Exam 10: Decision Making

Top-down selection is the proportion of applicants for one or more positions who are hired.

Which concept refers to making an acceptable or adequate choice rather than the best or optimal choice?

Describe three selection decision-making models. What are the advantages of each?

Which concept refers to the process in which statistical data are combined in a judgmental manner?

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?

What type of error occurs when an applicant who is assessed favourably turns out to be a poor choice?

What is the term for the threshold at which those scoring at or above the score will pass, and those scoring below will fail?

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. In the past, TS Inc. used subjective sources such as unstructured interviews to collect applicant information. What is this approach called?

Why do most employers resist using statistical decision-making approaches?

According to the textbook, which of the following is NOT a predictor score for a sales applicant?

In the multiple hurdle model, applicants must pass the minimum cutoff for each predictor, in turn, before being assessed on the next predictor.

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

In which approach are data combined statistically?

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

What is the simplest way of combining applicant information in the selection process?

Some organizations collect and combine applicant information from objective sources, such as tests or biographical inventories, and the decision maker examines these data to form an overall, subjective impression of the applicant's suitability for the job. Which of the following terms refers to this approach?

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 a decision-making model in which applicants' scores on each predictor (i.e., tests, interviews, reference checks) are weighted and summed to yield a total score (i.e., predicted job performance). What is this model called?

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

In which approach are judgmental data combined statistically?

How are implicit theories defined?