What is the relationship between job analysis and employee recruitment? Define r

Question

What is the relationship between job analysis and employee recruitment?

Define reliability and validity. Why are these two standards so important to the selection process?

***Requirements on answering these questions:

200 words each and the questions are answered thoroughly with 2 documented resources

A minimum of 2 resources cited and in-text citation (APA)

Use the appropriate APA style formatting for quotations and references.

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Course Subject: Intro to Human Resource Management (HR353)

Explanation / Answer

Job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. In job analysis HR collects the data for the required vacancy and tries to find the roles and responsibilities of the person working on that particular designation. Job analysis helps to find the right match for the work among the candidates who have applied for the job.

Job analysis and employee recruitment are interlinked to each other. Job analysis starts when there is vacancy in the for certain post in the company. To follow the process of recruitment the HR personal first starts with job analysis of that post which gives him clear ideas about role and responsibilities that a person need to perform on that post. After that during hiring process the HR tries to find the best suitable fit for that job. The person with matching skill set of the roles and responsibility is hired for that post.

2. Reliability can be stated as consistency in the measurement or extent to which an instrument gives the similar results when subjected to same working conditions. Reliability cannot be measured but it needs to be estimated.

Reliability is important for selection process because if an HR personal hires a wrong candidate for the job then it will affect company financially as well as time will be also wasted on hiring a wrong fit. If HR hires a wrong person for work then he has to rehire another person to do the same job which will cost him time as well as in monetary values.

Validity is measurement of well-founded and corresponds accurately to the real world. Validity in general is “the accuracy in measurement and it must measure what it purports to measure.

Validity of an assessment is the degree to which it measures what it is supposed to measure. It helps the HR personal to select a right candidate for the required for that post based on the previous selection and its accuracy. If HR personal has made some error in past then he can overcome by getting the validity score and select a right person for the required vacancy.

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