Discuss both reliability and validity in conjunction with employee selection. Why are both factors critical when considering which selection tools/criterion/predictors to employ in making hiring decisions? Lastly, critically evaluate both the reliability and the validity of your firm’s current selection process pertaining to one or more positions, including your current position.
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Employee selection is perhaps one of the foundation stones of good organisation performance. If the employees recruited are qualified and competent, it is easier for them to work as per the required organisational standards. The recruitment and selection team of an organisation is usually properly trained to be as effective as possible. The margin of errors in this department can cause great effects to the entire functioning of the organisation. In this paper, we look into the two factors that are important when selecting employees to work for you; validity and reliability of the process.
Reliability
When it comes to the process of acquiring human resource, it should be made reliable. Reliable in the sense that the processes are efficient and give results when they are needed. The human resource manager is always tasked with keeping tabs on the numbers of workers and the human resource needs of the organisation. By monitoring the numbers, it is easier to determine when the company should hire again. It is relatable to the concept of stock taking; whenever the stocks fall below a certain threshold, the business automatically begins the process of new acquisition. In selection, the business as well operates at optimum when the number of employees is at a certain level. Therefore, if the population falls below that threshold, the selection process should kick in immediately.
Reliability also comes in on quality not just quantity. The process of selection is difficult because the selection panel is a group of people who can make judgmental errors. These are errors that are very costly. However, with proper training and advanced experience, these people become more effective in judging who would best suit the organisation and who would not fit in. If the selection teams bring in people who are best-fit, the organisation excels on the back of that. Managers depend on the human resource selection team to try and make the best selection decisions on their behalf.
Validity
The selection process is usually marred by controversies like corruption and favours. These are issues that the organisation faces every time there is a selection of new recruits. However, some organisations have worked to ensure their selection processes are airtight. The validity of the process means every step is justified and can be defended when questioned. The only way the validity can be celebrated is when the new recruits live up to the potential seen in them. The recruitment team must always adhere to; labour laws, organisation policies and union laws when selecting of employees. These are all legal frameworks that govern how the organisation selects new workers. For instance, if the gender rule requires at least one-third of the workers to be female, the recruitment and selection should look to meet that threshold in order for it to be valid.
These two factors are always considered deeply because they are co-dependent. In an organisation that values validity, the end result is always reliability. The process will have minimal errors about its following of protocols and observance of the law; therefore, the company will always be assured that the human resource selected is at least the best possible from the labour market. The management will have minimal worry about its workforce.
In my current organisation, the principles of reliability and validity of selection are advanced. The company has a system of monitoring the workforce that is managed by experts. The system usually involves keeping track of new recruits’ performance standards, the understaffed or overstaffed areas in the work place and the ages of employees. In the event where the an old age employee retires, the system already had a succession plan to ensure that the company was never taken back by an unprepared retirement plan. Also, the company identifies potential employees even before opportunities come up and keep their contact information on stand-by. If there is a case of resignation or an untimely firing of any employee, they immediately call up the stand-by recruit. This has helped the company avoid panic recruitment.
REFERENCE
Diane Chinn. (2017, September 26). The Validity & Reliability of Employment Testing. Retrieved from; https://bizfluent.com/info-8279924-validity-reliability-employment-testing.html
Satya P. Joshi. (2015). Selection tests and Reliability and Validity in HRM. Retrieved from; https://www.slideshare.net/satyaJoshi1/selection-tests-and-reliability-and-validity-in-hrm