Staffing Test 2 - STUDY GUIDE MGMT 4305 EXAM#2 Chapters...

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STUDY GUIDE -- MGMT 4305 - EXAM #2 – Chapters 7 -12 M/C & NEED SCANTRON False=we made an error Better correlation, close to 1, process….. False positives – PEOPLE WHO SCORE ABOVE CUTTING SCORE ON SELECTION TESTS False negatives—score below cutting score and don’t hire True positive-they are hired and work above performance True negative-score below cutting score so don’t hire Where they go on a graph to label MAYBE do rational weighting, unit, clinical Or give data and how to interpret it-M/C As you look at the Study Guide it may seem overwhelming. Back off and get the big picture. The first section is a list of 12 selection techniques discussed in your textbook and in class. For each technique you are being asked to: understand the technique and how it is used; identify advantages and problems associated with the method; and recognize if it is generally considered to be valid. You have a feel for most of these methods and have been exposed to them as you applied for jobs and in other HR classes, so this is not “totally new” to you. Much of this you already know or have a feel for. We have also been discussing these methods in class (and will discuss others on Thursday 12/5). 0Look up each method in your notes, textbook and on PowerPoint and respond to the questions. Your responses do not need to be long. Be concise. Describe the method, what is it used for, the problems and benefits associated with the method, etc…
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For each of the following selection methods: describe the method; explain what it is used for and/or what it is designed to measure (its purpose); recognize problems and benefits associated with the method; know if the method is considered a valid predictor of performance, in general, or if it is generally considered useful for selection. Also answer any additional questions listed under the method . 1. Resumes & Cover Letters Issue with resumes as a selection tool: volume that organizations must process. 2. Application Blanks/ Weighted Applications Understand the difference between application blanks and weighted application blanks. Recognize the areas to consider when developing or revising an application blank Application Blanks: Used for pre-employment screening. A series of questions designed to provide information on the general suitability of applicants for jobs to which they are applying. USES: Do applicants meet the minimum requirements of the job? Assess and compare relative strengths and weaknesses of applicants. When developing or revising: More than one application may be needed. Job analysis should be the basis for questions. Review items for appropriateness. Do not ask questions that are not needed or cannot be justified. Must adhere to Uniform Guidelines Consider the layout and format carefully.
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