Human Resource Management

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Based on the results of my selection test , I would say that my score in the conscientiousness scale was more strongly related to the job performance ratings that I earned . Looking at it at first glance I would say that it would be the agreeableness score , but then I realized that although I had a high rating in this scale it was not at the same rate as the scale on job performance rating . While the conscientiousness mean scores by raters and the performance rating they gave me

had only a 1 point difference , thus I would say that the latter was more related to performance ratings for the scores were consistent and conscientiousness is about being organized and thorough which can be behaviorally observed during one 's performance of his /her tasks . The test actually seemed dubious at first because the questions were the normal and usual things asked in a biodata and or some short personality tests . But since it was said to be a selection test , I gathered that it must have some truth in it and that I might learn something from it that I did not know before Moreover , the test was an educational exercise and thus did not have serious repercussions to my work . If it was for a real life job application , then I would have felt differently about it . I might think that the test is too limited and wonder whether it could really paint a picture of my personality and the fact that the basis for hiring or not hiring was fixed at a certain percentile rank is an abject disregard of the abilities or traits not measured in the test but are indicative of good work ethics . On the other hand , I would also feel that the company I am applying for does not have a good recruitment program or that the selection tools they use are not appropriate . And honestly , I would not be enthusiastic about working for this company because I am being judged based on my personality traits and not on what I can really

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accomplish . I also believe that the test is not a good instrument and that it is not culture free . The agreeableness and conscientiousness scales were said to be predictors of satisfactory job performance , but what about applicants who are not very sympathetic and affectionate but are good workers ? In other words , the test is biased to people who do not have great people skills and organizing skills even if they have the training and capabilities for the job . Then if the person who flunked the test is given the no hire verdict , he /she would be left wondering about his /her mistakes and what hindered them from getting the job , only to find out that it is based on subjective scales that although are correlated to job performance does not necessarily identify the strengths and weaknesses of the applicant

It is without a doubt that there are aspects in our personality that we do not realize are present in us and those that other people can observe . A well developed person should be able to know who he /she is as a person and be aware of how others perceive him /her . The activity was an exercise of this phenomenon and in all of the scales assessed by the raters and job performance they all rated me higher than what I gave myself . I would rather think that I know myself better and that I have given an honest evaluation of myself . Thus , I would say that the raters were not that accurate in rating me , the difference in the scores I gave and the raters was more or less 2 points . Rater 's bias might have influenced the raters , considering how high the score they gave me on agreeableness , therefore they might think that I am a considerate person and that they like me for it . The use of criterion-related validity is a good measure to check the

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validity of the rater 's responses . Especially when the raters asked do not necessarily have first hand information on the way one does his /her tasks . Like instead of just relying on the conscientiousness scale , the employer can give a hands-on or actual test of organizing a for a presentation . The use of criterion-related validity study is also an excellent tool for identifying scales that would have higher predictive validity . Assuming that the selection test had undergone extensive criterion-related validity measures and have come up with a 20 item selection test would be more advantageous than using only an interview to select employees . For one , the selection test provides an objective measure of the applicants pro , it is not encumbered by the biases of the interviewee , and it does not take too much time and can easily be scored . By setting a cut-off score for the hire /no hire decisions also takes out the personal biases of the interviewer and removes the need for decision-making and the accountability of the selection personnel if the employee underperforms . However , the use of the selection test also has its disadvantages , it might not be able to accurately predict the future performance of the applicant , it does not identify traits and values that are important to the organizations as well as how good the fit of the applicant to the culture of the company . Furthermore , it limits the kind of employees that the organization would hire and would employ like minded individuals where the room for creativity and innovation is stifled . If I was an HR director , I would first ask how the agreeableness and conscientiousness scales impacts job performance and does making selection decisions based on the two scales statistically sound . Furthermore , I would ask the validity and reliability

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coefficients of the test , and will there be provisions for evaluating the results of the selection test like does the identified hired individuals really do perform well in their tasks . Lastly , I would ask

if the selection test can be used together with other selection tools and how good is it compared to the other tools

For me , this project was an application of the things I learned from class and also reinforced what I have learned so far . What I like about this project was when I rated myself in the selection test because it was easy to do , I also liked the interpretation part because I was able to measure my personality on the different scales , and in the process I learned something about myself . What I did not like about the project was asking other people to rate me , since it is embarrassing to ask them , and I know at the back of my mind that they might not honestly give their ratings , which I also proved to be correct since the scores they gave were way off the scores I gave myself . I also did not like computation part because of the statistical procedures but I was happy to note that I belonged to the hire zone . I also felt that the selection test was unfair to those who did not meet the cut-off score because it would mean that they are not good enough , but in reality are they really not good ? What I learned from this project though is how important the selection process is in each organization and that it has to be well thought of and scientifically developed , at the same time selection tools must not disregard the human side of the process ...