Exam 10: Decision Making

In banding, employers may select within bands on the basis of secondary criteria such as education, experience, or professional conduct. Minority status can be used only as a tie-breaker among individuals with the same scores.

An approach in which data are combined statistically is referred to as a judgmental composite.

In which approach are data are combined statistically?

A false negative error occurs when an applicant who is rejected would have been a good choice.

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods such as screening, testing, and structured interviews but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. There are several constraints and competing demands when making selection decisions. Which is NOT a constraint for TS Inc.?

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods such as screening, testing, and structured interviews but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. Which of the following statistical and judgmental approaches to collect and combine applicant information would TS Inc. NOT choose to use?

Implicit theories are personal beliefs that are held about how people or things function, without objective evidence or often without conscious awareness.

What is the threshold where those scoring at or above the score will pass, but those scoring below will fail?

What are two common types of errors made in selection decision making?

What are some of the advantages of group decision making in selection?

What is the concept that refers to grouping applicants based on ranges of scores?

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods such as screening, testing, and structured interviews but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. TS Inc. would like to use an approach to collecting and combining applicant information in which judgmental and statistical data are combined statistically. The applicants' scores would be given and selection decisions would be based on each component, such as the structured interview and test. Which approach is this?

Which concept refers to the proportion of applicants for one or more positions who are hired?

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods such as screening, testing, and structured interviews but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. Why would TS Inc. management be concerned about false positive errors?

Surveys indicate that in most organizations one individual makes selection decisions.

Describe one of the statistical or judgmental approaches used for the collection and combination of information.

Banding involves ranking applicants on the basis of their total scores and selecting from the top down until the desired number of candidates has been selected.

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods such as screening, testing, and structured interviews but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. TS Inc. has made costly selection errors in the past when the company underestimated the potential of an aircraft maintenance engineer, resulting in a no-hire decision. The applicant accepted a position with a competing aviation company and the quality of his work led to an industry safety award, resulting in increased contracts for the competing company. What is this error called?

What type of theories are personal beliefs that are held about how people or things function, without objective evidence and often without conscious awareness?

In most general undergraduate university degrees, what is the cut-off that has been established by convention in the last decade?