3. Be able to explain the concepts of reliability and validity.167
Reliability and validity are forms of measurements used under personnel selection. Personnel selection is a method used by the organization in order to determine who will or will not be permitted to become part of the company. Organizations will use reliability, validity, ability to generalized, high utility, and legal to make their decisions.
Reliability is a measurement that determines how free a measurement is from random error. This form of measurement provides a steady and uniform outcome. For instance, if a company uses an intelligence test, a workers results should be consistent over a long period. This method will use correlation coefficients, which uses statistical measure to determine which dual groups of numbers are correlated. When the number is higher, this will signal a higher association and one will have a positive connection. Reliability is used to answer if the company is measuring accurately. However, this method fails to answer if the company is measuring something with meaning. For instance, a company in need of a customer representative and required applicants to have a degree in biology. The company posted the job and no one applied. Eventually, the company came to the realization that a biology degree was irrelevant criteria for a customer representative position. The company redesigned the criteria and hired an individual who did not have a biology degree.
Validity measure the performance such things as test scores are related to the measure of the design of the job performance. For instance, if individuals score consistently sixty word per minute on a keyboard test and get a high mark on a performance for the a data-entry job, the company ...
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...dual is well spoken, then they may be rated as intelligent. While someone who is not well spoken may be rated as lacking motivation.
Halo error is another type of error and occurs when bias is in an advantageous direction. For instance, workers are told they do not need to improve anything. While horns error occurs when there is negative ratings. For instance, this error can make workers feel frustrated and defensive.
The last error is known as recency effect, it occurs when employees are evaluated on their most recent activates and performances. This error may cause negative feedback during the performance appraisals.
Individuals makes these errors inadvertently and there are methods to reduce these errors. For instance, individuals can be trained by watching videos on scenarios and come up with ratings. This will diminish rating errors in performance appraisals.
Positive and/or negative feedback can drastically change an employee’s job performance by keeping them on task and motivating them to be more involved, and allowing them to more positively identify with the organization. The Radiant Spirit’s cruise staff currently receives employee evaluations through commentary cards that the cruise ships passengers leave. The passenger’s comment cards are then collected by the director of the Radiant to evaluate the performance of each employee. Furthermore, the director determines the possible employee promotions or demotions based on feedback left by the cruise ship’s passengers. By changing the ship’s current evaluation system to 360 feedback, using a combination of feedback from passengers and supervisors, the crew could potentially increase their job performance by 68%. By taking into account two different perspectives on the employees’ performance instead of just one, the supervisors can determine whether the employee is actually doing a poor job or if the passenger was being
Validity is the extent to which a test measures what it claims to measure. It is essential for a test to be valid in order for the results to be accurately applied and interpreted. Validity isn’t determined by a single statistic, but by a body of research that demonstrates the relationship between the test and the behavior it has set out to measure.
Reliability and validity are two words that one comes across in so many different parts of life. People like to know the truth and trustworthy attributes
...mperative that an evaluator maintain objectivity in their assessment. An evaluator must be able to substantiate their ratings with specific, relevant examples, or the evaluation quality and employee will ultimately suffer. Great care should be taken in the process in order to relate the actual findings of the evaluation to the correct numbers on the scale.
Because the managers are busy and a year has passed since the last performance evaluation, the manager must recount the past year about behaviors and job performance. It is easy to forget about things that happened some time ago and only remember current issues that have occurred in that last couple of weeks. This causes the feedback to be generalized because the manager cannot remember details of each situation. This prevents unacceptable performers from improving and makes great employees resentful because the manager cannot remember concrete details that could help them progress. This also causes a manipulative behavior from poor performing employees to work hard right before their
Lauby, S. (2013, August 13). Overcoming 5 common performance appraisal biases. Accessed on Mar. 5, 2014 from http://www.hrbartender.com/2013/training/overcoming-5-common-performance-appraisal-biases/
...agreed upon evaluation system and build a standardized scale for organization wide evaluations. The behaviorally anchored rating scales could also be used by other departments for job and/or departmental specific evaluation criteria. The evaluations system could be updated to use the 360 degree approach so that employee evaluations could be performed by multiple people. This approach would give a better overall view of the employee performance while also increasing the likelihood that the employee will accept the evaluation. Employee evaluations are an important part of growth within an organization. Therefore the evaluation should be as beneficial and informative to everyone involved as possible. That creates an environment to foster employee growth while maintaining standards for everyone involved on the process, leading to happier, healthier working environment.
...focuses on the activities used compared to the (results) outputs, or personality traits compared to the performance, the proper information might not be accurately obtained.
letter in my personality trait (SP) really meant as I interact with other personalities. As an SP I
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
Performance Appraisals have been around for several years. Every year employees and managers both dread this time of year. The employees dread it because they are not looking forward to the feedback they will hear from their boss. The boss is dreading it because they are wasting time filling out the “standard” form, and basically checking the box that the appraisal has been completed. In our textbook it states, “Giving performance feedback is the No. 1 dreaded task of managers (Kreitner 283). Performance appraisals should not be a dreaded part of the job for the employer or employee. Employers this it is hard to remember all of the different aspects throughout the year, as well as finding time to present it to the employee. There are many studies that list out the positives and negatives of giving performance appraisals, as well as other alternatives for giving feedback to employees. I feel that performance appraisals, if given correctly, can be positive for both the employee and the company as a whole. My focus for this paper is to learn why performance appraisals are not working and researching other methods such as Management by Objective, Graphic Rating System, as well as 360 Degree Feedback. I will also discuss the history of performance appraisals, as well as the pros and cons.
However, if the tools and goals of the performance appraisal process are incongruent with organizational goals, the resulting performance appraisal system may, in fact, be a detriment to effective organizational functioning (Barrett, 1967). Furthermore, in a team environment, some believe individual performance appraisals interfere with teamwork by overemphasizing the individual. In fact, many have suggested (for example, Deming) that there is no need for performance appraisal in the organizations of the future. Additionally, ineffective performance appraisal systems may result in mixed messages concerning which aspects of job performance are most and least important, due to the oblique contingency between individual behaviour and organizational rewards. Finally, due to the differing (and often conflicting) needs of stakeholders (the organization, rater, and employee), the process itself is often a source of unmet expectations for all concerned (Murphy and Cleveland,
Swanepoel et al, 2000 cited by Esfahani and Abzari et al, 2014, Journal: Analyzing the effect of performance appraisal errors on perceived organizational justice
Stereotyping can have inaccurate results towards employees who belong to a certain group of people. Self-fulfilling prophecies can affect performance appraisals, like when a manager expects an employee to fail then the employee will surely fail. Fundamental attribution error is using one 's own successes to internal causes and failures to external causes. The halo effect can trigger judgment on a limited number of dimensions. " Availability is another source of bias that influences evaluations in their performance assessments (Youssef, C., 2015)." These common biases can effect an employee 's moral and cause performance issues.
The effective collection of data from employee performance measurement allows the managing parties of organisations to help employees with their personal career development. Through an unbiased evaluation of an employee’s performance, the areas of both excellence and improvement can be outlined. Once the evaluation is completed, employers...