Criterion theory and development is one of the competencies that an organization may apply to understand the best methods of selection. Arguably, this process may involve various strategies to select the best employs. These strategies include the uses of structured interviews, tests, unstructured interviews, as well as resumes ( Farr & Tippins, 2017 ). In an accurate sense, an acceptable criterion involves the best process of consideration in the assessment and validation of the abilities of an employee to perform appropriately in an organization. Reliability involves how the method is able to give required measurements over time. On the other hand, validity is a matter of how accurate the measure is regarding its relevance. Significantly, an organization needs to understand how their method may be useful in some occasions on not others. Some situations may outgrow a certain method and hence losing validity
Arguably, some characteristics define whether the process applied is good. For instance, the test must be fair by all means. The purpose of selection is to get the individual with need qualification without bias. Performance ability should be considered to find one with a particular skill and experience. Another characteristic is that the test needs to be relevant to the job ( Farr & Tippins, 2017 ). Jobs and their descriptions defer in several ways, and therefore, the process must target the needs of the specific situation. Additionally, the process must be consistent with the necessity of business.
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The methods of selection of a test are more of a process of assessment and validation. For instance, job analysis is one crucial step. Here one must consider what business the organization is running. For example, what are the problematic situations and what line of profession employees need to be in? Test development needs to follow a particular route where the rationale, skills required, selection of score cut and requirement are put to consideration. Also, the other method is criterion development. The scope of the test and how the assessment should be done are an appropriate consideration ( Farr & Tippins, 2017 ). Validation establishment is also another method where documentation is put into account as part of the tools to find out how qualified a person is during the test.
Significantly, current assessment and methods of evaluation are more advanced and precise than most traditional techniques. For instance, the psychometric test presents a process of testing abilities and the aptitudes as well as profiling. Some of the characters that one would be interested in include, the intelligence, fluency and clerical skills. Additionally, one may consider the use of online screening and shortlisting of applicants ( Goldstein et al., 2017 ). This method is convenient and fast since there is no consideration of spaces or time consumption in interviews. However, this method sometimes may not work alone and requires the use of interviews. After shortlisting the applicants are interviewed for more intricate details. Group exercises are also current assessments. Here the applicant’s role play by participating in joint activities as the selection team observes for traits they are interested in. Group exercises are better than online interviews since the evaluation considers all aspects which the online application cannot capture. Such aspects include communication skills and relation with others. The exercises include role playing and teambuilding games.
Further, evaluation of employees is essential just as the selection is in an organistion. Assessments that are commonly in use are quantitative evaluation, peer review, self-evaluation and use of competency on a scale. Arguably, self-evaluation involves the employees in the ongoing assessment of their abilities. On the other hand, peer review consists of the collection of reports from workmates of a particular employee ( Nikolaou & Oostrom, 2015 ). For instance, filling questionnaires about a certain manager or supervisor by fellow departmental heads. This method is better the rest as the assessment is done by peers who understand ones abilities. Also, the competency scale puts to consider the performance of a specific employee in various duties or tasks.
Significantly, considering the characteristics of a proper selection technique, group exercises would be an appropriate technique. For instance, the selection team can see the qualities of the applicants in play and hence, performances are considered ( Dipboye & Dipboye, 2018 ). Conditions like teamwork being a criterion are essential to finding, and such a quality would come out in a group exercise. Fairness is also a consideration in this technique. On the other hand, competency on the scale is an appropriate technique in the evaluation of an employee. The criteria include teamwork, the ability to serve customers, the level of productivity as well as the employees’ quality of work. Such measures would help to understand the skills and value of a particular employee
In conclusion, employee selection involves various methods and the use of tests to enhance assessment and accuracy. Importantly, there needs to be fairness in the selection. There needs to be the consideration of skills and the needs of a particular organization. Additionally, assessment methods in the evaluation are essential, and the choice of technique must consider all the criteria that the organizations interested in especially this involves internal employees.
References
Dipboye, R. L., & Dipboye, R. L. (2018). Criterion Development, Performance Appraisal, and Feedback'. In The Emerald Review of Industrial and Organizational Psychology (pp. 535-579). Emerald Publishing Limited.
Farr, J. L., & Tippins, N. T. (Eds.). (2017). Handbook of employee selection . Taylor & Francis.
Goldstein, H. W., Goldstein, H., Pulakos, E. D., Passmore, J., & Semedo, C. (Eds.). (2017). The Wiley Blackwell handbook of the psychology of recruitment, selection and employee retention . John Wiley & Sons.
Nikolaou, I., & Oostrom, J. K. (Eds.). (2015). Employee recruitment, selection, and assessment: Contemporary issues for theory and practice . Psychology Press.
