ABC Inc. has compiled selection data for successful job applicants including their scores on personality tests, their performance on different assessment center competency tests, and their aptitude test scores. There is also additional information about their induction and onboarding to the company. In addition to selection test scores, the file also contains information about their performance rating 1 year after joining the company. Detailed description of the variables included in this data set can be found on page 311 of the Edwards and Edwards textbook. Please note that the data in this file are different from the data in the textbook example. The CEO of the company wants to understand the effectiveness of the company's selection process. Specifically, she asked the VP HR to analyze how well different selection tests and induction programs predict employee performance one year after they joined the company. The CEO was also skeptical about the value of personality tests for selection. She felt that these were not particularly helpful in differentiating among better or worse performers. The VP of HR has asked you (the HR Analytics Manager) to analyze and report to her about: 1. Which selection tests are useful in predicting performance one year later? Please indicate below the selection tests that are most helpful in predicting performance one year later. What criteria did you use to select? 2. Does personality matter for predicting performance one year later? If yes, which specific personality traits are likely to predict performance? The personality test used at the time of selection measures 5 different personality traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism. 3. The VP of HR is also concerned about the costs of conducting aptitude tests. Presently the selection process includes 2 different aptitude tests: one for numerical reasoning and one for verbal reasoning. Do aptitude tests predict performance one year later? Do both aptitude tests predict performance one year later? If the company had to save costs by dropping one aptitude test, which one would you recommend dropping? Why? 4. Is the money spent on induction programs worth it? Does the induction program have a meaningful effect on performance? As the HR Analytics manager, you decided to run a regression model with the 1-year performance data as the dependent variable and included all available variables in the dataset in your regression model. For your convenience, the output from the regression model is given below. = + 4+ Linear Regression Model Fit Measures Model R R 1 Dependent Variable - Year1performanceRating 0.788 0.62 Model Coefficients Predictor Estimat e SE t p Intercept -6.30771 1.28583 -4.906 ACPersonality Conscientious 0.01088 0.00313 3.477 2. Does personality matter for predicting performance one year later? If yes, which specific personality traits are likely to predict performance? What criteria did you use to select these personality traits? The personality test used at the time of selection measures 5 different personality traits: openness, conscientiousness, extraversion, agreeableness, and neuroticism. T 3. The VP of HR is also concerned about the costs of conducting aptitude tests. Presently the selection process includes 2 different aptitude tests: one for numerical reasoning and one for verbal reasoning. Do both aptitude tests predict performance one year later? If the company had to save costs by dropping one aptitude test, which one would you recommend dropping? Why? 4. Is the money spent on induction programs worth it? Does the induction program have a meaningful effect on performance? Why/Why not?