Reply to the following 4 posts in 100 words or more.
An example of reliability reminded me of a personality test that I took twice at very different times in my life. It was the Four Temperament Types Test. I took the first test when I was 14 years old at a vocational retreat. I did not understand the results and the concepts of the words did not produce a positive image in me. I was classified as having a Choleric-Phlegmatic personality.
I am not very familiar with the authors of that test. The modern ones base their tests on a very ancient scholar. The basic concept is that personality is biological or based on genetic make-up and would not change regardless of experience or acquired knowledge. Tim LaHaye is one of the modern users of this personality test, but he is not the creator of the test. It is based on the four temperaments: Choleric (dominant/leader), Sanguine (social/good sense of humor), Phlegmatic (relaxed/easy going), and Melancholic (introverted/concerned with well-being of others). These four temperaments were combined with the dominant and the second dominant to give several different personalities.
Many years passed, and I changed in many ways. After more than 25 years later, I took the test again not remembering that I had taken it so many years ago. The results were that my personality was Choleric-Phlegmatic!
Criteria for Choosing Employee Selection Tools
posted by Rosie Cordova , Apr 17, 2018, 12:22 AM
The assignment for this week asks for discussing criteria or requirements for selecting/choosing employee selection tools. This is not the same as discussing the features or benefits of employee selection tools.
The question is about the importance of knowing how to select criteria. One may choose objective, subjective, or a combination. In other words, HR managers need to know what requirements (or criteria) to use as guidelines for choosing employee selection and employee development tools. The criteria used should support the strategy of the organization.
What would be some general criteria or requirements for choosing/selecting employee selection tools?
posted by Rosie Cordova , Apr 18, 2018, 8:51 PM
Drew (2008) discusses the need for changing appraisal systems from paper to software. The memories of paper appraisal systems could bring nightmares to most HR managers. Most appraisals were simple forms, and HR managers made sure that all supervisors and raters received proper training. Somehow, many forms were incomplete, lacking a signature or other information.
When considering or evaluating appraisal software, there are some standard considerations such as compatibility with existing systems and, of course, recording the actual appraisals. What other HR needs should appraisal software serve?
Drew, R. (2008). Appraising appraisal software. HR Magazine, 53(10), 65-70.
One of the methods used for qualitative research is observation, which may be “simple observation, participant observation, and archival data sources” (Ehigie & Ehigie, 2005, ¶ 5). Under simple observation, the researcher observes behaviors of employees. Participant observation consists of research where the observer plays the double role of observer and participant (Ehigie & Ehigie, 2005).
What is the definition of archival data sources?
Ehigie, B. O., & Ehigie, R. I. (2005, September). Applying qualitative methods in organizations: A note for industrial/organizational psychologists. The Quality Report, 10(3), 621-638.
The post Week 2 Task 6 appeared first on Brainy Term Papers.