Setting human resource objectives common mistakes

Common mistakes

• HR objectives and approaches Psychology mistake 1

  Writing AO1 description but calling it evaluation. This can weaken answers for: Explain the value of human resource objectives including engagement, talent development, training, diversity, values alignment and employee numbers, skills and location..

  Fix itAdd AO3 by explaining why evidence, validity, reliability, bias or methodology strengthens or limits the claim, because evaluation must show the effect on the conclusion. Apply this directly to HR objectives and approaches.

• HR objectives and approaches Psychology mistake 2

  Naming a study without explaining what the evidence shows. This can weaken answers for: Explain the value of human resource objectives including engagement, talent development, training, diversity, values alignment and employee numbers, skills and location..

  Fix itUse the study detail to support or challenge the psychological explanation, then state the implication so the evidence is not just name-dropped. Apply this directly to HR objectives and approaches.

• HR objectives and approaches Psychology mistake 3

  Treating correlation as if it proves cause and effect. This can weaken answers for: Explain the value of human resource objectives including engagement, talent development, training, diversity, values alignment and employee numbers, skills and location..

  Fix itState that correlation shows a relationship and use experiment, control or validity language before making causal claims, because method affects what can be concluded. Apply this directly to HR objectives and approaches.

• HR objectives and approaches Psychology mistake 1

  Writing AO1 description but calling it evaluation. This can weaken answers for: Compare soft and hard HRM approaches for achieving human resource objectives..

  Fix itAdd AO3 by explaining why evidence, validity, reliability, bias or methodology strengthens or limits the claim, because evaluation must show the effect on the conclusion. Apply this directly to HR objectives and approaches.

• HR objectives and approaches Psychology mistake 2

  Naming a study without explaining what the evidence shows. This can weaken answers for: Compare soft and hard HRM approaches for achieving human resource objectives..

  Fix itUse the study detail to support or challenge the psychological explanation, then state the implication so the evidence is not just name-dropped. Apply this directly to HR objectives and approaches.

• HR objectives and approaches Psychology mistake 3

  Treating correlation as if it proves cause and effect. This can weaken answers for: Compare soft and hard HRM approaches for achieving human resource objectives..

  Fix itState that correlation shows a relationship and use experiment, control or validity language before making causal claims, because method affects what can be concluded. Apply this directly to HR objectives and approaches.