Discuss the relevance of HRM theory
for HR and business manager in organisations
Introduction
We aim to discuss the relevance of selection for HR and business managers in organisations. Especially, we are focusing on face-to-face interviews because they are widely used in selection and they are highly debatable (Employment development bulletin 117). It is the purpose of this essay to review the methodologies of interviews, from conventional unstructured to structured ones. Conventional unstructured interviews were highly criticised because of its low validity and reliability in selecting the most appropriate candidates. Structured interviews improve the validity coefficient because of its higher objectivity. However, impression management interpretation and other factors such as culture effects, senior decision maker and legislation can affect interview outcomes. In this essay we consider two of these factors namely, impression management and interpretation that has an effect on interviews because of the subjectivity of human behaviour.
Conventional methods of interview: unstructured interviews
Interviews are highly valid in assessing candidates’ interpersonal and technical skills. This is because human resource managers and business managers are confident that human judgement is better than objective procedures in evaluating human ability (Jean, 1989). Earlier, the interviews were unstructured with low reliability because among interviewers regarding what questions to be asked and how applicants are evaluated. Studies showed that these unstructured interviews are ineffective in selecting candidates, with an average validity coefficient of 0.11 (Diploe, 1992). The improv ...