At least 25 references are required for. Not more than 50% of the sources counted for grading will be from the Internet. (This does not include items from electronic databases and full-text articles.)
• To improve intellectual rigor, students are encouraged to use a variety of sources, including journals, magazines, books, etc. for this assignment.
• Emphasis must be placed on current topics that directly affect the human resource management employee benefits and services arena, so several of the references used should be dated within the last 18 months. (At least 10 of the sources are to be no more than two years old.)
• At least one identified reference must provide the legal and/or theoretical framework to support key points made in the body of the research and presentation.
• The course text, if appropriately cited, will be counted in the number of references for credit.
• Not more than two MS, HRM program textbooks will be counted in the total number of references for credit.
NOTE #2: In addition to usual requirements for academic grammar and format, including use of the American Psychological Association Publication Manual (5th or 6th ed.), students will use appropriate terminology and syntax to produce work rivaling professional quality.
F. Library Services: Information literacy focuses on research skills that prepare individuals to live and work in an information-centered society. Librarians will work with students in the development of critical reasoning, ethical use of information, and the appropriate use of secondary research techniques including: exploring information resources such as library collections and services, identifying sources, such as subject databases and scholarly journals, executing effective search strategies, retrieving, recording, and citing relevant results correctly, and interpreting search results and deciding whether to expand the search. Library Resources are outlined and accessed through the web page: http://www.tarleton.edu/
Annotated Bibliography
Miller, J. L., Rosse, J. G., & Strecher, M. D. (1994). A field study of job applicants’ reactions to personality and cognitive ability testing. Journal of Applied Psychology, 79(2), 987-991.
This article presents the results of a study of 80 job applicants’ reactions to personality and cognitive ability testing. The potentially adverse perceptions of personality tests by applicants and their effects on the validity of the test results are discussed. The study results conclude that reception of personality tests will be improved when the tests are used in conjunction with ability tests.
O’Meara, D. P. (1994, January). Personality tests raise questions of legality and effectiveness. HRMagazine, 39, 97-100.
Although personality tests have a role in employment decisions, questions of legality and effectiveness must be carefully considered. Tests are open to challenges of disparate treatment and disparate impact, as well as personality traits. Suggestions are provided to guide employers in test selection. The bottom line is that tests must be job-related……………………………………………………………………………………………………………….
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