HRM

1. Education assessed via Application Form.

My Assessment:

2. WORK EXPERIENCE assessed via Resume. My Assessment :

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3. MATH SKILLS assessed via Analytical Problem solving and reasoning skills. My Assessment :

4. VERIFICATION KNOWLEDGE assessed via Questionnaire Method My Assessment:

5. INTERPERSONAL SKILLS assessed via Personal Interview. My Assessment:

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6. WORK MOTIVATION assessed via Personality Test

My Assessment :

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PART C: SAMPLE APPLICANT INFORMATION

SCORE OF THE APPLICANTS

(A) Which applicants scored best based on the scores you entered into the table? Jenna (B) What difficulties did you have applying your scoring systems? We cannot completely conclude whether the applicant is eligible or not based on scoring system. As the applicants skills varies from field to field. (C) Based on this applicant data, would you make any changes to your rubrics? If yes, please describe. No, because we think that the best qualified applicant did come out on top and the rubric reflected that.

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PART 2: SELECTION STRATEGY

1. Who scored the highest?

Jenna 2. Do you think this person is the best applicant? Why or why not? Yes. Because the applicant has scored comparatively more marks in all categories even though he has no work experience. 3. Who scored the lowest? Steve.

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1. Which of the six factors do you consider the most important in terms of selecting bank tellers? Defend your choice. We consider interpersonal skills as the most important in terms of selecting bank tellers. This is because a bank teller needs to communicate with different types of customers & convince them.

2. Doubling scores of interpersonal skills

3. Of the remaining five factors, which two do you see as the least important for selecting bank tellers? Defend these choices. We consider education & work experience as least important factors for selecting bank tellers. This is because the minimum education as we quoted earlier is high school diploma and hence education is not given high importance. Employees can be provided with sufficient training & development and hence work experience is not given much importance.

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4. Dividing points by half for education & work experience

1. Who scored the highest?

Jenna.

2. Do you think this person is the best applicant? Why or why not?

Yes we consider Jenna as the best applicant because he has the highest total score and he has scored well in all the categories.

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3. Who scored the lowest?

Steve.

4. When you compare your answers using the unweighted to the weighted approach, which approach do you think was better? Why?

We consider the weighted approach as better because we assign more weight to the most important factor & assign lesser weight to the least important factors.

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1. Which applicant remains?

Lori & Jenna.

2. If no applicant met all the cut offs, would you rather lower the cut offs or restart the recruiting process? Why?

We would prefer to lower the cut offs as restarting the recruitment process would be more time consuming.

3. If many applicants exceed the cut offs, would you rather exceed the cut off levels, hire all remaining applicants (if possible) or take a compensatory approach for those that exceeded all of the cut offs? Why?

We would prefer to increase the level of cut offs. Increasing the level of cut offs would enable us to select the most eligible candidate out of all the applicants

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MULTIPLE HURDLE SYSTEM

1. At the end of hurdle 6, which applicant(s) remained?

Jenna.

2. What would you recommend if you had no remaining applicants or several applicants remaining?

We would increase the cut offs.

3. Do you prefer this method over the multiple cut off method? Why or why not?

No, we prefer the multiple cut off method because it is easier to select the applicant whom we prefer & reject the ones whom we do not prefer.

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PART 3: EVALUATING THE SELECTION SYSTEM

The bank compiled selection data on three racial groups during the past year:

1. The selection ratios for the three groups are:

Formula:

Selection Ratios = (number hired/number applied)*100

Caucasians = (27/90)100

= 30

African-Americans = (10/50)100

= 20

Latinos = (10/40)100

= 25

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2. Does adverse impact exist when you compare the African-American applicant pool with the Caucasian applicant pool? Show your work.

Yes. adverse impact exist when we compare the African-American applicant pool with the Caucasian applicant pool.

· Selection ratio of African-American=20% (minority group)

· Selection ratio of Caucasian=30% (majority group)

· 20%/30% = 66.66

· The result is less then 80% ,therefore an adverse impact occurs.

3. Does adverse impact exits when you compare the Latino applicant pool with Caucasian applicant pool? Show your work.

No, adverse impact doesn’t exist when we compare the Latino applicant pool with the Caucasian applicant pool.

· Selection ratio of Latino=25% (minority group)

· Selection ratio of Caucasian=30% (majority group)

· =25%/30% = 83.33

· The result is more then 80% ,therefore an adverse impact doesn’t occur.

DECISION - MAKING STRATEGY

The table below shows data about the 200 tellers employed at the bank.

1. Calculate the total hit ratio by adding the correct prediction then diving that number the total number of decision made. What is this percentage? Do you think this percentage is impressive?

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Strong applicant :80

Weak applicant:30

Total decision made on 200 employees

Hit ratio = (80+30)/200

=110/200

=0.55

Percentage of hit ratio =0.55*100

=55%

No, the hit percentage is not that impressive .

2. What percentage of weak applicants turned out to be good hires? 30% 3. What percentage of strong applicants turned out to be good hires? 80%. This percentage is known as the positive hit ratio. 4. Compare your answer to question 2 and 3 . Do you think the bank’s system is effective? No the banking system is not that effective because we have got only 80 good hires out of 100 which is not very impressive because we were expecting that strong applicants turn out to be good hires .

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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?

We think that evaluating a selection system for bank tellers is not an easy task because it is very to find the right person for the right job. This is one of the greatest challenge faced by all.

2. An employee selection approach to hiring is more complex than hiring employees based on who they know or casually scanning a resume and asking a few “off the cuff” questions for an interview. When you think about your work experiences, do you think the organizations you worked for took an employee selection approach when training?

Yes. The organization has adopted employee selection approach while training.

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.

Yes, the organization was effective in hiring employees.

4. What do you perceive as the overall advantages and disadvantages of an employee selection approach to hiring?

Advantages:

· Wide pool of talent.

· Highly motivated.

· Job commitment.

Disadvantages:

· Time consumed is more.

· Difficult to select the right person for the right job.

· Involves more cost.

5. After reflecting on this exercise, would you recommend an employee selection process to hiring for virtually any job? Why or why not?

Yes we would recommend this process. This is because through this process we can assess the applicants on basis of various factors and conclude whether they are fit for a certain job or not.

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