Chapter 6: Staffing decisions

Question 1

Staffing

Answer 1

Activities concerning the inflow, throughput and outflow of personnel.
Goal: The right person at the right time and right place in the organization, in order to execute the planned activities and projects.

Question 2

Quality of staffing

Answer 2

Influence the organizational performance.
- Formal Job analysis.
- Internal selection for important positions.
- Validated selection instruments.

Question 3

What are the stakeholders in the staffing process?

Answer 3

• Line management (gather information from applicatns usaually in the form of one or more interviews. The line manager will be expected to supervise the new member).
• Co-workers ( They have to work with the new member).
• Applicants
• Other; Personnel department, recruitment&selection agency, society, applicant’s family.

Question 4

Selection Ration (SR)

Answer 4

Is a ratio that shwos how many people are hired and how many people are assessed. So a low SR is good because the company then has a lot of choise and can choose the best candidate.

Question 5

Good fit between person and job

Answer 5

Good fit between abilities/skills and job demands has a positive influence on work performance.

Question 6

Misfit in staffing outcome

Answer 6

Can lead to negative consequences.

Question 7

Criterion validity

Evaluation of selection procedures

Answer 7

Especially predictive validity based on test scores, draw accurate conclusion now about performance in the future.

Question 8

Utility analysis

Answer 8

Is a technique that assesses the economic return on investment of human resources interventions such as staffing and training.

Question 9

Base rate

Answer 9

The percentage of the current workforce that is performing sucessfully. If the base rate is very high than a new member is not capable of changing the rate a lot.

IF you combine different test methods you can get the highest validity.

Question 10

What are two types of forecasting errors?

Answer 10

• False positives: Accepted, but performed poorly.
• False negative: Rejected, but would have performed successfully.

Question 11

What are two types of correct forecasting?

Answer 11

• True positives: Accepted, and performed successfully.
• True negatives: Rejected, and would have performed poorly.

Shift of cut-off score from X to W leads to: Decrease of false positive (A) and Increase of false negative (B).
Shift of cut-off score from X to Z leads to: Decrease of false negatives (C) and increase of false positives (D).

Question 12

What are the three factors where division of prediction errors is dependent on?

Answer 12

1. Validity of selection instrument.
2. Base rate; number of suitable candidates for the job.
3. Selection ratio: number of vacancies dividied by the number of applicants (the lower the score, the better).

Question 13

What is the criterion-referenced?

Determining cut-off score

Answer 13

The absolute desired level of performance.
- Performance of current employees.
- Supervisor and/or expert judgements of desired performance.

Question 14

What is the norm-referenced?

Determing cut-off score

Answer 14

Relative (e.g. based on average).
- Order
- Percentiles
- Standardized scores

Question 15

How to combine information from different sources?

Answer 15

• Clinical method: Subjective, intuitive.
• Statistical method: Based on quantitative data.

Question 16

Clinical vs Statistical method?

Answer 16

• Availability of empirical data.
• Statistical method is better in general; the same predictors are used for all candidates, explicit formula, predictors are weighted.

Question 17

Compensatory systems

Selection systems

Answer 17

Allow low scores in some tests of an applicant to be compensated by his or her high scores in other tests.

Question 18

Non-compensatory systems

Answer 18

In which an individual has no opportunity to compensate at a later assessment stage for a low score in an earlier stage of the assessment process.
- Hurdle system
- Multiple hurdle system

Question 19

Hurdle system

Answer 19

Only when an applicant achieves the lowest required score of a test, his or her other scores can be considered in a follwoing compensatory manner.

Question 20

Multiple-hurdle system

Answer 20

With every test a minimum should be achieved for further consideration so no compensation is possible.

Question 21

Multiple regression analysis

Answer 21

Is a method of analysis that results in an equation for combining test scores into a composite based on the correlations among the test scores and the correlations of each test score with the performance score.

Question 22

Cross-validation

Answer 22

Is a process used with multiple regression techniques in which a regression equatin developed on a first sample is tested on a second sample to determine if it still fits well.