptitude, attitude towards work, the ability to handle pressure, outlook in life, norms and even psychological capabilities. The way these exams were given is through questions like choosing between apple and grapes, what do the person preferred a large spider or the small one. There are no correct and wrong answers in these exams but points were given and corresponding personality types are shown for each level of points.
Conceptual Framework
This study will utilize on how can be the Human Resources Management be competitive in producing the best-qualified applicants for the company. Psychologist and even Managers are strict in selecting the applicants, stages in this kind of selection are being done to squeeze up a few deserving people. Studies of some reliable sources regarding personality and selection process are being gathered and carefully analyzed for the understanding of the reader.
Statement of the Problem:
This study will attempt to answer the following questions:
This study attempts to prove the following null hypothesis:
This study will tackle the validity and the reliability of psychometric test and the process in which the applicants under go during the time they are applying for a certain position. The coverage of this study is the European perspective. Basically the individual differences of humans make such selection be critical as is. This study will be limited to the test done by professional people. The limitation of this study only covers the selection and hiring process in some companies. This does not evaluate on the bias side of the their professional studies. It only covers the process itself on how it can be beneficial to the company.
Significance of the Study
This study is an attempt to illustrate the Validity of Psychometric test and even the reliability of the traditional selection and hiring process by the Human Resources Department of any company. This will also be an informative guide for students, professors, managers and even the whole Human Resources Department. Further, this analysis will be beneficial for companies that maybe suffering to a low production of less qualified applicants in the company.
Definition of TermsHuman Resources Management - Human resources management is organizing, guiding, providing resources for, and interacting with employees
Employee Behavior- Actions of an employee
Employment Test - Any and all measurements of an applicant's capacity to perform job-related duties.
On-the-Job Training - Training provided to an employee as the employee performs his or her job duties.
Orientation - The introduction of a new employee into his or her job and the organization
Probationary Period - A period of time that should be used to ensure that the applicant selected is qualified to perform the job and achieve regular status. During this period of time, you should carefully evaluate the employee's performance and suitability.
Recruitment - The process of locating, identifying and attracting capable job candidates.
Selection - The process of screening job applicants to ensure that the most appropriate candidates are hired.
CHAPTER III METHOD AND PROCEDURE
This chapter will discuss the method of research to be used, the respondents of the study, the sampling technique, the instrument to be used, the validation of the instrument, the administration of the of the instrument and the statistical treatment of the data that will be gathered.
In this study, the researcher will use the descriptive method of research. This method will be adopted to find out what was the actual situation of the study within the specified period covered by study.
The primary source of data will come from a researcher-made survey questionnaire, which will be given to the respondents. The respondents of this study will be randomly selected human resource personnel involved in the recruitment process of selected corporations.
The secondary sources of data will come from published articles from business and psychology journals, theses and related studies on recruitment and its effects on organizational design and effectiveness.
For this research design, the researcher will gather data, collate published studies from different local and foreign universities and articles from social science journals, distribute sampling questionnaires; arrange interviews; and make a content analysis of the collected documentary and verbal material. Afterwards, the researcher will summarize all the information, make a conclusion based on the null hypotheses posited and provide insightful recommendations on the dealing with recruitment in the business setting.
Sample and Sampling Techniques
The general population of the study will be composed of human resource personnel particularly those involved in the recruitment of personnel. Moreover, the recruitment strategists will also be included. A total of one hundred fifty (150) will be used for this research.
The sampling technique that will be used for this study is the purposive method. The purposive sampling method involves a deliberate effort to secure a sample that conforms to some predetermined criteria. Since the study is about recruitment practices, the respondents of the study were top management and human resource executives of selected corporations particularly the recruiting department.
Validation of the Instrument
For validation purposes, the researcher will initially submit a survey questionnaire and after approval, the survey will be given to ten human personnel in the selected corporations. After the survey questionnaire will be answered, the researcher will ask the respondents for any suggestions or any necessary corrections to ensure further improvement and validity of the instrument. The researcher will again examine the content of the survey questionnaire to find out the reliability of the instrument. The researchers will exclude irrelevant questions and will change words that would be deemed difficult by the respondents, to much simpler terms.
Statistical Treatment of Data
In analyzing the given data and in providing a systematic way of organizing, the frequency distribution percentage, ranking and chi-square test were used.
1 Percentage
Percentage is a descriptive statistical term to show the relationship between two magnitudes or the relationship of part to its whole. The formula is:
%=F/n X 100
Where:
%=Percentage distribution
F= Frequency distribution
N=Number of respondents
2 Ranking
Ranking is a statistical method used to reinforce the description of percentage and desire the positional importance of an item, or an individual discussion in a series or rank, this method consists of arranging numbers in decreasing or increasing order or size. Typically, the highest score is written first, followed by the next highest and so on.
3 Arithmetic Mean
The arithmetical mean is also simply called the “mean” or the “average”. The formula is:
X =fx/N
Where:
X =mean
X= item value
N= total respondents on frequency
F=frequency
∑=Sum of total
t-test
4 Chi-square Test
The chi – square test is the versatile statistical test name after the chi – square distribution that is desired under the assumption of a normality of the population. It will find out whether or not an observed proportion is equal to some given ideal or expected proportion.
The chi – square was used in order to determine the significant differences among the respondents perception towards recruitment strategies:
Formula is:
X2 =∑(f0 – fe)2 / fe
F=(r-1)(k-1)
Where:
H0=one variable does not depend on the other variable or two variable are independent of each other(Null Hypothesis)
f0 = actual observed frequency
fe =expected or ideal frequency
r=the numer of rows describing on variable
k= the number of columns describing the other variable
x2 = chi – square value
df= degree of freedom
∑=sum of total
5 Interpretation Guide and Manner of Scoring
Using likert-scale also provides the criteria for the interpretation of data. The concept of the boundary is the following:
Choices weight range of value symbol
Very effective 5 4.5 – 5.5 VE
Effective 4 3.5 – 4.5 E
Not sure 3 2.5 – 3.5 NS
Some times 2 1.5 – 2.5 S
Not effective 1 0.5 – 1.5 NE
Lower limit inclusive upper limit exclusive formula:
5(VE)n +4(E)M+3(NS)n+2(S)n+1(NE)n
XW =
Total respondents
Where :
N= number of particular responses
XW = Weighted mean
Division Criteria
If X2c X2t ……Accept H0
If X2c X2t ……Reject H0 and Accept Ha
Where:
X2c computed X2 value
X2t Tabular X2 value
The researcher will be assisted by the SPSS in coming up with the statistical analysis for this study.
BIBLIOGRAPHY
Ford, Kevin, “Advances in Training Research and Practice: An Historical Perspective”, In Kaufman, Herbert, Time, Chance, and Organizations: Natural Selection in a Perilous Environment, Chatham House, 1991
Klein, Alice, Civil Service in Public Welfare: A Discussion of Effective Selection of Public Social Work Personnel through the Merit System, Russell Sage Foundation, 1940
Klein, Jonathan, “The Corporate Suicide Mission: The Emergence of Organizational Purpose “, Corporate Failure by Design: Why Organizations Are Built to Fail, Quorum Books, 2000
Klein, Jonathan, “The Training and Evaluation of Incompetence“, Corporate Failure by Design: Why Organizations Are Built to Fail, Quorum Books, 2000
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