Human Resource Management Company Changes Essay

Human Resource Management Company Changes - Essay Example The unstructured interview is the most used interview for selecting employees although this is most likely to change, as there is increasing evidence that the other two kinds of interview are a lot better at identifying applicants who are likely to do well on the job. The 'reliability and validity', which Wysocki (2000) refers to, are two standards that are used in the selection process. When an organization is trying to separate the best candidate out of a group of candidates, some sort of rating scale is needed, the people selecting the new employee need to be able rate each candidate numerically, the best way would be to give them a score for each selection method used. When all the candidates have been scored, their scores can be compared and decisions made about who is the best person for the job. "Five generic standards that should be met by any selection method are, (1) reliability, (2) validity, (3) generalisability, (4) utility and (5) legality." (De Cieri H, Kramar R, et al, 2003, p 196) The scores that are given to each candidate need to be reliable, that is free from random error. Reliability is defined by De Cieri and Kramar (2003) as 'the degree to which a measure is free from random error' . ... De Cieri and Kramar (2003), define validity 'as the extent to which performance on the measure is related to performance on the job.' This basically means that the scores of candidates need to be linked to how well they will perform on the job. The closer the link, the more valid the score. Generalisability is defined as "the degree to which the validity of a selection method established in one context extends to other contexts. Utility is the degree to which the information provided by selection methods enhances the bottom-line effectiveness of the organization." (De Cieri H, Kramar R, et al, 2003, p 205). "The final standard that any selection method should adhere to is legality. All selection methods should conform to existing laws and existing legal precedents."(De Cieri H, Kramar R, et al, 2003, p 207). Structured interviews usually have the highest reliability and validity scores when compared with unstructured or semi-structured interviews, making the structured interview the better choice of interview for the organization to use as a selection method. Schmidt and Hunter (1998) created a table rating the validity of different selection methods; the structured interview had a validity of 0.51 whilst the unstructured interview had a validity of 0.38. These numbers are correlation coefficients; a correlation coefficient is "a statistic that measures the degree to which two sets of numbers are related to each other."(De Cieri, H. & Kramar, R., 2003, p 197). This means that the structured interview is better than an unstructured interview at predicting how well a candidate will perform on the job. Other selection methods, which have also improved over the years, are used along with the selection interview, they include; "References, physical ability

Pros and Cons of Police Gratuities Essay Example | Topics and Well Written Essays - 750 words

Pros and Cons of Police Gratuities - Essay Example   According to Richard Kania, there are some particular situations where police officers should be encouraged to accept gratuities. He supports his opinion on the fact that individuals who offer police officers gratuities do so as rewards, but not with the intension of corrupting the police force (Barker 47). He also gives an example of a cook who offered him a free meal in exchange of frequent visits he made to his (cook) establishment. Police officers are routinely obligated to provide such services to the community, and they should not be rewarded at all for providing such services, however; the cook felt a sense of indebtedness to Kania for security services he offered, and the cook’s response was a personal one: a free meal (Barker 51). The problem he noted is that some of his colleagues when offered such gratuities will make it a routine to collect them on a daily basis. This turns out to be the beginning of corrupting the police system. Therefore, police gratuities th at are offered with the aim of rewarding the officers for hard work should be accepted, while those offered with the aim of corrupting the police system should not be accepted. Accepting gratuities is also a way of integrating fresh police officers into the police force system. John Kleinig notes that the issue of police corruption is highly emphasized during police training, therefore, officers who accept gratuities may feel that they are already corrupted, and there is no reason why they must not accept gratuities from the public.