tag:blogger.com,1999:blog-4480898812999661002024-03-18T09:03:20.647+06:00Shah9il's BlogMy blogspot will let the students get benefit in their academic career.Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.comBlogger103125tag:blogger.com,1999:blog-448089881299966100.post-48102412423686856762014-11-02T15:54:00.003+06:002014-11-02T15:54:12.424+06:00Finance: Introduction - Dr. MBA<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-size: large;">Prepared by: <b>Dr. Mohammad Bayezid Ali </b></span></div>
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Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com1Hussaini Dalan Road, Dhaka, Bangladesh23.7226137 90.39811209999993523.7207967 90.395590599999935 23.7244307 90.400633599999935tag:blogger.com,1999:blog-448089881299966100.post-91317317879846759032013-01-28T17:27:00.000+06:002013-01-28T17:27:10.016+06:00Optimal Portfolio Construction and Selection<div dir="ltr" style="text-align: left;" trbidi="on">
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<a href="http://webpage.pace.edu/pviswanath/" target="_blank">By Dr. P.V. Viswanath</a>
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Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-22201428293124266302012-10-14T22:47:00.001+06:002012-10-14T22:56:36.682+06:00LIFO or FIFO? Which one is preferable?<div dir="ltr" style="text-align: left;" trbidi="on">
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<b>In the inflationary situation which method of inventory valuation would you prefer, LIFO or FIFO? </b><br />
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In the accounting procedure of a firm’s inventory valuation there are two well known methods, which are widely used. The methods are LIFO shortened for “Last in first out” and FIFO elaborated as “First in first out”. The consideration of any of these methods in the inventory valuation process affects not only the value of inventory but the entire procedure from the value of inventory to the income tax calculation is influenced. <br />
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For instance, if we consider an inflationary situation then we should follow the LIFO method because in long run it will be more beneficial than the FIFO method. Let’s have a glimpse at the matrices below –</div>
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<b><span style="color: #9c0006; font-family: "Calibri","sans-serif"; font-size: 14.0pt;">FIFO</span></b></div>
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<span style="color: #9c0006; font-family: "Calibri","sans-serif"; font-size: 14.0pt;">Higher</span></div>
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<span style="color: #006100; font-family: "Calibri","sans-serif"; font-size: 14.0pt;">Lower</span></div>
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<span style="color: black; font-size: 14.0pt;">Cost of Goods sold</span></div>
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<span style="color: #9c0006; font-family: "Calibri","sans-serif"; font-size: 14.0pt;">Lower</span></div>
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<span style="color: #006100; font-family: "Calibri","sans-serif"; font-size: 14.0pt;">Higher</span></div>
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<span style="color: black; font-size: 14.0pt;">Net Income</span></div>
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<span style="color: #9c0006; font-family: "Calibri","sans-serif"; font-size: 14.0pt;">Higher</span></div>
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<span style="color: black; font-size: 14.0pt;">Impact on income tax</span></div>
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<span style="color: #9c0006; font-family: "Calibri","sans-serif"; font-size: 14.0pt;">Higher</span></div>
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<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
<br />
According to the above matrix if you go for the FIFO method then our value of ending inventory would be higher while calculating the cost of goods sold, where on the other hand the cost of goods sold will be lowered. Consequently, the net income will be shown with a higher value and this will ultimately result into a greater amount of income tax payable. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
If we consider the LIFO method then every of the circumstances in the above metrics will be vice versa from that of the FIFO method therefore to evade the higher income tax we should go for the LIFO method of inventory valuation in the inflationary situation. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
As an argument in favor for choosing LIFO method as and adoptable method of the valuation of inventory we can represent following to notations as stated below –</div>
<ol style="text-align: left;">
<li>To match inventory costs and cost of goods sold at current price against current revenue.</li>
<li>Under LIFO, Net income can be shown lower which allows the company to pay lower amount of tax.</li>
</ol>
<br />
<br />
You can find out answers about "<a href="http://shah9il.blogspot.com/2012/10/what-are-disclosures-required-for.html" target="_blank">Disclosures required for marketable securities</a>".</div>
Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-87942515259043855612012-10-14T22:24:00.001+06:002012-10-14T22:27:27.565+06:00What are the disclosures required for marketable securities?<div dir="ltr" style="text-align: left;" trbidi="on">
<div style="text-align: justify;">
For the marketable securities the following disclosures are required – </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: center;">
<img height="200" src="http://dl.dropbox.com/u/52959173/Shah9il's%20Blog/mrktblcqrtis.png" width="200" />
</div>
<ul style="text-align: justify;">
<li>Aggregate cost and market value of the separate portfolios as of the balance sheet date, with identification as to which is the carrying amount.</li>
<div dir="ltr" style="text-align: center;" trbidi="on">
<div style="text-align: center;">
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</div>
<li>Gross unrealized gains or losses related to market value over cost or cost over market value for all marketable equity securities in the portfolio.</li>
<li>Net realized gain or loss included in income determination, the basis on which cost was determined and the change in the valuation allowance that has been included in the equity section of the balance sheet during the period and, when a classified balance sheet is presented, the amount of such change included in the determination of net income.
</li>
</ul>
</div>
Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-89174113253186532702012-10-14T22:11:00.001+06:002012-10-14T22:25:55.244+06:00State the disclosures about fair value of financial instruments?<div dir="ltr" style="text-align: left;" trbidi="on">
<div style="text-align: justify;">
As part of its overall consideration of financial instruments, the FASB issued SFAs 107 (1991) on disclosures about the fair value of financial instruments. It requires that - </div>
<div dir="ltr" style="text-align: center;" trbidi="on">
<div style="text-align: center;">
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<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/dsclsr.png" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="320" src="http://dl.dropbox.com/u/52959173/Shah9il's%20Blog/dsclsr.png" width="179" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Disclosure about fair value of financial instruments</td><td class="tr-caption" style="text-align: center;"><br /></td><td class="tr-caption" style="text-align: center;"><br /></td></tr>
</tbody></table>
<blockquote class="tr_bq">
<div style="text-align: justify;">
<i>“An entity shall disclose, either in the body of the financial statements or in the accompanying notes, the fair value of financial instruments for which it is practicable to estimate that value. An entity also shall disclose the method(s) and significant assumptions used to estimate the fair value of financial instruments.” </i></div>
</blockquote>
<div style="text-align: justify;">
For trade receivables and payables, no disclosure is required when carrying amount approximates fair value.<br />
<br />
If you need you can find out <a href="http://shah9il.blogspot.com/2012/10/who-are-users-of-financial-statements.html" target="_blank">who are the users of Financial Statements</a>...</div>
</div>
Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-3344244689702567862012-10-14T21:56:00.001+06:002012-10-14T22:28:00.952+06:00Who are the users of financial statements?<div dir="ltr" style="text-align: left;" trbidi="on">
<div dir="ltr" style="text-align: left;" trbidi="on">
<div class="MsoNormal" style="text-align: justify;">
<b>What are the objectives of
financial statement analysis? </b>OR,</div>
<div class="MsoNormal" style="text-align: justify;">
<br />
<b>Why is financial statement analysis important?</b><br />
<br />
<div class="MsoNormal" style="text-align: justify;">
Financial statement is the art
and science of detailed examination of different items. In the financial
statements mainly balance sheet and income statements. The main objectives of
financial statement analysis are to have an in-depth understanding of the
financial information presented in different financial statements for decision
making.<br />
<a name='more'></a></div>
<div dir="ltr" style="text-align: center;" trbidi="on">
<div style="text-align: center;">
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</div>
Different stakeholders use
financial statement analysis with different objectives as described below –</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/chrtanalysis" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="http://dl.dropbox.com/u/52959173/Shah9il's%20Blog/chrtanalysis.gif" width="320" /></a></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<b>Owners and shareholders</b> </div>
<div class="MsoNormal" style="text-align: justify;">
Owners
and shareholders of the company would like to see that EPS (Earnings per share)
of that company is maximized. EPS is the final result of operation which comes
from quantity and quality of revenues, expenses, assets, liabilities and
operational efficiency. Financial statement analysis assists the shareholders
to understand and identify whether the company is being run efficiently and
whether they need to take steps to improve performance.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<b>Creditors </b></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
The creditors or
lenders would like to see the company’s ability to repay the loan timely. They
would also like to analyze whether the company is over-indebted and whether
assets of the company are adequate to repay its loan with interest. Analyses of
different ratios and other indicators in the financial statements help to
understand this.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<b>Manager</b></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
The objectives of the
managers is to maximize profit by taking steps to increase revenue and decrease
cost. As agents of the shareholders managers often have to take decisions that
are conflicting with interests of different stakeholders. Financial statement
analysis assists the managers to take the right steps in these situations.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<b>Government agencies</b></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Government
agencies like income tax department would like to see accuracy of the revenue,
expenses assets and liabilities and whether profit of the company is not
understated. The government agencies increasingly use financial statements for
company’s true assessment.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<b>Auditor</b></div>
<div class="MsoNormal" style="text-align: justify;">
</div>
<div class="MsoNormal" style="text-align: justify;">
Auditors verify and
certify whether transactions of the company were recorded and financial
statements were prepared according to acceptable accounting principles. They
can not do this without analyzing the financial statements.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
In case if you need something else for Portfolio Management then check out some "<a href="http://shah9il.blogspot.com/2012/07/formulas-for-return-of-securities.html" target="_blank">Formulas for Return on Securities</a>"</div>
<b></b></div>
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Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com1tag:blogger.com,1999:blog-448089881299966100.post-33119747455732724572012-07-25T04:15:00.000+06:002012-07-25T04:40:19.260+06:00Formulas for Return of Securities<div dir="ltr" style="text-align: left;" trbidi="on">
To compute the Holding period return, holding period yield, expected rate of return, annual HPR, arithmatic mean, geometric mean<b>, </b>standard deviation for historical returns as well as future returns we have extracted some formulas from Reilly/Brown's "Investment Analysis and Portfolio Management". These formulas are as follows -<br />
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<b>1. Holding period return (HPR) for single period of a security -</b><br />
<br />
<div style="text-align: center;">
<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/1.png" /><br />
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OR, </div>
<br />
<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/2.png" />
</div>
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OR, Dividend Yield + Capital Gain Yield<br />
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<b>2. Holding period return (HPR) for "N"th period, where "N" is the amount of years -</b><br />
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<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/3.png" />
<br />
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OR, HPR =<br />
<div style="text-align: center;">
<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/4.png" /> </div>
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<b>3. Holding period yield = </b>HPR - 1 </div>
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<br />
OR, HPY =<br />
<div style="text-align: center;">
<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/5.png" /> </div>
<div style="text-align: justify;">
<br />
<b>4. If the HPR is hold on Annual basis then it will be -</b></div>
<div style="text-align: justify;">
</div>
<div style="text-align: center;">
Annual HPR = <img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/6.png" /><br />
<div style="text-align: justify;">
<br /></div>
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<b>5. Average rate of return on the basis of Arithmatic mean -</b></div>
<br />
<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/7.png" />
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OR,</div>
<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/8.png" />
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<div style="text-align: justify;">
OR,</div>
<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/9.png" /><br />
<div style="text-align: justify;">
<b>6. Average rate of return on the basis of Geometric mean - </b></div>
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<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/10.png" />
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Here, "<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/pi.png" />" is the product of HPR.<br />
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<b>7. Expected rate of return of a security - </b><br />
<br />
<div style="text-align: center;">
<b><img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/11.png" /> </b></div>
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OR,</div>
<div style="text-align: center;">
<b> </b>
<b><img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/12.png" /> </b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Here, </div>
<div style="text-align: justify;">
Ri = Return for securities in "i"th situation for alternatives</div>
<div style="text-align: justify;">
Pi = Probability for occuring each outcome.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>8. Standard Deviation "<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/sigma.png" />" for "Historical Returns" - </b><br />
<div style="text-align: center;">
<b> </b>
</div>
<div style="text-align: center;">
</div>
<div style="text-align: center;">
<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/13.png" /> </div>
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Here,</div>
<div style="text-align: justify;">
=> If it is a "Sample Distribution" then there will be = N-1</div>
<div style="text-align: justify;">
=> If it is a "Population Distribution" then there will be = N</div>
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<br /></div>
<div style="text-align: justify;">
<b>9. Standard Deviation </b><b>"<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/sigma.png" />" for "Future Returns" -</b><br />
<br />
<div style="text-align: center;">
<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/14.png" /> </div>
<div style="text-align: center;">
<br />
<div style="text-align: justify;">
<b>10. Real Risk Free Rate of return - </b></div>
<br />
<div style="text-align: center;">
<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/15.png" />
</div>
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<br />
<b>11.Nominal Risk Free Rate of return - </b><br />
</div>
<br />
<img src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/eqns/16.png" /><br />
</div>
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Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-61933549169986545172012-07-10T06:37:00.001+06:002012-07-10T06:45:40.146+06:00Reconciliation of Variable and Absorption costing<div style="text-align: justify;">
You might have idea about prepartion of income statement under Variable costing and Absorption costing. If you are seeking the format for reconciliation of the net operating income under variable and absorption costing then you should have a look at below image -</div>
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<img border="0" height="205" src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/rcnclation.jpg" width="320" /></a></div>
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<b>Note: Click on the image to have a broader snapshot.</b><br />
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You should have a look on the <a href="http://shah9il.blogspot.com/2012/07/format-for-computing-unit-product-cost.html" target="_blank"><b>Format of Unit Product Cost </b></a>calculation.Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-40227236507081710532012-07-10T06:21:00.000+06:002012-07-10T06:46:56.750+06:00Income Statement Under Variable Costing<div style="text-align: justify;">
I think you have passed the process of <b><a href="http://shah9il.blogspot.com/2012/07/format-for-computing-unit-product-cost.html" target="_blank">Unit Product Cost</a></b> calculation. Therefore if you are keen to know about variable costing approach to prepare income statement then you should look at the image below -</div>
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<img border="0" height="205" src="http://dl.dropbox.com/u/52959173/Shah9il%27s%20Blog/ISVC.jpg" width="320" /></a></div>
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<b>Note: Click on the image to view larger snapshot.</b> <br />
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You can also visit the format if you do not know <b><a href="http://shah9il.blogspot.com/2012/07/income-statement-under-absorption.html" target="_blank">How to prepare of income statement under absorption costing?</a> </b></div>
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<br /></div>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-54269021274554404192012-07-10T06:15:00.000+06:002012-07-10T06:47:42.782+06:00Income Statement Under Absorption CostingIf you know <a href="http://shah9il.blogspot.com/2012/07/format-for-computing-unit-product-cost.html" target="_blank"><b>How to compute Unit product cost?</b></a> Then you should be looking for the format of calculating Income statement under Absorption Costing approach. Therefore you can look at the below image to have the format of the Income statement under Absorption costing method -
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You might also like to know about <a href="http://shah9il.blogspot.com/2012/07/income-statement-under-variable-costing.html" target="_blank"><b>How to prepare income statement under variable costing method?</b></a>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-70074770723811234562012-07-10T06:04:00.002+06:002012-07-10T06:48:01.667+06:00Format for computing Unit Product Cost<div style="text-align: justify;">
If you are looking for the format of computing Unit Product Cost of any product then you can have a look at the following format where we have arranged the format for both Variable costing method and Absorption costing method -</div>
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Have a look at the <a href="http://shah9il.blogspot.com/2012/07/reconciliation-of-variable-and.html" target="_blank"><b>Reconciliation of Variable and Absorption Costing net operating income</b></a>.Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-4433733132969316162012-06-24T00:54:00.001+06:002012-06-24T00:54:17.516+06:00Techniques to avoid interview mistake<div style="text-align: justify;">
Most often it is seen that people do some simple mistakes in interviews even though they did not know that they are making mistakes. But these mistakes can be avoided if interviewees follow some techniques. The techniques that might be helpful for the interviewees to avoid making mistakes in the interviews are as follows –</div>
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<li><b>Arrogant Attitudes:</b> Be especially careful about arrogance when you're interviewing with someone younger than you or if you're interviewing for positions that are a step or two down from your last role.<br />
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<li><b>Unsuitable Behaviors:</b> Interviewers have certain expectations about how you should act. These expectations fall in line with the rules of common courtesy. Being polite, businesslike, friendly, attentive and appropriate will stand you in good stead.</li>
<li><b>The Failure to Listen:</b> Stay engaged in the give and take of the conversation. Ask clarifying questions when you need to. Give answers that are on point. Lean slightly forward. Maintain appropriate eye contact. These behaviors indicate you're actively listening.</li>
<li><b>Inappropriate Dress:</b> Generally speaking blue jeans and flip flops are not appropriate dress for an interview. A general rule of thumb is to dress as you would when working in that job.</li>
<li><b>Bashing Former Employers: </b>If you speak ill of a former manager the interviewer will assume you would do the same to him or her. Bad mouthing the company, manager or your former co-workers is always self defeating. You may be tempted to confide when the interviewer feels more like a friend than a decision maker but don't do it!</li>
<li><b>Asking Poor Questions: </b>The only thing worse than asking poor questions is asking no questions at all. Good questions ask about what you can do for the company.</li>
<li><b>Inadequate Answers:</b> It is surprising when candidates are unprepared to talk about themselves or their accomplishments. Interview questions seem to catch these people off guard or they give very short answers that don't convey much information. Interviewers interpret this behavior as laziness or disinterest.</li>
<li><b>Little or No Knowledge about the Company: </b>Too many candidates interview with companies they know nothing about. If you can't be bothered to do basic research the interviewer will infer you're not willing to go the extra mile. The bigger the company, the more unforgivable this will be.</li>
<li><b>Forgetting the Interview is not over until Leaving the Building: </b>There is nothing more heartbreaking than acing the interview only to blow it as you're leaving. This happens more than it should.</li>
<li><b>Leaving Interviews without Knowing What Happens Next:</b> You need to know what happens next. Having this information will help keep you from fretting about an offer and more importantly it will facilitate effective follow-up.</li>
<li><b>First Impressions: </b>Are you dressed appropriately? Is your hair style attractive? Are your fingernails clean and trimmed? Did you stroll into the interview on your cell phone? Make a good first impression and the interview won’t be lost from the beginning.</li>
<li><b>Be Careful All The Way: </b>Yes, it sounds like this is just a little too much, but you can never be too careful in an interview. You want to eliminate anything and everything that might keep you from being considered for employment. Eliminate as many of the possible problem areas as you can so that the employer focuses on what you bring to the table in terms of qualifications.</li>
<li><b>Arrive on Time: </b>This is an absolute must. To be sure you will make it on time, take a ride to the location a day or two before the interview so you know how to get there. Leave the house an hour earlier than you normally would, because traffic jams and bad weather happen at the worst times. Never arrive late.</li>
<li><b>Be professional:</b> Professionalism is highly valued. Are you chewing gum, smoking or tapping your pen on your portfolio? Omit anything that might exclude you from further consideration as a potential job candidate.</li>
<li><b>Speak clearly and concisely: </b>Remember the phrase, "Never use two words when one word will do." Address each person you meet as "Mr." or "Ms." and articulate your words using proper grammar. Also, keep your answers short and to the point.</li>
<li><b>Adapt to your interviewer:</b> If you are lucky enough to have an informal and friendly interviewer, you will feel more relaxed and find it easier to give perfect answers. Just don't get so comfortable you forget why you're there!</li>
<li>Bring extra copies of your resume along with a separate list of your references,</li>
<li>More than likely your resume is what netted you the interview. However, being prepared with extra copies will allow you to make sure the interviewer has it to refer to. References do not get checked until a company is seriously interested in a candidate. If you are asked for your references in an interview, that’s great! Make sure you're able to supply them upon request.</li>
<li>Be Strategic With Your Questions,</li>
<li>Forgetting to ask how long the previous person was in the role will cause you to lose out on valuable information. This will tell you if everything was left in order. Having received the answer to all these questions, you may decide to politely excuse yourself and head for the exit.</li>
<li>If you are significantly under stress, you may wrongly read and remember simple things like the time or agreed place, or to charge your cell phone if it is a phone interview. This is a known feature of human psychology. How funny it may sound, check the time and place at least twice, better at different dates.</li>
<li>Your hand phone. It must be in one mode only and that is OFF. I don't think so. It's simply disrespectful.</li>
<li>Don't ask about benefits. This is immaterial in a first interview, even in a second. The salary, perks etc. will come onto the table and the hirer will offer these. You should not ask for it. </li>
<li>Be in a good and natural mood. Smile, show interest and enthusiasm. Simply be positive in your body language and your speech. If you ooze positive energy it will rub off on everyone around you. </li>
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At last I can say that if we follow above mentioned points we can avoid interview mistake. I am sure that following above mentioned tips may make it easier for you to get the job.</div>
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You might look for some <a href="http://shah9il.blogspot.com/2012/06/techniques-of-interviewing.html" target="_blank"><b>"Techniques of Interview"</b></a>so that these mistake avoiding techniques would be helpful for you.</div>
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<span style="font-size: xx-small;">Reference:</span></div>
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<span style="font-size: xx-small;">=> <a href="http://goo.gl/yT6fB">HelpGuide.org</a></span></div>
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<span style="font-size: xx-small;">=> <a href="http://www.wikihow.com/Avoid-Interview-Mistakes">WikiHow</a></span></div>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-79909214833326923472012-06-19T23:58:00.000+06:002012-06-20T00:22:24.608+06:00Techniques of Interviewing<div style="text-align: justify;">
If you are going to face the interview for the first time you might not know some basic things that are very much important to get a good job. So that in order to get a job you need to do well in the interview and this can be done by following some techniques. Let us see some of the best techniques that might help you to get good job in brief –</div>
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<span style="font-size: large;">☺</span> Interview for as many jobs as you can,</div>
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<span style="font-size: large;">☺ </span>Develop a compelling story, which helps people to understand who your are and where are you going,</div>
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<span style="font-size: large;">☺ </span>Tailor your story to the job</div>
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<span style="font-size: large;">☺</span> Be prepared to answer their questions do not mumble or babble in the interview like “uh” or “um”,</div>
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<span style="font-size: large;">☺</span> Anticipate like questions and do some researches on the post you are applying for,</div>
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<span style="font-size: large;">☺</span> Ask questions during the interview avoid unnecessary talking,</div>
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<span style="font-size: large;">☺</span> Focus on commonalities.</div>
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You migth also like to read about <a href="http://shah9il.blogspot.com/2012/06/5-stages-of-interviewing-process.html" target="_blank"><b>"5 stages of interviewing process"</b></a></div>
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<span style="font-size: xx-small;">Reference: <a href="http://goo.gl/yT6fB">HelpGuide.org</a></span></div>
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Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-66687528761271764942012-06-19T23:50:00.000+06:002012-06-19T23:50:03.627+06:005 stages of interviewing process<div style="text-align: justify;">
Interview is very much important in case of selection of an employee of any organization again on the other hand it becomes important or the candidates to give interview because the organization they are applying for a job require it. Therefore for the sake of both sides of importance of interview both the parties need to know the process of interview. </div>
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Here are the 5 Stages of the Interviewing Process:</div>
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<b>☺ Preparation:</b></div>
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Learn as much about the company as you can before your interview. Find out what they do, what they make, and what kind of services they provide and determine if your skills can fit with what they do. Determine what you can offer the company. Arrange and confirm the time for your interview. Make sure you arrive early. Don't be late. Ask for directions when you confirm your appointment, if needed. Make a list of what questions you may want to ask them. More importantly, make a list of those questions you anticipate they might ask you and decide how you will answer these questions. You then are prepared how to answer them.</div>
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<b>☺ Introduction:</b></div>
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Make sure your initial non-verbal contact is positive. For example, smile when you first see the person interviewing you. Have a firm handshake and establish good eye contact when talking. You be the one to start off the conversation. Go prepared with your list of specific questions to ask them about the job and the company. Don't forget to bring the questions with you.</div>
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<b>☺ Presentation:</b></div>
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When asked questions always listen to their questions carefully. If you don't understand any question, ask them to clarify the question. If you do not know the answer to the question be honest and say so but do offer to get back to them with the answer later and DO GET back to them.</div>
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<b>☺ Obtain Information for Yourself:</b></div>
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Remember, this job interview is for your benefit also. Ask questions about the actual job requirements, benefits and type of work that you will be expected to do. Determine if the job will fit in with your educational background and career goals. Be prepared to take notes during the interview. This "shows" you came prepared. Write down all the names of the people you meet and their position. Be active in the interview process. Don't just sit there.</div>
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<b>☺ The Final Stage:</b></div>
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Write down all the reasons for the company to hire you. Ask if your background matches what the company is looking for. Ask if they are interviewing other people for the same position and when can you expect a decision. Ask if the interviewer wants you to call later for an update. Also, ask how long it will take before they will make a decision. Don't forget to follow up with a phone call or a thank you note. Clearly tell them you are interested if you are BEFORE you leave the interview.</div>
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For a more comprehensive guide to the interviewing process, order our booklet, "The Interviewing Process". You can order this booklet on-line through our convenient on-line catalog. This guide will provide you with the questions you should know the answers to and the questions you should ask. A helpful follow up checklist is also provided. </div>
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You might also lilke to read this one - <a href="http://shah9il.blogspot.com/2012/06/state-purposes-of-interview.html" target="_blank"><b>"Purposes of Interview"</b></a></div>
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<span style="font-size: xx-small;">Reference: <a href="http://www.ljlseminars.com/jobstage.htm" target="_blank"><b>LJL Seminars</b></a></span></div>
Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-28950347705484902522012-06-19T23:30:00.001+06:002012-06-19T23:30:14.420+06:00State the purposes of InterviewThe interview is one of the most important phases of the job search process. Your resume and cover letter are simply tools to get you to the interviewing stage. The interview is your opportunity to convince an employer that you are the right person for the job.<br />
As the interviewee, the main purposes of the interview are to:<br />
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<li>Communicate information about yourself, your experience and your abilities,</li>
<li>Seek further information about the position and the organization,</li>
<li>Evaluate the match between your needs and what the job offers</li>
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<a name='more'></a>The main purposes of the interview for the interviewer are to gather relevant information about the candidate’s:<br />
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<li><b>Interview preparation: </b>interest in and knowledge of the industry, the position and the organization,</li>
<li><b>Communication skills:</b> oral presentation skills and the ability to interact with others</li>
<li><b>Qualifications:</b> academic, work, volunteer and other experience,</li>
<li><b>Leadership potential and teamwork: </b>demonstrated ability to work with others and to get others to work together,</li>
<li><b>Clear and realistic career goals:</b> future plans and awareness of career paths,</li>
<li><b>Self awareness: </b>realistic appraisal of self,</li>
<li><b>Motivation and success potential</b>: enthusiasm for the position; demonstrated patterns of accomplishment,</li>
<li><b>Work ethic:</b> acceptance of responsibility, ability to keep commitments and attitude of the importance of work.</li>
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From the above statement the purposes of taking or giving interview is as clear as water.<br />
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You may also love to note this one: <a href="http://shah9il.blogspot.com/2012/06/10-different-types-of-interview.html" target="_blank"><b>"10 types of interview"</b> </a><br />
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<span style="font-size: xx-small;">Reference: <a href="http://goo.gl/oGm7s" target="_blank">UC Davis</a></span>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-27060187118304679222012-06-19T23:16:00.001+06:002014-01-02T02:30:53.414+06:00Types of Interview described in 10 ways<div dir="ltr" style="text-align: left;" trbidi="on">
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<span style="font-size: large;">Types of an interview that can be defined in 10 different ways</span></div>
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<li style="text-align: justify;"><b>Structured Interview: </b>Here, every single detail of the interview is decided in advance. The questions to be asked, the order in which the questions will be asked, the time given to each candidate, the information to be collected from each candidate, etc. is all decided in advance. Structured interview is also called Standardized, Patterned, Directed or Guided interview. Structured interviews are preplanned. They are accurate and precise. All the interviews will be uniform (same). Therefore, there will be consistency and minimum bias in structured interviews.
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<li style="text-align: justify;"><b>Unstructured Interview: </b>This interview is not planned in detail. Hence it is also called as Non-Directed interview. The question to be asked, the information to be collected from the candidates, etc. are not decided in advance. These interviews are non-planned and therefore, more flexible. Candidates are more relaxed in such interviews. They are encouraged to express themselves about different subjects, based on their expectations, motivations, background, interests, etc. Here the interviewer can make a better judgment of the candidate's personality, potentials, strengths and weaknesses. However, if the interviewer is not efficient then the discussions will lose direction and the interview will be a waste of time and effort.</li>
<li style="text-align: justify;"><b>Group Interview</b>: Here, all the candidates or small groups of candidates are interviewed together. The time of the interviewer is saved. A group interview is similar to a group discussion. A topic is given to the group, and they are asked to discuss it. The interviewer carefully watches the candidates. He tries to find out which candidate influences others, who clarifies issues, who summarizes the discussion, who speaks effectively, etc. He tries to judge the behavior of each candidate in a group situation.</li>
<li style="text-align: justify;"><b>Exit Interview:</b> When an employee leaves the company, he is interviewed either by his immediate superior or by the HRD manager. This interview is called an exit interview. Exit interview is taken to find out why the employee is leaving the company. Sometimes, the employee may be asked to withdraw his resignation by providing some incentives. Exit interviews are taken to create a good image of the company in the minds of the employees who are leaving the company. They help the company to make proper HRD policies, to create a favorable work environment, to create employee loyalty and to reduce labor turnover.</li>
<li style="text-align: justify;"><b>Depth Interview: </b>This is a semi-structured interview. The candidate has to give detailed information about his background, special interest, etc. He also has to give detailed information about his subject. Depth interview tries to find out if the candidate is an expert in his subject or not. Here, the interviewer must have a good understanding of human behavior.</li>
<li style="text-align: justify;"><b>Stress Interview:</b> The purpose of this interview is to find out how the candidate behaves in a stressful situation. That is, whether the candidate gets angry or gets confused or gets frightened or gets nervous or remains cool in a stressful situation. The candidate who keeps his cool in a stressful situation is selected for the stressful job. Here, the interviewer tries to create a stressful situation during the interview. This is done purposely by asking the candidate rapid questions, criticizing his answers, interrupting him repeatedly, etc.</li>
<li style="text-align: justify;"><b>Individual Interview: </b>This is a 'One-To-One' Interview. It is a verbal and visual interaction between two people, the interviewer and the candidate, for a particular purpose. The purpose of this interview is to match the candidate with the job. It is a two way communication.</li>
<li style="text-align: justify;"><b>Informal Interview:</b> Informal interview is an oral interview which can be arranged at any place. Different questions are asked to collect the required information from the candidate. Specific rigid procedure is not followed. It is a friendly interview.</li>
<li style="text-align: justify;"><b>Formal Interview:</b> Formal interview is held in a more formal atmosphere. The interviewer asks pre-planned questions. Formal interview is also called planned interview.</li>
<li style="text-align: justify;"><b>Panel Interview:</b> Panel means a selection committee or interview committee that is appointed for interviewing the candidates. The panel may include three or five members. They ask questions to the candidates about different aspects. They give marks to each candidate. The final decision will be taken by all members collectively by rating the candidates. Panel interview is always better than an interview by one interviewer because in a panel interview, collective judgment is used for selecting suitable candidates.</li>
</ol>
You may also find this one important: <a href="http://shah9il.blogspot.com/2012/06/what-is-interview.html" target="_blank"><b>"Definition of Interview" </b></a><br />
<ol style="text-align: justify;">
</ol>
<br />
<br />
<div class="MsoNormal" style="line-height: 150%;">
<span style="font-size: 8pt; line-height: 150%;">Reference:</span><span style="font-size: 8pt; line-height: 150%;"> <a href="http://kalyan-city.blogspot.com/2011/04/what-are-different-types-of-interview.html" target="_blank">Kalyan City Blog</a></span><span style="font-size: 8pt; line-height: 150%;"></span><span style="font-size: 14pt; line-height: 150%;"></span>
</div>
</div>
Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-24736940638510088842012-06-12T04:09:00.001+06:002012-06-12T04:09:25.168+06:00What is Interview?<div class="MsoNormal" style="line-height: 150%;">
<span style="color: black; line-height: 150%;">A somewhat </span><span style="color: black; line-height: 150%; text-decoration: none;">formal</span><span style="color: black; line-height: 150%;">
discussion between a hirer and an </span><span style="color: black; line-height: 150%; text-decoration: none;">applicant</span><span style="color: black; line-height: 150%;"> or </span><span style="color: black; line-height: 150%; text-decoration: none;">candidate</span><span style="color: black; line-height: 150%;">,
typically in </span><span style="color: black; line-height: 150%; text-decoration: none;">person</span><span style="color: black; line-height: 150%;">, in
which </span><span style="color: black; line-height: 150%; text-decoration: none;">information</span><span style="color: black; line-height: 150%;"> is
exchanged, with the intention of establishing the applicant’s suitability for a
</span><span style="color: black; line-height: 150%; text-decoration: none;">position</span><span style="color: black; line-height: 150%;">.</span></div>
<ul>
<li><span style="line-height: 150%;">“<i>An interview
is a conversation between two or more people (the interviewer and the
interviewee) where questions are asked by the interviewer to obtain information
from the interviewee</i>.”</span></li>
</ul>
<div style="text-align: right;">
<span style="line-height: 150%;">– Wikipedia.org</span><span style="color: black; line-height: 150%;"> </span><br />
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<ul>
<li><span style="color: black; line-height: 150%;">“<i>An interview is a collaborative effort, between a
willing subject and an artful questioner</i>.” </span></li>
</ul>
<div style="text-align: right;">
<span style="color: black; line-height: 150%;">– Claudia Dreifus</span> </div>
<ul>
<li>“<i>The job interview gives the
potential employee and potential employer a chance to learn more about each
other. You'll find articles, sample questions, interactive practice tools, and
the facts on illegal questions, and fashion tips to help you succeed</i>.” </li>
</ul>
<div style="text-align: right;">
–
About.com <span style="color: black; line-height: 150%;"></span></div>
<div class="MsoNormal" style="line-height: 150%;">
<span style="color: black; line-height: 150%;">So we can say that, “Interview is a conversation that can
take place between more than one people for a willing subject.</span></div>
<div class="MsoNormal" style="line-height: 150%;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%;">
<span style="color: black; line-height: 150%;">Check out the <a href="http://shah9il.blogspot.com/2012/06/process-to-make-test-program-effective.html" target="_blank"><b>"Process for carrying out an effective test program"</b></a>.</span></div>
<div class="MsoNormal" style="line-height: 150%;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%;">
<span style="color: black; line-height: 150%;"></span></div>
<div class="MsoNormal" style="line-height: 150%;">
</div>
<div class="MsoNormal" style="line-height: 150%;">
<span style="font-size: xx-small;"><span style="line-height: 150%;">Reference:</span></span></div>
<div class="MsoListParagraphCxSpFirst" style="line-height: 150%; margin-left: 18pt; text-indent: -18pt;">
<span style="font-size: xx-small;"><span style="font-family: Wingdings; line-height: 150%;">Ø<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="line-height: 150%;">Wikipedia.org
(</span><a href="http://www.wikipedia.org/interview"><span style="line-height: 150%;">www.wikipedia.org/interview</span></a><span style="line-height: 150%;">) </span><sup><span style="line-height: 150%;">16</span></sup><span style="line-height: 150%;"></span></span></div>
<div class="MsoListParagraphCxSpLast" style="line-height: 150%; margin-left: 18.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="font-size: xx-small;"><span style="font-family: Wingdings; line-height: 150%;">Ø<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="line-height: 150%;">About.com (</span><a href="http://www.about.com/"><span style="line-height: 150%;">www.about.com</span></a><span style="line-height: 150%;">) </span><sup><span style="line-height: 150%;">17</span></sup></span><span style="font-size: 14pt; line-height: 150%;"></span></div>
<div class="MsoNormal" style="line-height: 150%;">
<br /></div>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-84611728686702838802012-06-12T03:58:00.000+06:002012-06-12T04:03:41.772+06:00Process to make a test program effective<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="line-height: 150%;">If we look for a simpler process for developing a test
program for selection then I would like to consider the following process to be
effective –</span></div>
<ol style="text-align: justify;">
<li><span style="line-height: 150%;">Based on an overall quality risk management strategy, select
a subset of test suites from the test cohort for this test cycle.</span><span style="line-height: 150%;"></span></li>
<li><span style="line-height: 150%;">Assign the test cases in each test suite to testers for
execution.</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">Execute tests, report bugs, and capture test status
continuously,</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">Resolve blocking issues as they arise.</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">Report status, adjust assignments, and Reconsider plans
and priorities daily.</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">Manage the test cycle end game, eliminating unrealizable
tests in reverse priority (lowest first, highest last) order,</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">R</span><span style="line-height: 150%;">eport test cycle findings and
status</span></li>
</ol>
<div class="MsoNormal" style="line-height: 150%; text-align: center;">
<div style="text-align: justify;">
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<div style="text-align: justify;">
If you are looking for a advanced
procedure for developing a testing program that requires careful planning,
analysis, experiment and technical knowledge, then I would like to consider the following steps to be effective
–</div>
</div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
</div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<br /></div>
<ol style="text-align: justify;">
<li><b>Deciding the objectives</b>: -
Objectives of the testing program are listed.<b> </b></li>
<li><b>Analyzing jobs</b>: - Jobs are
analyzed to identify the characteristics considered necessary for the success
of the job.<b> </b></li>
<li><b>Choosing test</b>: - Appropriate
test are chosen to measure the identified characteristics.<b> </b></li>
<li><b>Administering the tests</b>: -
The chosen tests are applied on the desired group of persons to measure the
predetermined traits.<b> </b></li>
<li><b>Establishing criteria of job
success</b>: - Success criteria may be laid down in terms of quality and
quantity of output, attendance record etc.<b> </b></li>
<li><b>Analyzing results</b>: - The
tests scores are carefully analyzed in the light of success criteria. After
analysis decision about the candidate’s selection or rejection is drawn.<span style="line-height: 150%;"></span></li>
</ol>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
<span style="font-size: 8pt; line-height: 115%;"><br /></span></div>
<div style="text-align: justify;">
<span style="font-size: 8pt; line-height: 115%;"><span style="font-size: small;">You should have a glimpse at the <a href="http://shah9il.blogspot.com/2012/06/definition-of-selection-ratio.html" target="_blank"><b>"Selection Ratio"</b></a> if you want.</span> </span></div>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: xx-small;"><span style="line-height: 115%;">Reference:</span></span></div>
<div class="MsoListParagraphCxSpFirst" style="margin-left: 18pt; text-align: justify; text-indent: -18pt;">
<span style="font-size: xx-small;"><span style="font-family: Wingdings; line-height: 115%;">Ø<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="line-height: 115%;">Blogger.com
(</span><a href="http://bmmanhum1105.blogspot.com/"><span style="line-height: 115%;">http://bmmanhum1105.blogspot.com/</span></a><span style="line-height: 115%;">)</span><sup><span style="line-height: 115%;">13</span></sup><span style="line-height: 115%;"></span></span></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: 18pt; text-align: justify; text-indent: -18pt;">
<span style="font-size: xx-small;"><span style="font-family: Wingdings; line-height: 115%;">Ø<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="line-height: 115%;">Scribd (</span><a href="http://www.scribd.com/doc/6557119/Testing-Process"><span style="line-height: 115%;">http://www.scribd.com/doc/6557119/Testing-Process</span></a><span style="line-height: 115%;">) </span><sup><span style="line-height: 115%;">14</span></sup><span style="line-height: 115%;"></span></span></div>
<div style="text-align: justify;">
<span style="font-size: xx-small;"><span style="line-height: 115%;"> </span></span>
</div>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-74677174057061144992012-06-12T03:50:00.000+06:002012-06-12T03:51:26.727+06:00Definition of Selection Ratio.<div style="text-align: justify;">
</div>
<div style="line-height: 150%; margin: 6pt 0cm; text-align: justify;">
<u>Definition of Selection ratio:</u></div>
<div style="line-height: 150%; margin: 6pt 0cm; text-align: justify;">
The term “Selection ratio” refers to
the ratio of the number job positions to the number of job applicants and is
used in the context of selection and recruitment.</div>
<div style="line-height: 150%; margin: 6pt 0cm; text-align: justify;">
It is typically assumed to be a number
between 0 and 1 where a number closer to zero implies that there are many
applicants for any one position.</div>
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The selection ratio provides
information about the value of assessment tools, such as interviews, work
samples, and psychometric tests. When the selection ratio is close to one, most
applicants will need to be hired in order to fill the available positions. As
such knowing that one applicant is likely to perform better than another is of
limited value. In contrast when the selection ratio is closer to zero,
assessment tools have greater value in indicating which subset of job
applicants are likely to perform best. Estimates of the selection ratio can
form part of estimates of utility for a given selection and recruitment system.<br />
<br />
You should check the <a href="http://shah9il.blogspot.com/2012/06/what-is-test-state-different-types-of.html" target="_blank"><b>"Test and different types of employment tests in selection procedure"</b></a>.<br />
<br />
<br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-size: xx-small;"><span style="line-height: 115%;">Reference:</span></span></div>
<div class="MsoListParagraph" style="margin-left: 18pt; text-indent: -18pt;">
<span style="font-size: xx-small;"><sup><span style="font-family: Wingdings; line-height: 115%;">Ø<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;">
</span></span></sup><span style="line-height: 115%;">Wikipedia – Selection Ratio (</span><a href="http://en.wikipedia.org/wiki/Selection_ratio"><span style="line-height: 115%;">http://en.wikipedia.org/wiki/Selection_ratio</span></a><span style="line-height: 115%;">) </span><sup><span style="line-height: 115%;">15</span></sup></span></div>
</div>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-49919917555915805822012-06-12T03:30:00.001+06:002012-06-12T03:46:10.764+06:00What is Test? State different types of tests in selection procedure.<br />
<div style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
<span style="font-size: small;"><u><span style="line-height: 150%;">Definition of Test:<span style="text-decoration: none;"> </span></span></u></span></div>
<div style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
<span style="font-size: small;"></span></div>
<div style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
<span style="font-size: small;">Employers often use tests and other
selection procedures to screen applicants for hire and employees for promotion.
</span></div>
<div style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
<span style="font-size: small;">The use of tests and other selection
procedures can be a very effective means of determining which applicants or
employees are most qualified for a particular job. However, use of these tools
can violate the federal anti-discrimination laws if an employer intentionally
uses them to discriminate based on race, color, sex, national origin, religion,
disability, or age (40 or older). Use of tests and other selection procedures
can also violate the federal anti-discrimination laws if they
disproportionately exclude people in a particular group by race, sex, or
another covered basis, unless the employer can justify the test or procedure
under the law.</span></div>
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<u><span style="line-height: 150%;">Types of Employment Tests and Selection
Procedures</span></u></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: 3.0pt; margin-left: 0cm; margin-right: 0cm; margin-top: 3.0pt;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: 3.0pt; margin-left: 0cm; margin-right: 0cm; margin-top: 3.0pt;">
<span style="line-height: 150%;">Examples of employment tests and other selection procedures,
many of which can be administered online, include the following:</span></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm;">
</div>
<ul>
<li><b><span style="line-height: 150%;">Cognitive tests:</span></b><span style="line-height: 150%;"> Cognitive tests assess reasoning, memory, perceptual speed
and accuracy, and skills in arithmetic and reading comprehension, as well as
knowledge of a particular function or job;</span><b><span style="line-height: 150%;"> </span></b></li>
<li><b><span style="line-height: 150%;">Physical ability tests:</span></b><span style="line-height: 150%;"> Physical ability tests measure the physical ability to
perform a particular task or the strength of specific muscle groups, as well as
strength and stamina in general;</span><b><span style="line-height: 150%;"> </span></b></li>
<li><b><span style="line-height: 150%;">Sample job tasks:</span></b><span style="line-height: 150%;"> Sample job tasks such as performance tests, simulations,
work samples, and realistic job previews assess performance and aptitude on
particular tasks;</span><b><span style="line-height: 150%;"> </span></b></li>
<li><b><span style="line-height: 150%;">Medical Tests:</span></b><span style="line-height: 150%;"> Medical inquiries and physical examinations, including
psychological tests, assess physical or mental health;</span><b><span style="line-height: 150%;"> </span></b></li>
<li><b><span style="line-height: 150%;">Personality tests and integrity tests</span></b><span style="line-height: 150%;">: Personality and integrity tests
assess the degree to which a person has certain traits or dispositions such as
dependability, cooperativeness, safety or aim to predict the likelihood that a
person will engage in certain conduct such as theft, absenteeism</span><b><span style="line-height: 150%;"> </span></b></li>
<li><b><span style="line-height: 150%;">Other tests: </span></b><span style="line-height: 150%;">There are some other tests also found such as –</span></li>
</ul>
<ul><ul>
<li><span style="line-height: 150%;">Criminal background checks provide information on arrest
and conviction history;</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">Credit checks provide information on credit and financial
history;</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">Performance appraisals reflect a supervisor’s assessment of
an individual’s performance; and</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">English proficiency tests determine English fluency</span></li>
</ul>
</ul>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: 3.0pt; margin-left: 0cm; margin-right: 0cm; margin-top: 3.0pt;">
<span style="line-height: 150%;">This is not end yet there are lots of other types of tests
also seen but some of them are seen in the academic sectors and some of them
are seen outside professional organizations.</span></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm;">
</div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm;">
</div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm;">
<span style="line-height: 150%;"><br /></span><br />
<span style="line-height: 150%;">You should be looking for the <a href="http://shah9il.blogspot.com/2012/06/find-out-differences-between-test.html" target="_blank"><b>"Differences between Validity test and Reliability test".</b></a></span></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm;">
<span style="line-height: 150%;"></span></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm;">
</div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm;">
<span style="font-size: xx-small;"><span style="line-height: 115%;">Reference:</span></span><span style="font-size: xx-small;"><span style="line-height: 115%;"> Wikipedia – Test (</span><a href="http://en.wikipedia.org/wiki/Test"><span style="line-height: 115%;">http://en.wikipedia.org/wiki/Test</span></a><span style="line-height: 115%;">)</span><sup><span style="line-height: 115%;">12</span></sup></span><span style="line-height: 150%;"><br /></span></div>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-7799351202420141582012-06-12T03:21:00.000+06:002012-06-12T03:45:06.371+06:00Find out the differences between Test Validity and Test Reliability.<br />
<div class="MsoNormal" style="line-height: 150%;">
<u><span style="font-size: 14pt; line-height: 150%;">Test Validity vs. Test
Reliability:</span></u></div>
<div class="MsoNormal" style="line-height: 150%;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: 3.0pt; margin-left: 0cm; margin-right: 0cm; margin-top: 3.0pt;">
<span style="line-height: 150%;">Whenever a test or
other measuring device is used as part of the data collection process, the
validity and reliability of that test is important. Just as we would not use a math test to
assess verbal skills, we would not want to use a measuring device for research
that was not truly measuring what we purport it to measure. After all, we are relying on the results to
show support or a lack of support for our theory and if the data collection
methods are erroneous, the data we analyze will also be erroneous.</span></div>
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<div class="MsoNormal" style="line-height: 150%; margin-bottom: 3.0pt; margin-left: 0cm; margin-right: 0cm; margin-top: 3.0pt;">
<b><span style="line-height: 150%;">Test Validity. </span></b></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: 3.0pt; margin-left: 0cm; margin-right: 0cm; margin-top: 3.0pt;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: 3.0pt; margin-left: 0cm; margin-right: 0cm; margin-top: 3.0pt;">
<span style="line-height: 150%;">Validity refers to the
degree in which our test or other measuring device is truly measuring what we
intended it to measure.</span></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm;">
</div>
<ul>
<li><b><span style="line-height: 150%;">Construct Validity</span></b><span style="line-height: 150%;">:
Construct validity is the term given to a test that measures a construct
accurately and there are different types of construct validity that we should
be concerned with. Three of these,
concurrent validity, content validity, and predictive validity are discussed
below.</span><b><span style="line-height: 150%;"> </span></b></li>
<li><b><span style="line-height: 150%;">Concurrent Validity</span></b><span style="line-height: 150%;">:
Concurrent Validity refers to a measurement device’s ability to vary directly
with a measure of the same construct or indirectly with a measure of an
opposite construct. It allows you to
show that your test is valid by comparing it with an already valid test.</span><b><span style="line-height: 150%;"> </span></b></li>
<li><b><span style="line-height: 150%;">Content Validity</span></b><span style="line-height: 150%;">:
Content validity is concerned with a test’s ability to include or represent all
of the content of a particular construct. There is no easy way to determine
content validity aside from expert opinion.</span><b><span style="line-height: 150%;"> </span></b></li>
<li><b><span style="line-height: 150%;">Predictive Validity</span></b><span style="line-height: 150%;">:
In order for a test to be a valid screening device for some future behavior, it
must have predictive validity. The GMAT is used to predict success in business
school. The main concern with these and many other predictive measures is
predictive validity because without it, they would be worthless. </span></li>
</ul>
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<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: 3.0pt; margin-left: 0cm; margin-right: 0cm; margin-top: 3.0pt;">
<b><span style="line-height: 150%;">Test Reliability</span></b><span style="line-height: 150%;">.</span></div>
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<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: 3.0pt; margin-left: 0cm; margin-right: 0cm; margin-top: 3.0pt;">
<span style="line-height: 150%;">Reliability is
synonymous with the consistency of a test, survey, observation, or other
measuring device. Based on the
inconsistency of this scale, any research relying on it would certainly be
unreliable. </span></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: 3.0pt; margin-left: 0cm; margin-right: 0cm; margin-top: 3.0pt;">
<span style="line-height: 150%;">A reliability
coefficient is often the statistic of choice in determining the reliability of
a test. This coefficient merely
represents a correlation, which measures the intensity and direction of a
relationship between two or more variables.</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: 3.0pt; margin-left: 0cm; margin-right: 0cm; margin-top: 3.0pt;">
<br /></div>
<ul>
<li><b><span style="line-height: 150%;">Test-Retest
Reliability</span></b><span style="line-height: 150%;">: Test-Retest reliability refers to the
test’s consistency among different administrations. To determine the coefficient for this type of
reliability, the same test is given to a group of subjects on at least two
separate occasions. If the test is
reliable, the scores that each student receives on the first administration
should be similar to the scores on the second.
We would expect the relationship between the first and second
administration to be a high positive correlation.</span><b><span style="line-height: 150%;"> </span></b></li>
<li><b><span style="line-height: 150%;">Parallel Forms
Reliability</span></b><span style="line-height: 150%;">: One way to assure that memory effects
do not occur is to use a different pre- and posttest. In order for these two tests to be used in
this manner, however, they must be parallel or equal in what they measure. To determine parallel forms reliability, a
reliability coefficient is calculated on the scores of the two measures taken
by the same group of subjects. Once
again, we would expect a high and positive correlation is we are to say the two
forms are parallel.</span><b><span style="line-height: 150%;"> </span></b></li>
<li><b><span style="line-height: 150%;">Inter-Rater
Reliability</span></b><span style="line-height: 150%;">: Whenever observations of behavior are
used as data in research, we want to assure that these observations are
reliable. One way to determine this is to have two or more observers rate the
same subjects and then correlate their observations.</span></li>
</ul>
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</div>
<div class="MsoNormal" style="line-height: 150%; margin-bottom: 3.0pt; margin-left: 0cm; margin-right: 0cm; margin-top: 3.0pt;">
Therefore we can now easily differentiate
between these two terms “Test Validity” and “Test Reliability”.</div>
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<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm;">
Check out <a href="http://shah9il.blogspot.com/2012/06/what-is-reliability-test-what-are.html" target="_blank"><b>"Reliability of tests with their sources"</b></a>.<br />
<br /></div>
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</div>
<div class="MsoNormal">
<span style="font-size: xx-small;"><span style="line-height: 115%;">Reference:</span></span></div>
<div class="MsoListParagraph" style="margin-left: 18pt; text-indent: -18pt;">
<span style="font-size: xx-small;"><span style="font-family: Wingdings; line-height: 115%;">Ø<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="line-height: 115%;">All Psych
Online (</span><a href="http://allpsych.com/researchmethods/validityreliability.html"><span style="line-height: 115%;">http://allpsych.com/researchmethods/validityreliability.html</span></a><span style="line-height: 115%;">)</span><sup><span style="line-height: 115%;">11</span></sup><span style="line-height: 115%;"> </span></span></div>
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<br /></div>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-1764385259608794992012-06-12T03:12:00.000+06:002012-06-12T03:43:59.503+06:00What is Reliability Test? What are the sources of reliability test availalbe?<div style="text-align: justify;">
</div>
<div class="MsoNormal" style="text-align: justify;">
<u><span style="font-size: 14pt; line-height: 115%;">Reliability of test:</span></u></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
<span style="line-height: 150%;">Reliability is
synonymous with the consistency of a test, survey, observation, or other
measuring device. Based on the
inconsistency of this scale, any research relying on it would certainly be
unreliable. </span></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
<span style="line-height: 150%;">A reliability
coefficient is often the statistic of choice in determining the reliability of
a test. This coefficient merely
represents a correlation, which measures the intensity and direction of a
relationship between two or more variables.</span></div>
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<u><span style="font-size: 14pt; line-height: 115%;">Sources of reliability:</span></u></div>
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<br /></div>
<div class="MsoNormal" style="text-align: justify;">
There are some sources of reliability that can be found. We
have enlisted some of them numerically as follows – </div>
<ul style="text-align: justify;">
<li><b style="mso-bidi-font-weight: normal;">Publication</b></li>
</ul>
<ul style="text-align: justify;"><ul>
<li>Date - is the information current, or does it need to be
current?</li>
<li>Reputation of publication - is the source well known and
reputable?</li>
<li>Kind of publication - is it a scientific report, eye-witness account, a work of fiction?</li>
</ul>
</ul>
<ul style="text-align: justify;">
<li><b style="mso-bidi-font-weight: normal;">Author or Speaker</b></li>
</ul>
<ul style="text-align: justify;"><ul>
<li>Qualifications - is he an expert in his field?</li>
<li>Bias - is he one-sided in his point-of-view? </li>
<li>Values - what does
the author value in regards to the topic?</li>
<li>Chance for personal gain - does the author stand to benefit
from his position?</li>
</ul>
</ul>
<ul style="text-align: justify;">
<li><b style="mso-bidi-font-weight: normal;">Consistency of
Information</b></li>
</ul>
<ul style="text-align: justify;"><ul>
<li>Confirmation or corroboration - can anyone else make the
same claims? </li>
</ul>
</ul>
<ul style="text-align: justify;">
<li><b style="mso-bidi-font-weight: normal;">Means of Obtaining
the Information</b></li>
</ul>
<ul style="text-align: justify;"><ul>
<li>Witness or researcher - was the author or speaker a
first-hand witness to the information or did he gather it from some other
source?</li>
<li>Equipment - what kind of equipment was used to record
information? </li>
</ul>
</ul>
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<br /></div>
<div class="MsoNormal" style="text-align: justify;">
So we can now easily find out the sources of reliability
test and the definition of reliability test as well.</div>
<div class="MsoNormal" style="text-align: justify;">
<br />
You should be looking for the <a href="http://shah9il.blogspot.com/2012/06/what-is-validity-test-what-are-steps.html" target="_blank"><b>"Validity Test and its steps"</b></a>.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
</div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: xx-small;"><span style="line-height: 115%;">Reference: </span></span></div>
<div class="MsoListParagraph" style="margin-left: 18pt; text-align: justify; text-indent: -18pt;">
<span style="font-size: xx-small;"><span style="font-family: Wingdings; line-height: 115%;">Ø<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="line-height: 115%;">Kyrene.org (</span><a href="http://www.kyrene.org/schools/brisas/sunda/webquest/evaluating_reliability.htm"><span style="line-height: 115%;">http://www.kyrene.org/schools/brisas/sunda/webquest/evaluating_reliability.htm</span></a><span style="line-height: 115%;">)</span><sup><span style="line-height: 115%;">10</span></sup><span style="line-height: 115%;"></span></span></div>
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<br /></div>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-20456763860938583572012-06-12T03:05:00.000+06:002012-06-12T03:42:37.481+06:00What is Validity Test? What are the steps involved in Validity Test?<div style="text-align: justify;">
</div>
<div class="MsoNormal" style="text-align: justify;">
<u><span style="font-size: 14pt; line-height: 115%;">Validity test:</span></u></div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Test validity concerns the test and assessment procedures
used in psychological and educational testing, and the extent to which these
measure what they purport to measure. “Validity refers to the degree to which
evidence and theory support the interpretations of test scores entailed by
proposed uses of tests.”Although classical models divided the concept into
various "validities," such as content validity, criterion validity,
and construct validity, the modern view is that validity is a single unitary
construct. </div>
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<div class="MsoNormal" style="text-align: justify;">
<u><span style="font-size: 14pt; line-height: 115%;">Steps involved in test validity:</span></u> </div>
<ul style="text-align: justify;">
<li>Assess the face validity of the test, the simplest type.
This (according to the Colorado State site) simply means that the items appear
"on their face" to measure reading comprehension. Face validity is a
casual concept, and is really a preliminary step.</li>
<li>Assess the content validity of the test. Per Carmines and
Zeller, content validity "is based on the extent to which a measurement
reflects the specific intended domain of content." Per statistics.com,
this is much like a more formal version of face validity. You can assess it by
giving the items to experts in reading comprehension and asking those experts
to respond. You should be careful to inform the experts about the details of
the intended population.</li>
<li>Assess the criterion-related validity of the test. Per the
Colorado State site, this involves comparing it with an established measure of
reading comprehension. Given the scores on the two tests, you should calculate
the correlation coefficient using statistical software. Although a higher
correlation is better, there is no general agreement on how high is a minimal
standard.</li>
<li>Assess the discriminate and convergent validity of the test.
These two, together, make up construct validity. Convergent validity means that
the test will relate strongly to constructs that are related to the test, while
discriminate validity means that it relates less well to constructs that are
not related to the test. A test of reading comprehension ought to relate more
strongly to grades in English class than to grades in gym.</li>
</ul>
<div class="MsoNormal" style="text-align: justify;">
<u><span style="text-decoration: none;"></span></u></div>
<div class="MsoNormal" style="text-align: justify;">
So we can now understand the term “Validity test” and the
steps required to perform a validity test.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
Check this out! May be the <a href="http://shah9il.blogspot.com/2012/06/what-are-two-objectives-of-selection.html" target="_blank"><b>"Objectives of Selection and reason behind their conflict"</b></a> would be helpful for your preparation.</div>
<div class="MsoNormal" style="text-align: justify;">
<br /></div>
<div class="MsoNormal" style="text-align: justify;">
</div>
<div class="MsoNormal">
<span style="font-size: xx-small;"><span style="line-height: 115%;">Reference: </span></span></div>
<div class="MsoListParagraphCxSpFirst" style="margin-left: 18pt; text-indent: -18pt;">
<span style="font-size: xx-small;"><span style="font-family: Wingdings; line-height: 115%;">Ø<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="line-height: 115%;">Wikipedia.org
– Test validity (</span><a href="http://en.wikipedia.org/wiki/Test_validity"><span style="line-height: 115%;">http://en.wikipedia.org/wiki/Test_validity</span></a><span style="line-height: 115%;">) </span><sup><span style="line-height: 115%;">8</span></sup><span style="line-height: 115%;"></span></span></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: 18.0pt; mso-add-space: auto; mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<span style="font-size: xx-small;"><span style="font-family: Wingdings; line-height: 115%;">Ø<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="line-height: 115%;">eHow.com –
Steps (</span><a href="http://www.ehow.com/how_6584369_validate-new-reading-comprehension-test.html"><span style="line-height: 115%;">http://www.ehow.com/how_6584369_validate-new-reading-comprehension-test.html</span></a><span style="line-height: 115%;">)</span><sup><span style="line-height: 115%;">9</span></sup></span><span style="font-size: 8pt; line-height: 115%;"></span></div>
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<br /></div>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-13169082048559181792012-06-12T02:58:00.000+06:002012-06-12T03:41:03.238+06:00What are the two objectives of Selection? State the reasons behind conflict in them.<div style="text-align: justify;">
</div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: small;"><u><span style="line-height: 115%;">Two
objectives of selection</span></u><b><span style="line-height: 115%;"> </span></b></span></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
<span style="font-size: small;"><span style="line-height: 150%;"></span></span></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
As selection of proper candidates for any organization is very much important for the organization’s success, therefore every selection
program should have its objectives. Actually the selection programs should have
two objectives. The objectives are as follows –<br />
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</div>
<ol style="text-align: justify;">
<li><span style="font-size: small;"><span style="line-height: 150%;">Maximizing the probability of making accurate selection
decisions about applicants, and</span></span></li>
<li><span style="font-size: small;"><span style="line-height: 150%;">Ensuring that these selection decisions are
carried out in such a manner as to minimize the chance of a judgment of
discrimination being made against the organization.</span></span></li>
</ol>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
<span style="font-size: small;"><u><span style="line-height: 150%;">Reason behind the conflict</span></u></span></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
<span style="font-size: small;"><span style="line-height: 150%;">These two objectives are not mutually exclusive objectives
and overlap considerably in necessary procedures and data. However, it is also
true that there are examples of apparent conflict between these two objectives,
which we will discuss in appropriate parts of the book. One example is affirmative
action programs that, to many, seem to provide an advantage to minorities by
specifying numerical goals for selecting among demographic groups. Another is
the use of certain paper-pencil tests that, while valid, almost always produce
lower average scores for minority applicants than for nonminority applicants.
Seemingly, these scores differences provide advantage to nonminority
applicants.</span></span></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
<span style="font-size: small;"><span style="line-height: 150%;">The major background issues that lead to the first objective
of selection which is <i>making accurate selection decisions</i>. Also the
second objective can be discussed as follows –</span></span></div>
<ul style="text-align: justify;">
<li><span style="line-height: 150%;">The basic principles of federal regulation of HR activities,</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">An overview of the specific laws and executive orders
appropriate to selection,</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">The types of evidence used in deciding when discrimination
has occurred,</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">The types and characteristics of affirmative action
programs,</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">Major court cases in selection,</span><span style="line-height: 150%;"> </span></li>
<li><span style="line-height: 150%;">The most important legal issues to consider in developing
and implementing a selection program.</span></li>
</ul>
<div style="text-align: justify;">
</div>
<div style="text-align: justify;">
</div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
Check out the <a href="http://shah9il.blogspot.com/2012/06/find-out-relationship-among-selection.html" target="_blank"><b>"Relationship among Selection, Recruitment and Job Analysis"</b></a>.<br />
<br />
<span style="font-size: xx-small;"><span style="line-height: 150%;">Reference:</span><span style="font-family: "Times New Roman","serif"; line-height: 115%;"> Human Resource Selection, by R. Gatewood, Hubert
S. Feild, & M. Barrick (</span><span style="font-family: "Times New Roman","serif"; line-height: 115%;"><a href="http://goo.gl/iB3Un"><span style="line-height: 115%;">http://goo.gl/iB3Un</span></a></span>)</span></div>
<div style="text-align: justify;">
<span style="font-family: "Times New Roman","serif"; font-size: 8pt; line-height: 115%;"></span></div>
<div style="text-align: justify;">
</div>
</div>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com0tag:blogger.com,1999:blog-448089881299966100.post-73519582447420861982012-06-11T20:03:00.000+06:002012-06-12T03:39:28.712+06:00Find out the relationship among selection, recruitment and job analysis.<div class="MsoNormal" style="text-align: justify;">
<u><span style="font-size: 14pt; line-height: 115%;">Relationship among selection, recruiting and job analysis</span></u><span style="font-size: 14pt; line-height: 115%;"> </span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: 14pt; line-height: 115%;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
</div>
<div class="MsoNormal" style="line-height: 150%; margin: 3pt 0cm; text-align: justify;">
In the human resource planning discussion we
can see that HR planning process determines the specific number of posts to be
filled. We can also see that job analysis forms part and parcel of the HR
planning process. Job analysis gives one a clear understanding of the nature
and requirements of the post to be filled. This means that, before any
advertising campaign can be put into operation, one has to make sure that the
posts are properly analyzed to ensure that recruitment attempts are
non-discriminatory and that recruiting takes place in line with the inherent
requirements of the relevant post. Completion of the HR planning process and
job analysis processes provide an overall impression of the post. In other
words, one now has the job profile at one’s disposal. This job profile
describes the post in terms of the task requirements and the requirement for
the person filling the post. When you have this broader picture of the post,
the recruitment process can begin.<br />
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Most people would agree that the processes of
recruitment and selection are closely linked with each other. Therefore, they
both form part of the hiring process. It is true that both these HR activities
are directed towards obtaining suitably qualified public sector employees.
However, the focus of the recruitment process is more one laying the groundwork
for the selection process. In other words, the recruitment process provides the
pool of applicants from whom the selectors may choose. Although the two
activates are closely related, each requires a separate range of knowledge,
skills, competencies and expertise. In addition, each activity may in practice
be executed by different staff members. Hence, each activity is discussed can
be found in different chapters of the Human Resource Management.<br />
<br />
If you are looking for this also<b> <a href="http://shah9il.blogspot.com/2012/06/find-differences-between-recruitment.html" target="_blank">"Differencds between Recruitment and Selection"</a></b> </div>
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<span style="font-size: xx-small;"><span style="line-height: 115%;">Reference:</span></span></div>
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<span style="font-size: xx-small;"><span style="font-family: Wingdings; line-height: 115%;">Ø<span style="-moz-font-feature-settings: normal; -moz-font-language-override: normal; font-family: "Times New Roman"; font-size-adjust: none; font-stretch: normal; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span></span><span style="line-height: 115%;">South African Human Resource
Management for the Public sector by Barney Erasmus, Ben Swanepoel, E. van der
Westhuizen, Heinz Schenk, J.S. Wessels (</span><a href="http://goo.gl/Johp8"><span style="line-height: 115%;">http://goo.gl/Johp8</span></a><span style="line-height: 115%;">)</span><sup><span style="line-height: 115%;">6</span></sup></span><span style="font-size: 8pt; line-height: 115%;"></span></div>
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<u><span style="font-size: 14pt; line-height: 115%;"></span></u></div>Shah9ilhttp://www.blogger.com/profile/02110638291706533862noreply@blogger.com6