Additional Case $5\mathrm{.}2$

You are the HR director for a large company. Production has implemented a very successful TQM program, and the firm has a reputation for innovation and quality. Money is tight due to aggressive expansion and marketing efforts, but the firm is doing well. The firm has a diverse, well$-$balanced workforce. The CEO prefers to reward performance through promotion from within. However, if an employee chooses to leave the company, he or she is not elfble for rehire.

The firm's MIS managers have requested that you identify $10$ candidates for newly created computer programming jobs. These are entry$-$level jobs in MIS that require a bachelor's degree. Expansion plans in production have also created a number of new entry$-$level jobs and two new first$-$line supervisor jobs.

An upper$-$level management position is open as well. This is a key position, and the longer it remains open, the more likely it is that the company will begin to lose market share. There are a number of excellent candidates for this job. "Fit" with the organization is one of the top criteria for the selection. The CEO wants both peers and subordinates to be imolved in the process. but the CEO will make the final decision. The CEO wants your advice about the best selection tool. The CEO wants to narrow the field quickly and work with the data as he goes alone, rather than obtain all the information on each candidate first.

Refer to Additional Case $5\mathrm{.}2.$ The first$-$line supervisor jobs would best be filled by:

employment agencies.

college rechiling.

employee relemals.

carrent employees.