Discrepancy between HR managers and Researchers

Document Type:Essay

Subject Area:Management

Document 1

51 and 0. 31 for the intelligence tests and measures of conscientiousness respectively. This means that intelligence and conscientiousness explain 25% and 9% of the employee performance variance respectively. The evidence from researchers that job performance by intelligence is stronger than by conscientiousness or another method. Intelligence can be termed as the primary way of hiring personnel. Many people think that integrity tests eliminate the larger minority proportion but it's not the case. Research has revealed that differences in integrity tests across racial minority are trivial. Unlike ability tests, integrity tests in most cases do not produce unfavorable effects. • Another discrepancy is that encouraging employees to get involved in decision making is better than giving the enlightening goals. According to the meta-analysis research, the issue of setting goals is more positive in almost all cases and increased participation leads to low performance.

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