Eastern Financial Company recently experienced a corporate
restructuring. Because some new jobs were added and some old jobs
eliminated, many job responsibilities changed. HR hired an
Organizational Development (OD) consultant, Joe, to help moderate the
various changes in the corporate structure.
Because of the restructuring, the selection criteria used in
the past needed to be updated. Joe recommended additional selection
measures and planned to conduct some validation studies of the old and
new selection criteria. Depending on the results of these validation
studies, he recommended eliminating or revising some of the selection
How would Joe determine the base rate of successful employees at the company?
Based on your view of predictive validity, how do you
think Joe would demonstrate that the old and new selection criteria at
Eastern Financial Company predict job performance after the corporate
restructuring? What steps would Joe need to take to do this?
Based on your view of concurrent validity, when would it be
useful to study the concurrent validity of a measure? Should Joe try to
demonstrate concurrent validity?
When restructuring, what does Joe need to keep in mind in
order to avoid charges of discrimination when employees are settled
into new positions?
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|Assignment 2 Grading Criteria
|Explained how to determine the base rate of successful employees.
|Explained how old and new selection criteria predict performance.
|Detailed steps taken to demonstrate how old and new selection criteria predicted performance.
|Justified when concurrent validity should be studied.
|Demonstrated understanding of how selection criteria can be used to avoid discriminatory hiring practices.
|Organization, usage and mechanics: Introduction, transitions, and conclusion; grammar, spelling, and sentence structure.
In text citations and references, paraphrasing, and appropriate use of
quotations and other elements of style (such as tone, audience, and word