Reliability and Validity for Human Resources, Essay Example

Reliability and validity are important components in any assessment. Reliability is necessary because it is important to be able to achieve the same results multiple times. Validity is a crucial component of measurement because results must be accurate. These two assessment tools complement one another in providing the best information possible. In the field of human resources, information regarding potential and current employees must be both correct and dependable. Job analysis can be an effective means to better focus potential employees by providing a set of qualifications and requirements for the desired position, prior to the recruitment process. Validity is essential, because the information regarding the position’s requirements must be accurate. Employers cannot say that they require a bachelor’s degree, when they really want candidatewith a master’s degree. The assessment must also be reliable. The same evaluations and requirements must be available to all who are seeking the position. Each evaluationwill narrow the selection pool so the potential candidates know if they fit the position.

Adhering to the principles of reliability and validity can be challenging.If there is pressure to fill a position in a short amount of time, establishing a formal job analysis may seem tedious and it may be tempting to skip this step altogether. However, if employers desire specific qualifications for employees, then a job analysis can be an effective procedure to ensure that the right candidates are interviewed and hired. By creating a reliable and valid job analysis protocol, human resources can help to ensure that the recruitment procedure will be as unbiased as possible.This will help to protect employers against discrimination lawsuits.Implementing an accurate and reliable job analysis procedure can help employers find the best match in employees for their companies.