Chapter 8 Measurement notes

Chapter 8 Measurement notes - Chapter 8 Measurement...

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Chapter 8 Measurement Effectively using data analytics to make decisions is a cornerstone of firms success (pg 199) Data Analytics - refers to the process of using data and analytical systems to arrive at optimal decisions, including statistical analyses of data. (pg 199) Data Analytics is critical when considering strategies for downsizing and layoffs (pg 199) Improperly assessing and measuring candidate characteristics can lead to: (pg 199) o Systematically hiring the wrong people (pg 199) o Offending and losing good candidates (pg 199) o Exposing your company to legal action (pg 199) What is measurement? Measurement – is the process of assigning numbers according to some rule or convention to aspects of people, jobs, job success, or aspects of the staffing system. (pg 199) These measures can be used to select individual employees or to assess the staffing process in general. (pg 199) The measures relevant to staffing are those that assess: (pg 199) o The characteristics of the job , which enables the creation of job requirements and job rewards matrices (pg 199) o Aspects of the staffing system such as the number of days a job posting is run, where it is run, and the recruiting message (pg 199) o The characteristics of job candidates such as ability or personality (pg 199) o Staffing outcomes , such as performance or turnover (pg 200) These types of measures enable the firm to improve its staffing systems by: (pg 200) o identifying important patterns or relationships that can be used to make decisions o design assessments and interventions The numerical outcomes of measurement are Data . (pg 200) o Predictive data: is information used to make projections about outcomes (pg 200) o Criterion data: is information about important outcomes of the staffing process. (pg 200) o Traditionally, this data includes measuring the job success of employees, which is the organization’s unique definition of success and performance in the job and in the firm. (pg 200) o Criterion data should also include all outcome information relevant to the evaluation of the effectiveness of the staffing system against its goals. This can include measuring a company’s return on investment related to its staffing measures employee job success, time-to-hire, time to productivity, promotion rates, turnover rates, and new hire fit with company values. (pg 200) Describing and interpreting data When a measure, such as an assessment test, is administered to job candidates, the data needs to be interpreted before it can be useful in making hiring decisions. (pg 200) Types of measurement o Tools you can use to describe and interpret the data depend on the level of measurement. (pg 200)
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o Types; Nominal measurement- numbers are assigned to discrete labels or categories .
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