Selection Methods 1

Baroness Thompson

Selection Methods

Module 5: Week 5 – M5: Assignment 3

Baroness Thompson

PSY320 Industrial Organizational Psychology

Marian Orr

March 29, 2008

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Baroness Thompson

Selection methods

As a member for the selection committee, I would want to help employees

understand each Selection method. I would like to interview candidates for the Senior

Staffing Manager position at Florida Sun Company initially. I agree with the selection

methods used for the position. Senior Staffing Manager selection methods are

appropriate.

Define Each Method

All selection methods shouldn’t be used. Candidates have to be aware of the

method before being asked to take cognitive and other methods. There should be no more

selection methods added. Candidates that are qualified may become discouraged. If a

candidate past one test and barley passes another.

Cognitive Test

As a member of the selection committee I would look at all test being used? It is

important to our companies to find qualified candidates for each position. Modern

cognitive tests originated through the work of Sir FrancisGalton who coined the term

"mental tests". Consistent with views of the late nineteenth century, most of his

measurements were physical and physiological, rather than "mental. I don’t believe

Cogniive test are approptiate to administer to a an canidate. I belives a cognitve test

should be administered only in a school or clinical setting.

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Baroness Thompson

Assesmnet Selection Method

In closing, I believe four canidates is a very good number. The least candates the

better to read assestment results. Our company can also give graphic feed back. This a

good way to find, out who is right for the job. A good assessment has both validity and

reliability, plus the other quality attributes noted above for a specific context and purpose.

In practice, an assessment is rarely totally valid or totally reliable. A ruler which is

marked wrong will always give the same (wrong) measurements. It is very reliable, but

not very valid. Asking random individuals to tell the time without looking at a clock or

watch is sometimes used as an example of an assessment which is valid, but not reliable.

The answers will vary between individuals, but the average answer is probably close to

the actual time. In many fields, such as medical research, educational testing, and

psychology, there will often be a trade-off between reliability and validity. A assesrement

test written for high validity will have many essay and fill-in-the-blank questions. It will

be a good measure of mastery of the subject, but difficult to score completely accurately.

A assestment test written for high reliability will be entirely multiple choice. It isn't as

good at measuring knowledge of history, but can easily be scored with great precision.

Our company can generalise from this. The more reliable is our estimate of what we

purport to measure, the less certain we are that we are actually measuring that aspect of

attainment. It is also important to note that there are at least thirteen sources of invalidity.
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Baroness Thompson

Reference Page

Levy, Paul E. (2006) Industrial/ Organizational Psychology: Understanding the

Workplace. Boston, MA: Houghton Mifflin Company

Argosy Lecture Notes. (2007). Retrieved March 29, 2008, from

http://myeclassonline.com/ec/crs/default.learn
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Baroness Thompson

Module 5: Week 5 - M5: Assignment 3

Assignment 3: Final Project

You are a member of the selection committee to interview candidates for the Senior
Staffing Manager position at Florida Sun Company. The committee narrows down to
eight candidates who will participate in a variety of selection methods, including group
and individual interviews, a cognitive ability test, a personality test, and an integrity test.
The four best candidates will then participate in assessment center exercises.

List at least two advantages and two disadvantages for each of these selection methods.

Why does the committee want to reduce the number of candidates to four before
conducting assessment center exercises? What information would these assignments
provide that other selection methods do not?

Do you think the selection methods used for the position of Senior Staffing Manager are
appropriate? Should all the above methods be used? Should more selection methods be
added?

Submit your response to the Faculty by Monday, March 31, 2008. Your response should
be at least
Two pages long. You can use the Course Project template for submitting the answer.

Assignment 3 Grading Criteria and Respective Point Value Maximum

Points
Identified at least two advantages and two disadvantages of each selection method.
15
Explained why the committee wants to reduce the number of candidates to four before
conducting assessment center exercises.
25
Described the information these assignments may provide that other selection methods
may not.
20
Stated whether they think the selection methods used for the position of Senior Staffing
Manager are appropriate.
20
Explained whether all the given methods should be used and whether more selection
methods should be added.
25
Total: 105
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Baroness Thompson