$8$:$26$

$3760$ HRM decision making assi...

Exercise $2$:

Selection

Since you found issues in some of the human resource practices at Stewart Incorporated, you

wisely decide that you better return to and evaluate the cognitive ability and interview selection methods $($discussed above for the Exercise $1$ questions$).$ You think that it is necessary to review whether or not these selection procedures are valid. Originally when the selection system was put into place, a concurrent validity study was done for each selection device using incumbents $($current employees$).$ However, over the past few years, the job description for entry$-$level salespersons has changed dramatically. As such, you feel it is necessary to reestablish the validity of both the cognitive ability test and the interview. Furthermore, if the organization's selection procedures were shown to have adverse impact, it would be important to demonstrate the reliability and validity of the procedure as evidence in favor of the organization's selection procedures.

Be complete when answering the following questions: Always remember to include answers to all parts of the questions

Exercise $2$ Questions:

Based on what you know about selection and employment testing and measurement from class and the textbook, do you think that the organization is using an adequate selection procedure for entry$-$level salespersons? Why or why not?

Whether or not you believe that the selection procedure being using is adequate, how could the system be improved? Drawing from lecture or textbook material, state at least three aspects that can be improved.

What role does job analysis play in deciding upon which selection devices will be used for a particular position? What role does job analysis play in validating selection devices?

Exercise $3$:

Performance Management

YIKES! You are really busy in your job, but you just got an important request from the organization's President to conduct