HRM 300 week 3 DQs 2 - 14011

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Week 3 DQ 2

Due Week 3 Day 3

Post a 200-300-word response to the following discussion question by clicking on Reply.

Employee selection methods introduced in Ch. 7 of Fundamentals of Human Development include
applications, employment tests, interviews, background investigations, and medical or physical
examinations. Select three selection methods that you feel are most useful. For each selection method
chosen, discuss the reliability and validity of the method. What are the strengths and weaknesses of the
selection methods you have chosen?

The three employee selections methods that I believe are the most useful are the application,
employment tests, and interviews. From an application, I can identify specific information about the
applicant that is relevant to the position the applicant is applying for. We direct applicants to our
website to complete job applications. Although most want to just provide us with their resumes, we
insist on the application because we can formulate skill specific questions related to the open position.
This allows us to do a pre-screen and saves us a lot of time in reviewing paper application or resumes.
We generally ask 10 screening questions. The hiring manager decides on the questions and HRM
ensures the questions are skill related to the position. Based on the applicants' responses we can screen
for those who we want to see further information and those that don't meet the requirements of the
position. We send a decline letter for the latter.

Employee testing tells us so much about the applicants from their dress code, demeanor (professional,
casual, friendly, ability to handle stressful situations, etc.), to their ability to listen and follow directions.
We also observe their behavior during the test too. Each of the tests has a time limit and we observe
to see if the applicants check their work before turning in their tests. We understand applicants will
be nervous when they test and repeat instructions two or three times. Not to mention that the verbal
instructions are also contained within each of the tests. You'd be surprised how many people do not
listen to or read instructions.

The interviews offer an opportunity to question the applicants about what they included in their
application. We realize some applicants may embellish their resumes in order to become attractive in
the job market. We use behavioral questions to learn about the applicants' skill and the extent of their
experience. Their answers are revealing when it comes to questions relating to the reason why they left

prior employment or their interactions with peers and supervisors. Some people do not use filters and
are quite honest about how they felt about their prior management or the company. Their answers and
how they handled previous work situations also tells us a lot about the applicants' personalities, work
ethics, and values. These answers help us identify if the applicant is a good fit to our corporate culture.

Solution Description

Week 3 DQ 2

Due Week 3 Day 3

Post a 200-300-word response to the following discussion question by clicking on Reply.

Employee selection methods introduced in Ch. 7 of Fundamentals of Human Development include
applications, employment tests, interviews, background investigations, and medical or physical
examinations. Select three selection methods that you feel are most useful. For each selection method
chosen, discuss the reliability and validity of the method. What are the strengths and weaknesses of the
selection methods you have chosen?

The three employee selec

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