What is difference between reliability and validity?

In what respects are they

similar?
Reliability is the consistency of scores obtained by the same person when retested with identical tests or
with an equivalent form of a test. It is a measure of internal consistency of the instrument.

Validity is the degree to which a test measures what it is purported to measure. It is a measure of
external consistency.

They are similar in that both are concerned with aspects of consistency of the instrument, and that
reliability is a necessary condition for validity.

What are the four main types of information that application forms provided?
The application form can provide four types of information:

1. substantive matters (such as education and experience);

2. previous progress and growth;
3. stability based on previous work history; and
4. Prediction of job success.

What items are typically included in the job description?

There is no standard format for writing a job description. However, most descriptions contains following
things:

1. Job identification
2. Job summary
3. Responsibilities and duties
4. Authority of incumbent
5. Standards of performance
6. Working conditions
7. Job specification

What is the difference between strategy, a vision and a mission? Give Example
of each.
A strategy identifies a course of action to get the company from where it is today to where it wants to
be tomorrow. Example: Dell Computer’s strategy to be a “low cost leader” by using the Internet and
phone to sell PCs directly to end users at prices competitors cannot match.
A vision statement is a declaration of an organization's objectives, intended to guide its internal
decision-making. For example, the vision for the California Energy Commission is “for Californians to
have energy choices that are affordable, reliable, diverse, safe, and environmentally acceptable.”
The mission is a more specific and shorter term statement which lays out what is supposed to be now
and communicates “who we are, what we do, and where we’re headed.” Example: Following the vision
for the California Energy Commission, their mission is to “assess and act through public/private
partnerships to improve energy systems that promote a strong economy and a healthy environment.”

Explain What HR Management is and how it relates to the management

process.
There are five basic functions that all managers perform: planning, organizing, staffing, leading, and
controlling. HR management involves the policies and practices needed to carry out the staffing (or
people) function of management. HR management helps the management process to avoid mistakes
and get results.
Long Question:
Describe the pros and cons of five management development methods.

Solution:

Action learning
A training technique by which management trainees are allowed to work full-time analyzing and solving
problems in other department.

Management game
A development technique in which teams of managers compete by making computerized decisions
regarding realistic but simulated situations.

Behavior modeling
A training technique in which trainees are first shown good management techniques in a film, are asked
to play roles in a simulated situation, and are then given feedback and praise by their supervisor.

Case study method

A development method in which the manager is presented with a written description of an
organizational problem to diagnose and solve.

Role playing
A training technique in which trainees act out parts in a realistic management situation.
Long Question:
Briefly describe each of the following possible types of interviews: unstructured panel
interviews; structured sequential interviews; job-related structured interviews. ?

Solution:

Unstructured Panel interviews

Unstructured panel interviews are conducted by several interviewers in a single session with the
interviewee. Often one interviewer asks follow-up questions based on a question asked by another
interviewer to get clarification or to further pursue a line of questioning.

In the unstructured panel interview, the panel of interviewers asks questions as they come to
mind. They do not have a list of questions or points that need to be covered but may follow
many different directions.

Structured sequential interviews

The structured sequential interview consists of the candidate being interviewed one by one
with several different interviewers. Each interviewer conducts a structured interview that
consists of pre-determined questions and a structured evaluation form to complete.

Job-related structured interviews

The job-related structured interview consists of pre-determined questions, all of which are
designed to assess the applicant's past behaviors for job-related information.

A job- structured interview is a standardized way of interviewing job candidates based on the specific
needs of the job they are applying for. Candidates are asked the same questions in the same
order. Candidates are all compared on the same scale.
Long Question:

Compare and Contrast performance management and performance appraisal.

Solution:
Performance management:
It is the process of managing and developing employee performance throughout the organization. It
aims at planning, tracking and assessing employee performance for a specific period. The end result of
performance management is to motivate employees and further increase their efficiency and
effectiveness.

Performance appraisal:
The process of evaluating employee performance on a regular basis is called as performance appraisal.
Although, unlike performance management, it is restricted to evaluating past performance and
conducted once or twice a year, depending upon the organization’s policies.

Thus essentially, performance appraisal is an integral part of a comprehensive performance

management approach.

Performance Appraisal Performance Management

1. Evaluating the performance and potential of 1. Managing and developing employee
employees typically to determine performance to foster growth within the
compensation organization
2. Once or twice year 2. Ongoing process
3. Conducted by HR department along with 3. Multiple stakeholders are involved as the
direct managers process is ongoing
4. Typically inflexible 4. Completely flexible

Similarities
There are some similarities between the two terms when it comes to execution. Both performance
appraisal and performance management involve:

1. Setting targets and clear expectations

2. Setting guidelines about measuring success
3. Reviewing whether targets were achieved
4. Identifying barriers towards effective performance
5. Determining ways to help employees meet these targets