HR Case Study Analysis
In order to test which method would work best, it is necessary to do some calculations with the numbers Randy and Professor Higgins have generated as an estimate of how much each process would be. In order to compare each method, this current research will use the Dollar Value Gain formula in order to determine which method would prove the best in regards to keeping costs down and optimizing the total dollar gained from the process, considering that one is slightly more reliable than the other. This would allow Randy to see how much potential gain would result from hiring candidates using the two hiring process methods, the interview, and the work sample trial.
The formula for the expected dollar value increase is as follows: NsTrSDyZs-NC. In this equation, T = tenure of selected group in years (assumed to be one year) = 1, Ns = number of applicants selected = 50 and r = correlation between predictor (interview) and job performance, in this case it would be two different sets, one at = .30 correlation between predictor (work sample) and job performance, and the other at = .50. Additionally, SDy = standard deviation of job performance (assumed to be 40% of base pay), Zs = average standard predictor score of selected group = .80 and N = number of applicants = 100. Finally, the C. would also be different for each method, which the interview set at 100 and the work sample set at 150.
Dollar Value Gain from Using Interviews =
50(1)(.30)(4800)(.80) -100(100) = 47,600
Dollar Value Gain from Using Work Samples =
50(1)(.50)(4800)(.80)-100(150) = $81,000
Question 2
However, before Randy makes a final decision on what process to use, he should create very detailed job descriptions. These job descriptions would help form the backbone of the work sampling test, but would also tell Randy if there were other performance tasks that would not be able to be emulated in the context of the work sampling process. For example, managers and assistant manager positions may require skills…
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