Consequences of Faulty Measurement The topic above is measur

Consequences of Faulty Measurement

The topic above is measurement, which is the issue of accurately measuring a person’s KSAs that are relevant to his or her job performance. We want to measure the KSAs accurately, so that the person we hire will possess those KSAs and be able to perform the job successfully. (For the moment, let’s ignore the topic of motivation—whether they want to do the job—and focus on whether they have the capabilities to do the job.)

So, what if we are unable to measure KSAs accurately, as might be the case when an applicant:

--lies on his/her resume

--has really slick interview skills but lacks job-relevant KSAs

--distorts their responses on a personality test to appear more conscientious

Or what if we cannot measure KSAs accurately because we are using a poorly developed test or an unstructured interview?

If we are not measuring accurately, what are the repercussions for the person and/or the organization?

Is it OK to distort or fake a little in an interview or on a personality test, or inflate on a resume, because everyone else is doing it? Why or why not?

Please provide a clear answers and explain.

Solution

KSA includes knowledge, skills and abilities which forms set of special qualifications and attributes. It is important for specific job and these are unique requirements needed in the agency. It is necessary to measure KSA accurately for measuring the qualities of the candidate and matching them with the requirement of the company.
It helps to understand and evaluate the perfect match with the position and determine the requirement of KSA which is important consideration for the job. If KSA is not identified properly then it makes it difficult for them. When KSA is not measured effectively it does not provide organization with the employee who fits right. It causes complications for fulfillment of future goals and objectives. When KSA is measured incorrectly it does not give a clear idea about the employee. It causes complications for the organization who might want to implement training and development programmes.

No it is not okay to distort an interview and do a fake interview. It does not let the interviewer and the organization have a clear idea about the employee and his/her skills and knowledge sets and abilities. It causes difficulties and creates an unclear picture about the organization and the employee.