Analysis vs Description PDF

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Analysis vs Description – HR112 Assignment Help | By Zinat Asif See below (page 2) for the table of description vs analysis tips and then make sure you click ‘show comments’ or ‘show markup’ in your options to see how I have applied the information from the table into this example below. This is all made up, so do your own reading!

Description Psychometric tests are useful. Psychometric tests are [insert definition]. They can be quite good because candidates can just answer the questions. This test was used in the B&Q case study. The case study highlights that the test was done and then the employee was sacked after his promotion. This meant that the employee was suitable but not according to the test. The case study was an example of a selection process.

Commented [ZA1]: Simply stating an opinion.

Analysis Some academics agree psychometric tests are useful (REFERENCE, 20XX; REFERENCE2 200X) because of their ability to gauge the candidate’s judgement (REFERENCE2, 200X; REFERENCE 3; 201X), the time-saving nature of the tests (REFERENCE, 200X) and their success rate at narrowing down candidates for the next stage (REFERENCE45, 201X). However, in a case study conducted by REFERENCE45, (201X), the study never followed the selected candidates into their employment to know if it was appropriate. Furthermore, a study by REFERENCE (20X3) has highlighted potential flaws that affect employability and the emotional state of the candidate. Work-Something-Example Theory states that emotions can affect the hiring process which may occur in an unfair selection (REFERENCE, 2000). Although improvements can be made to the tests, such as removing the telephone version as in the B&Q case study (Guardian, 2001), the tests are largely considered reliable by many large-scale and longitudinal studies (REFERENCE1, 20XX) as no good alternative exists (REFERENCE5, 200X). Psychometric tests can perhaps be aided with other tools to enhance their reliability or validity, discussed later. For this reason, there are reasonable grounds on which organisations may consider including psychometric tests in their selection process .

Commented [ZA2]: Giving reasons for an opinion, backing up with evidence

Commented [ZA3]: Giving reasons, evaluating strengths, identifying significance Commented [ZA4]: Making reasoned judgements, arguing a case based on evidence, evaluates the relative significance of details, identifies why timing is important Commented [ZA5]: Basing an argument on more evidence Commented [ZA6]: Mentioned a theory but also why it is relevant. Not simply explaining a theory but linking it to your argument Commented [ZA7]: Beginning to draw a conclusion to add to your case Commented [ZA8]: Referring to the case study

STUDENTS! Bear in mind, the above was all made up. It may be factual or have little truth, but it is just an example to demonstrate analysis vs descriptive analysis. I did no reading here so please don’t take any of this as fact. You can and should include more detail, if it suits your selection process and adds to the argument of the essay. This is a very small example.

Commented [ZA10]: Weighs the importance of component parts, weights one piece of information against another, shows links between information Commented [ZA9]: Introducing the next point of discussion, adding your own unique insight Commented [ZA11]: Draws conclusions

Table 1 University of Nottingham, adapted from University of Plymouth resources. Availabble https://www.nottingham.ac.uk/studentservices/documents/description-vs -analysis---learnhigher.pdf...