Interviews are a helpful way to gather information about potential employees. When done properly, they can yield information which would be unavailable through methods such as assessments or resumes. However, running interviews without first creating a plan can allow a variety of potential issues to arise. One of the biggest criticisms of interviews is that they do not follow a plan, and … [Read more...]
What is Adverse Impact and why you should care.
What is Adverse Impact and why as an HR person you should care. Adverse impact relevant to any hiring plan, as it can appear without warning or intent. Beyond simply the intent to discriminant against a particular class (gender, ethnicity, etc.), adverse impact occurs when a measure used for decision-making (be it an assessment or performance appraisal) produces biased results. Adverse … [Read more...]
What is test reliability and why does it matter?
Definition of reliability Reliability is the relationship between a person’s true score/ability and the observed score and is a key component in test development. Now one might thing that these will be perfectly correlated. However it is not going to be the case think back to a time when you were taking a test and you knew the material well but the score you achieved was … [Read more...]
How to create a legally defensible performance management system.
How Legally Defensible is Your Appraisal Management System?One of the issues that must be considered when evaluating a performance management (PM) system is how well it would stand up in court. Not surprisingly, legally defensible PM criteria is in line with the criteria for good performance management systems. According to Aguinis (2007), good performance standards are related to the position, … [Read more...]
6 steps for setting up a performance management system.
Setting up a performance management system Thinking of setting up a new performance management system (PM) in your organization? You could be setting up a pathway for bringing your organization to the next level and aligning all of your talent. Effective performance management systems can serve many purposes: they can help a company make administrative decisions about employees, provide a … [Read more...]
Which is Worse? Not Asking at All, or Asking the Wrong Questions?
Let me answer your question in the most straightforward way. Asking the wrong questions is worse than not asking any questions at all. Teachers, professors and even parents have been harping on us for most of our lives to engrain within us that there are “… no are no stupid questions” to be asked. In the real world, that is really not true. Indeed, in a business setting there are bad questions … [Read more...]
4 Best Practices for Asking the Right Questions
4 Best Practices for Asking the Right Questions As you already know, asking the right question(s) are important to get the information you need to know to make decisions. By understanding something or someone fully, we can be empowered by making decisions that are based on real data, rather than misinformation. After you have asked the right questions and find that your target gives … [Read more...]
The Importance of Asking the Right Questions
Questions are the lifeline and driving force behind all organizations. Through questions, a company and its team can determine important objectives and align performance measures that are based upon those goals. It is not so much about the questions, but more about the answers that will be revealed through the process of asking. For example, one of the corporate objectives may be the desire to … [Read more...]