WORKFORCE PLANNING AND EMPLOYMENT
Thread 1 reply
Evaluation of previous work experience of candidates during an interview will be of no significance if their letters lack elements of standardization. It is only through the aspects that the interviewers will be in a position of determining the competency of the applicants. Uniform questions need to be asked by interviewers to ensure equity and fairness on the candidate. The response that the interviewees give towards the issues that they are being asked is subject to their cognitive potential and capabilities to detect the dimensions of the question being asked, hence the reason to stick to similar questions upon all the candidates.
I agree that recommendation letters have little problems in yielding accurate scores in an interview. These letters are typically drafted by supervisors in one’s working station. Besides, some are mail merged. As a result, it is difficult for them to objectively, fairly, and accurately yield scores. I support the implementation of strategies that will offer a scale for applicants “mental ability, consideration-cooperation-dependability-reliability, urbanity, and vigor will allow for measurement of the individual applicant and statistical comparison between applicants as well” (Heneman, Judge, & Kammeyer-Mueller, 2015). This is because it will get rid of the formality notion interviewers have about recommendation letters.
Variations in applicants previous working stations make it difficult to make scores based on their previous work experience, the skills, and knowledge that they have gained. Consider a policeman in a work station full of all required resources; such a person will be in a better position of gathering more skills and knowledge since he will be subjected to a variety of resources. To get the best candidates out of an interview, integrity and objectivity are two significant factors that must be maintained. Interviews also emerge successful when the entire process is free of bias and contamination.
Reference
Heneman, H. G. III, Judge, T. A., & Kammeyer-Mueller, J. D. (2015). Staffing organizations (8th ed.). Mishawaka, IN Pangloss Industries, McGraw-Hill.
Thread 2
I admit that there exists a significant relationship between test criterion validity and predictive validity. However, I do not agree that the sample collected is sufficient to make judgments upon because the evaluation might fail to cover the significant areas, which might require more evaluation to gather enough information that will be useful in arriving at recommendations. When examining one’s verbal skills, it is critical to put into consideration the position and type of job that one is entitled to because they yield conditions which define conditions which impact the interpretation of performance evaluations. It is prudence enough to emphasize in oral responses in job opportunities that will require a high level of verbal skills. This is to ensure that everything is well. Adjustments need to be made when there arises a significant margin between prediction and actual performance to ensure that their respective jobs go on smoothly.
Technology has emerged to be part of our lives, and in everything that human’s do, high chances are there that they will integrate technology in one way or the other. Due to this fact, possession of computational skills in the current job is required because technology has been integrated into their careers. They make use of computers in most tasks that they execute. I agree that computational is far much more comfortable than verbal skills because computer-assisted productivity is more objective, making it a better standard tool than verbal skills, which are subjective. To ensure that the results of the comparison obtained are correct, then there is need to carry out computations using a company’s specific computational tasks which are necessary for entire positions. In summary, if a company can pay full attention to the measurements being made, chances of succeeding are very high (Heneman, Judge & Kammeyer-Mueller, 2019). Regular checkup of the testing tools is essential in fixing issues from point to point and thus, ensuring that measurements go on smoothly.
Reference
Heneman, H. G., Judge, T., & Kammeyer-Mueller, J. (2019). Staffing organizations. Columbus, OH: Pangloss Industries.