A broader definition of selection can influence organization

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A broader definition of selection can influence organization
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1. How does a broader definition of selection influence the way an
organization manages its human resource management system?
Additionally, thinking of the employee life cycle, what is the interaction
among selection, recruitment, compensation, and training?
2. Why is reliability important in human resource selection? Why are there so
many different ways to estimate reliability? Furthermore, what implications
does poor reliability have for the validity of selection measures?
3. A simple math test (addition, subtraction, multiplication, and division) is
used for screening applicants for cashier’s jobs at the local grocery store.
How would you set a cutoff score for such a test? What legal and
psychometric issues should be considered when setting cutoff scores for
selection?
4. Should an organization keep detailed records of its human resource
management practices (selection procedures, performance appraisal
procedures, etc.) if they have not been validated? Discuss the trade-offs
involved.
5. Why does a structured interview yield better results than an unstructured
interview for making selection decisions? Furthermore, what should be the
role of the selection interview in a contemporary selection program?
6. Summarize the validity evidence for using assessment centers in selection.
Do they work as they were intended to work? Why or why not? What
suggestions would you have for an organization that wanted to implement
an assessment center as part of a new selection program?
7. Provide an example of a critical incident. Explain how your example
conforms to the criteria of a “well-written” incident.

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