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Strategic Staffing 3rd Edition Jean M Phillips, Stan M Gully - Solutions
Explain why standardization and objectivity are important in measurement.
What types of measures of job candidates are most likely to be high in terms of their reliability and validity? Does this make them more useful? Why or why not?
How would you explain to your supervisor that the correlation between interview scores and new hire quality is low and persuade him or her to consider a new job applicant evaluation method?
What correlation would you need to see before you were willing to use an expensive assessment test?
When would it be acceptable to use a measure that predicts job success but that has adverse impact?
What do staffing professionals need to know about measurement?
Strategy Exercise: Teddy bear maker Fuzzy Hugs pursues a high-quality, low-cost strategy and can’t afford to hire underperforming manufacturing employees given its lean staffing model. Fuzzy Hugs has identified an assessment system that has high validity and predicts job success well but that is
Develop Your Skills Exercise: This chapter’s Develop Your Skills feature gave you some tips on assessing job candidates. Based on what you read in this chapter, what are three additional tips that you would add to the list?(Additional exercises are available at the end of this chapter’s
Opening Vignette Exercise: The opening vignette described how Xerox developed an assessment system to improve the performance and retention of its call center workers. Reread the vignette and answer the following questions:a. What other assessments do you think could be considered for the job given
What kind of relationship exists between employees’ scores on the manual dexterity test and their performance ratings?You just became the head of staffing for BabyBots, a manufacturer of small robots. You were surprised to learn that the company had never validated the manual dexterity test it
Suppose a candidate scored 44 on the manual dexterity test. The regression equation predicting job performance using the manual dexterity test is 32.465 + 11.234 * Manual dexterity test score2 What is the candidate’s predicted job performance?You just became the head of staffing for BabyBots, a
Assume that only candidates with predicted performance above 85 are to be hired. This translates to a score of at least 43 on the manual dexterity test. Assume only those with scores above 43 were hired (20 of the 30 people in this sample). Would the use of this test have led to evidence of adverse
Given the validity results you found, would you recommend use of this test as a selection device? If so, how would you use it?You just became the head of staffing for BabyBots, a manufacturer of small robots. You were surprised to learn that the company had never validated the manual dexterity test
Make sure the Analysis ToolPak is installed (other versions of Excel will require slightly different instructions).This is a Microsoft Office Excel add-in that adds custom commands or custom features to Microsoft Office.a. Open a new spreadsheet, then click the “File” tab in the upper left
Click “Data,” then go to the “Analysis” box and click“Data Analysis.”a. Scroll down and click on “Regression” then “OK.”b. Click on “Input Y Range” and type in the range for the outcome for Y or highlight it using your mouse, including the label for the column (e.g., K1:K49,
Use the Regression function in the Data Analysis option to predict job performance using the two interview scores.What did you find and what would you recommend?
Use the correlation function to correlate ability with job performance. Correct this correlation for range restriction, assuming the unrestricted population has a standard deviation of 15 for ability.
Use the Regression function in the Data Analysis option to predict job performance using the average conscientiousness measure you created, cognitive ability, and interview scores from the hiring and HR managers. Look at the p value for each predictor. Any value less than .05 is significant.What do
Write out the multiple regression equation from your results including all variables. What is the predicted score for someone with scores of 6, 120, 5, and 7 for average conscientiousness, cognitive ability, hiring manager interview score, and HR manager interview score, respectively?
What do you conclude overall about the validity of the current system? Write a short paragraph. Rerun the regression analysis dropping variables if you deem it appropriate to do so. Write out the final multiple regression equation you would recommend using.
Look at the Applicant Data in the Applicant tab of the Excel spreadsheet. Use Excel and your multiple regression equation to compute predicted scores on all of the applicants. Assume you wanted to hire only the top 50 percent of these applicants based on their predicted performance.Evaluate the
Given the validity and adverse impact analysis results you found, what would you recommend? Is there adverse impact? Is this a legally defensible staffing system? Do the assessments have reliability and validity?
Identify different external assessment goals.
Describe what is meant by an assessment plan.
Describe different assessment methods and how each is best used.
Discuss how to evaluate external assessment methods.
Identify ways to reduce the adverse impact of an assessment method.
Create a list of important characteristics discussed previously.Remember, in 1940, there were no computers, video phones, or satellites. Spies needed to do things like access locked buildings, identify possible informants, and persuade them to provide useful information about enemy actions.In the
Determine the three most important qualities that an applicant must possess.In the time allowed, identify the important characteristics (aptitudes, competencies, and so forth) a person needs to be a spy and develop three tests and simulations that will help you identify successful spies. The
Develop procedures to test for each of those characteristics during the three-day procedure at Station S.In the time allowed, identify the important characteristics (aptitudes, competencies, and so forth) a person needs to be a spy and develop three tests and simulations that will help you identify
Describe how you will evaluate the effectiveness of your selection system.In the time allowed, identify the important characteristics (aptitudes, competencies, and so forth) a person needs to be a spy and develop three tests and simulations that will help you identify successful spies. The
You have been given limited job information, no job description, KSAOs, competencies, or performance criteria related to the position.It is 1940, and you are a selection specialist assigned to the Office of Strategic Services (OSS). Your assignment is to work as a team with three to four other
Since the advertisements for the job must be vague to maintain secrecy, they will attract undesirable candidates, including people who are chronically bored, pathologically adventuresome, neurotically attracted to danger, and so forth. Therefore, you will need to include a process to weed out such
You have no time to validate your assessment methods—they need to be implemented immediately.It is 1940, and you are a selection specialist assigned to the Office of Strategic Services (OSS). Your assignment is to work as a team with three to four other classmates to develop a selection system to
Discuss the different kinds of roles in which an assessment of a person–group fit would be considered very important.
Discuss the advantages and disadvantages of both structured and unstructured interviews. Which would you prefer to use? Why?
What criteria would you consider before finalizing an assessment method to select prospective candidates? Discuss with the help of an example.
What do you feel are the least effective external assessment methods? Why?
Do you think that it is appropriate for employers to research applicants’ backgrounds? What about credit histories? Substantiate your answer.
Strategy Exercise: There are many consulting firms that specialize in candidate assessment and selection.Johnson & Johnson (J&J) is the world’s most comprehensive and broadly based manufacturer of health care products. J&J pursues a business strategy of serving the consumer, pharmaceutical, and
Develop Your Skills Exercise: This chapter’s Develop Your Skills feature gave you some tips for writing an online résumé. Using this information, write your own résumé that could be posted online.Exchange résumés with two classmates and give each other feedback on how to improve each
Develop Your Skills Exercise: Watch the video on this book’s companion Web site on how NOT to conduct an interview. Then identify at least five things the interviewer does wrong or should do differently, and explain why your suggestion is appropriate.
Develop Your Skills Exercise: Develop a scoring key for each structured interview question below and create a formula to combine the scores into an overall structured interview score for a retail sales position at a high-end retailer focused on customer service.a. A disgruntled customer is
Inappropriate Interview Questions Exercise: An interview question is not in itself illegal, but how the interviewer uses the answer can be. The goal of an interview is typically to obtain important information about the candidate while reinforcing the organization’s employer brand and maintaining
Opening Vignette Exercise: To execute its innovation strategy, Facebook seeks technical talent with strong skills, previous accomplishments, and both curiosity and motivation. A good fit with the company’s culture, good understanding of online social media, and the ability to work well with
Identify the goals of internal assessment.
Discuss how internal assessment can enhance a firm’s strategic capabilities.
Describe different internal assessment methods.
Discuss the importance of integrating succession management and career development.
Describe two models of internal assessment.
How is internal assessment useful for more than just evaluating employees for other positions in the company?
How can a mentoring relationship benefit both the mentor and the protégé?
Using the nine box matrix, an employee doing a good job might actually be rated lower than a mediocre employee who has been working in a developmental stretch assignment. Do you feel that this is fair? Why or why not?
Given how important succession management programs are, how can companies persuade their managers to support and commit to their succession management activities?
Discuss whether an employer has greater responsibility towards career planning than an employee does.
Strategy Exercise: Working in groups of three to five students, read the following vignette and develop some suggestions for the company based on the material you read in this chapter. Be prepared to share your ideas with the class.Twisted is a small company with big dreams. The shopping
Develop Your Skills Exercise: This chapter’s Develop Your Skills feature describes how to create a career development plan. It is never too soon to identify your short- and long-term career goals and analyze what skills, experiences, and other things you need to do to obtain your goals. Your
Opening Vignette Exercise: In this chapter’s opening vignette, you learned how Fluor combines succession management and career development to ensure a solid talent pipeline of project managers and senior executives. Working in a group of three to five students, reread the vignette. Be prepared to
Do you think that GE’s approach to succession management would work for all organizations? Why or why not?General Electric (GE) is widely recognized for its leadership talent and its succession management system. One of the best examples of succession management is how GE’s former CEO Jack
What are some possible disadvantages of moving people to new jobs every two to three years?General Electric (GE) is widely recognized for its leadership talent and its succession management system. One of the best examples of succession management is how GE’s former CEO Jack Welch shaped and
Why does GE’s succession management approach work so well?General Electric (GE) is widely recognized for its leadership talent and its succession management system. One of the best examples of succession management is how GE’s former CEO Jack Welch shaped and elevated the company’s
Describe different ways of combining candidates’ scores on different assessment methods to calculate an overall score.
Describe three different ways of making a final choice of whom to hire.
Discuss the factors that influence the content of a company’s job offer.
Describe the four different job offer strategies.
Describe different types of fairness and explain why candidates’ perceptions of fairness are important to staffing.
Which approach to combining candidates’ assessment scores would you favor for choosing candidates? Why?
Is it ethical for some new hires to receive different levels of pay and benefits than other new hires? Why or why not?
Why is it important for you to not become complacent after completing a great assessment process and selecting the right number of candidates?
What efforts can you take to avoid the negative effects that giving a high job offer to a new candidate would have on current employees?
Describe some ways in which senior candidates can be wooed into accepting a job offer?
Strategy Exercise: Imagine that you are the manager of a McDonald’s restaurant. You are pursuing a low-cost, high-quality service strategy. You believe that the assistant manager you hire is critical to executing your strategy because the person will have a great deal of contact with both your
Develop Your Skills Exercise: This chapter’s Develop Your Skills feature provided several tips on negotiating a job offer. In this exercise, you and a partner will use these tips to role-play a job offer negotiation. When you have finished, switch roles and negotiating partners so that you each
Opening Vignette Exercise: In this chapter’s opening vignette, you learned how MarineMax tries to tailor its job offers to specific candidates.Working in a group of three to five students, reread the vignette and be prepared to share with the class your answers to the following questions:a. Do
What are the advantages and disadvantages of the FBI using a multiple hurdles approach to select special agents?The FBI is one of the six bureaus of the U.S. Department of Justice and the primary criminal investigative agency of the federal government. The special agents who work for the FBI
Would such a lengthy selection process appeal to you or turn you off to working at the FBI?The FBI is one of the six bureaus of the U.S. Department of Justice and the primary criminal investigative agency of the federal government. The special agents who work for the FBI investigate people and
What might the FBI do to increase the chances that the applicants it wants to hire accept the job offers extended to them?The FBI is one of the six bureaus of the U.S. Department of Justice and the primary criminal investigative agency of the federal government. The special agents who work for the
Discuss ways to make socialization more effective.
Describe the six different types of turnover.
Discuss employee retention strategies.
Discuss various ways of downsizing a company’s workforce.
Describe how to effectively terminate an employee.
Orientation and socialization work together to acclimate new hires to an organization.
The socialization process can be improved by socializing new employees as a group, using formal activities and materials in a predetermined order within a specified time frame, giving new employees access to role models or mentors, and providing them with social support.
The six different types of turnover are voluntary, involuntary, avoidable, unavoidable, functional, and dysfunctional. Voluntary turnover is when the separation occurs when an employee chooses to leave the firm of his or her own accord. Involuntary turnover is when the separation is due to the
A firm’s employee retention strategies can range from increasing employees’ pay and benefits, challenging them on the job, developing better managers to supervise them, offering the employees work flexibility, creating accountability among managers for retaining valued talent, and locating the
Reducing a firm’s headcount so as to trim the company’s labor costs can be accomplished via downsizing, layoffs, attrition and hiring freezes, by offering employees early retirement and buyout incentives or leaves without pay, creating flexible work arrangements for them, redeploying employees,
Discharging an employee requires clearly communicating the message that the person’s employment is being terminated and attempting to lessen the person’s desire to pursue any legal action against the company. Asking the employee to sign a severance agreement that includes a release is one
Supervisors need to be able to spot the warning indicators for employee violence, including anger, depression, paranoia, withdrawal or isolation, and drug or alcohol abuse, on the part of employees.Many companies now conduct training to help supervisors recognize these signs.
What do the terms ‘orientation,’ ‘training,’ and ‘socialization’mean to you? Give examples of companies that have used these processes successfully to help employees adjust.
How do you think technology can be used best to socialize new employees and get them productive as quickly as possible?When would using technology not be a good way to socialize employees?
Should an individual’s lack of mobility be a reason for disqualifying his candidature? Discuss how employees can ultimately be persuaded to relocate.
What downsizing targeting methods do you feel are the most effective? Which are the least effective, and why?
Comment on the following statement—both employee satisfaction surveys and exit interviews can help employers devise strategies for preventing a turnover.
Strategy Exercise: Mortgage originator California-based IndyMac Bank focused on building customer relationships and pursued a growth strategy.141 The overall turnover rates at the Pasadena, California, office were 500 to 10 percentage points above industry benchmarks, ranging from over 40 percent
Develop Your Skills Exercise: This chapter’s Develop Your Skills feature presented you with some tips on how to terminate an employee. Identify a partner and choose who will be the first to be terminated. Imagine that the person being terminated has been a front desk manager for Sunrise Hotel for
Opening Vignette Exercise: This chapter’s opening vignette illustrated how Hilton socializes its new call center reservations and customer care employees. Reread the vignette, and answer the following questions:a. What are the strengths of Hilton’s socialization program and why?b. Do you think
Describe the key problems with the tuition-aid program.During the past 14 years, Garden Gate Inc. has grown from a small local garden supply company into a diversified corporation with stores in 36 states and net sales of almost $1.4 billion. The company currently employs 26,500 people and has been
Does the information in the table indicate any special problems or issues? What do you suggest Garden Gate do about them?During the past 14 years, Garden Gate Inc. has grown from a small local garden supply company into a diversified corporation with stores in 36 states and net sales of almost$1.4
Should Garden Gate discontinue its tuition-aid program?During the past 14 years, Garden Gate Inc. has grown from a small local garden supply company into a diversified corporation with stores in 36 states and net sales of almost $1.4 billion. The company currently employs 26,500 people and has been
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