Meghan Murray

3/21/2021

HRM 441

1. 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.

a. When determining scores for different attributes there are a few different levels of

measurement that can be used. I would determine qualitative applicant responses

for questions above A, B and C by subjective measurements. To measure the

scores of the given answers would be reviewed subjectively by a specific reviewer

and they would provide a number on a given rating scale. When the responses are

given a number value their total score can be compared to other applicants. This

will determine who could be a more valuable asset to the organization as a whole.

2. Give examples of when you would want the following for a written job knowledge

test: (a) low coefficient alpha (e.g., alpha = .35), and (b) a low test-retest reliability.

a. You would want a low coefficient alpha (e.g., alpha = .35) for a written job

knowledge test when there are two or more items or raters for a specific attribute.

A low coefficient alpha is good when you are having a knowledge test in

measuring diverse job skills. You would want a low test-retest reliability for a

written job knowledge test when you are trying to measure an attribute that isn’t

consistent.
3. What information does a selection decision-maker need to collect in making staffing

decisions? What are the ways in which this information can be collected?

a. The information that a selection decision-maker needs to collect in making

staffing decisions is the information regarding the specific position and what

attributes are going to be measured. They also need to find out what the vacant

job position descriptions are. The selection decision-maker will need to do a

comparison of the profiles and measurements the company took with the job

description to identify the fit for the job. The selection decision-maker can collect

this information a few ways. First of all, they can get this information from the

HR department within the organization, they can utilize third parties and obtain

job applications of employee performance within the recruitment process for the

company..

4. Do individuals making staffing decisions have an ethical responsibility to know

measurement issues? Why or why not

a. I do think the individuals that are in charge of making staffing decisions do have

an ethical responsibility to issues that come along with measurement. When hiring

employee’s leadership should be working with HR to determine the different

performance measurements that will be used for each position. By using

performance measurements companies are making sure they are determining best

practices suggested by EEO, having a diverse work force and avoiding issues like

standardization. Hiring authorities ethically should want to provide the best

workforce for this specific organization and knowing the ins and outs of
measurements use the organization proper and fair measurement of each

individual applying for the position.