research
1) Question 2 - Critically evaluate the reliability and validity of the HR practises/Methods being used?
An organisation has two key assets, individuals and cash. 'People are the backbone of any undertaking. They are the organization's most key possession'. (Plumbley, 1976). Recruitment and Selection involve the critical Hr capacities of the association and ought to be considered a matching process. Candidate aptitudes are assessed through provision structures, meetings, tests, and reference checks, physical examination letters of suggestion or reference. To judge the viability of any determination system two measurable ideas have been of specific essentialness, Reliability and Validity.
Reliability: Reliability is the consistency of your estimation, or the degree to which an instrument measures the same way every time it is utilized under the same condition with the same subjects. In short, it is the repeatability of your estimation. A measure is recognized solid if an individual's score on the same test given twice is comparative. It is essential to recall that dependability is not measured, it is evaluated.
Validity: Validity is the quality of our conclusions, inferences or propositions. More formally, Cook and Campbell (1979) characterize it as the "best available approximation to the truth or falsity of a given inference, proposition or conclusion”
Microsoft
Microsoft has given a lot of importance to its HR management practises and used many reliable methods for its recruitment and selection process. A campus recruitment team from Microsoft used to visit many elite educational institutes and conduct selection tests and interviews. They also recruit experienced professionals by scrutinizing candidates resume and conducting five to six rounds of interviews.
The validity of the above process was that this resulted with getting good assets to the organisation that gets well adjusted to the college campus like environment campus way, the offices
An organisation has two key assets, individuals and cash. 'People are the backbone of any undertaking. They are the organization's most key possession'. (Plumbley, 1976). Recruitment and Selection involve the critical Hr capacities of the association and ought to be considered a matching process. Candidate aptitudes are assessed through provision structures, meetings, tests, and reference checks, physical examination letters of suggestion or reference. To judge the viability of any determination system two measurable ideas have been of specific essentialness, Reliability and Validity.
Reliability: Reliability is the consistency of your estimation, or the degree to which an instrument measures the same way every time it is utilized under the same condition with the same subjects. In short, it is the repeatability of your estimation. A measure is recognized solid if an individual's score on the same test given twice is comparative. It is essential to recall that dependability is not measured, it is evaluated.
Validity: Validity is the quality of our conclusions, inferences or propositions. More formally, Cook and Campbell (1979) characterize it as the "best available approximation to the truth or falsity of a given inference, proposition or conclusion”
Microsoft
Microsoft has given a lot of importance to its HR management practises and used many reliable methods for its recruitment and selection process. A campus recruitment team from Microsoft used to visit many elite educational institutes and conduct selection tests and interviews. They also recruit experienced professionals by scrutinizing candidates resume and conducting five to six rounds of interviews.
The validity of the above process was that this resulted with getting good assets to the organisation that gets well adjusted to the college campus like environment campus way, the offices