Human resources Essay Example | Topics and Well Written Essays - 750 words

Human resources - Essay ExampleThe judging procedures require standardisation in enjoin to present a fair platform for all interested participants. As much(prenominal), test design and formation is required when creating a standardised assessment butt on. Test design and validation are key principles in the assessment process during selection of personnel that ensure relevance of tests been administered. In essence, test validation highlights the process of establishing relations mingled with the test administered and the job in question. The validity of a test is critical when selecting a test as it refers to the characteristic being measured and how well the test produces the best results. Validity indicates how authorized the results yielded are in line with the purpose of the test as well as ensuring relevance of the assessment process. What are the key performance dimensions of the instructor who is teaching this course? In your opinion, what should they be? There are th ree main methods of ensuring validation in assessments procedures and they include criterion-related validity, content-related validity, and construct-related validity. Criterion-related validity provides data indicating statistical relationship between test performance and key job factors, which provides predictive information on work behaviour. In this case, an undivided who performs well in such tests is bound to perform better in the job than someone who yielded wretched scores. Content-related validity produces evidence that illustrates the composition of the test demonstrates crucial behaviour in relation to the job. The test dwells on requirements and qualifications of an individual for the desired position. For instance, fire fighters must demonstrate their physical ability in stressful situations and glisten minimum strength required to perform safety procedures associated with their line of work. Finally, construct-related validity refers to the assessment of individual traits such as personality and core values that are critical in delivery on the job. For instance, aim candidates for the position of customer care personnel should exercise tolerance by default in rule to provide efficiently required information to irate customers. Why are clear job specifications chief(prenominal)? What are the costs of imprecise specifications? Provide an example The importance of indicating clear job specification in any organisation cannot be overemphasised as it is of critical value to all. Compiling of job descriptions lies squarely at heart the human resource manager, who is charged with the role of hiring personnel based on tasks to be carried out in the organisation. A clear-cut description highlights what the organisation expects from each employee as it entails the details of personnel roles and duties. This restrains time and resources that could control been otherwise lost in the confusion created by mixed roles and disorganisation within the co mpany. As such, stiff job descriptions provide efficient communication channels within an organisation since every employee is aware of their role. Similarly, the employees occasion aware of the companys mission and vision, as well as explaining how each of them fits into the organisations future. Moreover, clear job specifications help in weeding out unqualified applicants while ensuring the recruitment of qualified personnel. This acts to save the organisation a significant amount of money and thus boosts productivity. From a legal point of