4th Chapter
4th Chapter
4th Chapter
NaZMuL HossaiN
Chapter—Four Roll No-1204023
Manpower Recruitment and Selection Mobile—01710787854/01919787855
Extra Question—
Question No—1 Define reliability and validity. What are the three types of
validity?
Reliability: Reliability refers to standardization of the procedure of administrating and
scoring the test results has consistency or not then the same reason are frequent test and then show
the tool for the reliability.
Validity: Validity is a test that helps predict job performance of only in come bent. It is valid
only when the result of one person can show the differentiate with the other person. If the
difference is more that is more consistent and valid.
There are three types of validity. These are—
1. Content validity: Content validity is the degree to which the content of test or question
about job task as a sample, represents the situation on a job.
2. Construct validity: Construct validity is the degree to which a test measures a particulars
test related to successful performance of the job.
3. Criterion related validity: Criterion related validity is the degree to which particulars
selection device accurately predicts the job level of performance or important elements of
work behavior.
Question No—2 Distinguish between selection and recruitment
1. Definition: Selection is the process of choosing the individual from available applicants
who can successfully perform a job. On the other hand, recruitment is the process of
attracting qualified persons to apply for the jobs that are open.
2. Purpose: The purpose of selection is to choose the right candidates but the purpose of
recruitment is to create a talent pool of candidates.
3. Process: Selection is a negative process that involves rejection of unsuitable candidate but
recruitment is a positive process that encourage more and more to apply.
4. Concerned: It is concerned with selecting the most suitable candidates through various
interview but recruitment is concerned with tapping the sources of human resource.
5. Required: Selection process is required for new appointment, promotion, training and
transfer but recruitment is required for only filling the actual or anticipated post.
6. Source: There is no specific source for selection but there are two sources for recruitment.
7. Process: Selection is a complicated process but recruitment is a simple process.
8. Method: Selection is an expensive method but recruitment is economical method.
9. Time required: In selection more time is required but in recruitment less time is required.
Question No—4 “Selection is the process of measurement, decision making and evaluation’—
explain.
Before explaining that statement we have to know what is measurement, decision making and
evaluation?
Normally measurement means ensuring that the selection device is reliable and valid.
On the other hand, decision making refers to the decision regarding a person or applicant who will be
selected for the post i.e. decide a person for the post.
Evaluation means making sure that hiring decision will increase the efficiency, productivity and
profitability of an organization.
The definition of selection is the process of finding out the best candidate from the applied candidate
for the vacant post.
From the above discussion we can say that selection process includes these three steps. So selection is
the process of measurement, decision making and evaluation.