Employce selection is basically a system to predict which applicants will succeed on the job. Highly qualified Another way to assess the effectiveness of the selection system is to examine the decision-making accuracy: applicants are expected to perform well on the job. Similarly, seemingly less qualified applicants are not expected to perform well on the job. Unfortunately, the hiring process is complex. Some applicants can put on a good show and still be mediocre employees, whereas other applicants may interview poorly but still be excellent employees. Organizations cannot assume the selection process is working well without collecting and analyzing data. One option to calculate the decision-making accuracy of a sclection system is to classify applicants into one of two categories: strong applicants (ones who appear to be highly qualified and are predicted to do the job wella good hire) and weak applicants (ones who do not appear to be highly qualified and are predicted to not do the job wellpoor hire). Once hired and after sufficient time (typically six months to a year) has passed, employees can also be classified into two categories: good hire or poor hire. After all of this data is collected, the overall decision-making accuracy of the selection process (the total hit ratio) can be calculated as the percentage of correct predictions. The table below shows data about the 200 tellers employ at the bank. Poor hire 20 Good hire Strong applicant Weak applicant Totals 80 30 100 70 100 1. Calculate the total hit ratio by adding the correct predictions and then dividing that number by the total number of decisions made. What is this percentage? Do you think this percentage is impressive? 2. What percentage of weak applicants turned out to be good hires? 3. What percentage of strong applicants turned out to be good hires? This percentage is known as the positive hit ratio. 4. Compare your answers to questions 2 and 3. Do you think the bank's system is effective? Part 4: Reflection on Employee Selection 1. You have made a number of decisions in creating, implementing and evaluating a selection system for bank tellers. Which of these decisions do you think is most critical? Why? 2. An employee selection approach to hiring is more complex than hiring employees based on who they know or casually scanning a rsum and asking a few off the cuff" questions for an interview. When you think about your work experiences, do think the organizations you worked for took an employee selection approach when hiring? you 3. If you answered yes to question 2, do you think the organization was effective in hiring employees? If you answered no to question 2, do you think the organization should have adopted a selection approach to hiring? Explain your response. 4. What do you perceive as the overall advantages and disadvantages of an employee selection approach to hiring? 5. After reflecting on this exercise, would you recommend an employee selection process to hiring for virtually any job? Why or why not