Staffing MeasurementEssay Preview: Staffing MeasurementReport this essayDo individuals making staffing decisions have an ethical responsibility to know measurement issues? Why or why not?I feel that individuals making staffing decisions have some ethical responsibility to know measurement issues, because they have to be able to accurately rate employees attributes and KSAOs required to do a certain job. Knowledge of measurement issues will allow an organization and its HR department to administer tests, evaluations and interviews and select their new employees by being able to measure scores and ratings without biased opinions. This would make the selection process more of a subjective or objective decision. Individuals who have ethical knowledge of staffing measurements will be able to implement standardization in staffing decisions to make an organization ethical in all of their decisions of selecting the appropriate candidate for the position.
- Citation: Robert C. Purdie, Stephen D., et al.., The Use of a Health Service Interview as a Model for Employment Indicators in Career Care, Employment and Retirement Administration, National Bureau of Economic Research, (2013): pp. 553-576.
- Papers: http://www.jointresearch.org/doi/10.1371/journal.pone.0056789#Placeholder=2013-152414
- AUTHOR: Robert P. Purdie, Jr..
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- Citation: C. C. DeMarco, J. M. Krieglin, D. R. Smith, et al.. A Social Experiment on Self-Assessment of Student Satisfaction, American Economic Review, (2013): pp. 548-552.
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- FACT: The Social Experiment has been the most well described experiment in the nation on job satisfaction, because the participants identified five common issues associated with their skills. These five issues included, but were not limited to job satisfaction, skill at assessing themselves and their colleagues, work readiness, time spent online, and work responsibilities. However, the social experiment examined the results of eight job dimensions, namely health, employment, health care, and work-life balance. The researchers found that participants engaged in positive work tasks more often did not believe that they ‘performed well’ on their jobs, and that they didn’t measure performance well as often as they did. These findings indicate that workers may become more self-critical when evaluating their ability and competence over time.
In order to address the main issues that the social experiment raised, researchers and staff decided to conduct three trials:
To determine if workers also assessed their skills and/or did well on tasks related to work readiness, the researchers selected people who scored on a five or ten point scale from the same group of individuals. Participants were then able to choose from two categories of workers. If the person scored ‘not high,” the next person they selected took ‘one more look at his or her role.’
To check overall competence or competence, employees were given a question about what other characteristics mattered and that person’s performance should be assessed. (Consequently, the employees were then scored on a new value category from another team member who should have assessed the same
Describe how you might go about determining scores for applicants responses to: a. interview questions, b. letters of recommendation, and c. questions about previous work experience.
I would use a subjective measure to determine an applicants response to interview questions. Measuring subjectively will allow you to rate and base responses to questions on a more individual basis. At my place of employment, we have standardized questions when it comes to the interview process, but it also allows the rater to put their personal perception about how the candidate answered the question. As scoring for letters of recommendation, I never really thought about having to actually score a letter of recommendation. If I had to I would probably use the nominal measurement. I choose nominal because there is not really a level that the letters have to come up to. Its basically how the rater reads the letter and what qualifications or characteristics they are looking for. In my opinion, I dont think there is a level letters have to come up to. No letter is higher or lower than the other. I would log the letters as a part of the application process, and use as back up references for the candidate during the interview process. With questions of previous work experience, I would use objective and ordinal measurements. I would definitely come up with some standardized questions for this portion of the selection process. I would make sure that the questions are ethical, as not to have legal issues, but I will also have some sort of rating system in place so that I can have measurable results on an applicants previous work experience.
Is it unethical for an employer to use a selection measure that has high empirical validity but lacks content validity?I do not feel that it is unethical to use a selection method that has high empirical validity but lacks content validity. On the contrary, I think that it would not be possible to have one without