While ideally, employee selection processes should be objectively conducted through job analysis, it is inevitable that HRM personnel will have to depend on both objective measures and intuitive judgment (i.e., based on their experience screening applicants for the organization) to screen and determine the suitability of each applicant for the position. Fortunately, "A school" will ultimately determine the applicant's fit in both the job s/he is chosen for and the organization that is the U.S. Navy. However, to minimize the errors in the process and analysis, it is suggested that the HRM should quantitatively determine the minimum mandatory requirements that will help them assess who is the most suitable candidate given that HRM needs to screen numerous applicants and must come up with a recommendation in the soonest time possible.
For the improvement of the performance appraisal management system of the U.S. Navy, it is remarkable that it has managed to develop, redevelop and periodically test these evaluation domains and ratings through statistical analyses and using empirical data. This is indeed a commendable aspect of the performance appraisal management system of the organization, and its practice must continue for further standardization and increased reliability and validity of all constructs and measures contained in the appraisal form (Armstrong,...
This path towards standardization and creation of constructs based on empirical data will help the Navy arrive at employee retention and advancement decisions with the utmost objectivity, accuracy and consistency.
References
Armstrong, T. (2006). "Current recruitment and selection practices: a national survey of Fortune 100 firms." North American Journal of Psychology, Vol. 8, No. 3.
Bohlander, G. And S. Snell. (2010). Managing Human Resources. OH: South-Western Cengage Learning.
Bourne, M. And Borman, W. (2006). "Development of New Navy Performance Rating Scales and Counseling Procedures)." Available at: www.internationalmta.org/Documents/2006/2006019T.pdf
"Navy's Total Force Vision for the 21st Century." (2010). Published by the Department of the Navy Human Capital Strategy.
"Performance Management Program." (2006). Department of the Navy, Naval Services Training Command.
Schwerin, M. (2006). "Subjective and objective results of usability testing of a prototype Performance Management System among U.S. Navy personnel." Military Psychology, Vol. 18, No. 3.
Scroggins, W. (2008). "Psychological testing in personnel selection, Part II: the refinement of methods and standards in employee selection." Public Personnel Management, Vol. 37, No. 2.
