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Management Selection - Executive Positions Questions
Readings:Heneman, H. H., Judge, T. A., Kammeyer-Mueller, J. (2011). Staffing Organizations (7th ed.). New York: McGraw-Hil ...
Management Selection - Executive Positions Questions
Readings:Heneman, H. H., Judge, T. A., Kammeyer-Mueller, J. (2011). Staffing Organizations (7th ed.). New York: McGraw-Hill. Chapter 10 (just the parts on assessment centers is ok).Lievens, F., & Conway, J. M. (2001). Dimension and exercise variance in assessment center scores: A large-scale evaluation of mutitrait-multimethod studies. Journal of Applied Psychology, 86, 1202-1222.**Shannon, M.L. & Stark, C.P. (2003). The influence of physical appearance on personnel selection. Social Behavior and Personality, 31, 613-624. Overview:Developing selection systems for complex jobs, such as management and executive positions, has presented special challenges to personnel psychologists. It has also lead to some of the most important innovations, difficult (and costly) court cases, and clearest insights into the complex nature of even the simplest selection decision. In the 70's, for example, AT&T was put under a court order to promote more women into management positions. Ironically, they were asked to turn to a selection system which they had helped pioneer, called the assessment center, to do this.Assessment centers (ACs) were developed during World War II by the Office of Strategic Services (OSS) to select intelligence operatives. They were designed to closely simulate critical situations that different spies were likely to experience under different circumstances. For example, spies behind enemy lines would need to withstand interrogations, spies in occupied territories and neutral nations would need to gather information from unsuspecting others, and analysts at home would need to be able to discover important intelligence in seemingly random scraps of information. (Think of the movie The Recruit, if you’ve seen it.) After putting all candidates for all positions through simulations of these experiences, the designers made an important discovery. They found that people who did well across all the simulations also performed better, regardless of where they were eventually stationed. It was this discovery, in part, which led to the use of multiple predictor batteries, and to the importance of regression models for selection in later years.Back to AT&T: Their research arm had implemented an AC strictly to find out how managers develop, succeed and fail, and change over time. They had not used their AC for selection or promotion purposes. And they found that, though expensive to administer, it did not have adverse impact. So, guess what the judge told them to use for management selection and promotion? Since then, ACs have been developed in about 3,000 organizations worldwide, and have stimulated some of the most complex and valuable research in personnel psychology.QUESTIONs:Please answer any three of the following questions. This assignment is worth 15 points – 5 points per question.1.Why would you not want to select managers using the same selection methods as you would an entry level position (e.g., application form, resume only, etc.)? Conversely, why would you not use assessment centers for entry level positions?2.Why might it be incorrect to say “Assessment centers have incremental validity in predicting performance and promotability beyond personality traits and cognitive ability”? (despite what H&J say…)3.What are the differences between peer ratings, peer nominations, and peer rankings?4.Describe three assessment center exercises. What constructs do these tap?5.Identify and discuss two ethical issues that are relevant to assessment centers. Provide examples and rationale for why these issues you identify are potentially problematic.
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Healthcare law professionals help patients access to care. Mainly, their issues of interest include insurance cover where ...
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Human Resources Strategic Plan, writing homework help
Portfolio Project #1: Human Resources Strategic PlanPortfolio Project #1 provides data from a hypothetical organization. T ...
Human Resources Strategic Plan, writing homework help
Portfolio Project #1: Human Resources Strategic PlanPortfolio Project #1 provides data from a hypothetical organization. The data can be found at the bottom of the page.You will create a strategic plan that aligns the human resources (HR) function with the organization’s mission, vision, and objectives. The overall scope of the Portfolio Project is to create a “Shared Services” structure for HR that will be housed at the organization’s corporate offices.Milestone Deliverables due Weeks 2, 4 and 5Week 2: Portfolio Milestone: Outline (25 points of the final Portfolio grade)Prepare an outline of your plan project and submit it to your instructor for review. Please use APA format and include a two- to three-sentence description of each section.Week 4: Portfolio Milestone: Annotated Bibliography (75 points of the final Portfolio grade)A solid foundation of research will support the theoretical base and practical applications of your strategic plan. Prepare an annotated bibliography of the 10 or more sources you have selected. Submit the completed document to your instructor for review.Week 5: Portfolio Milestone: Purpose Statement (50 points of the final Portfolio grade)Most of us are aware of the term “purpose statement” but are unsure of its real meaning within an organization. It is a statement describing the organization’s purpose, or the reason for its existence. The purpose of an organization reflects a desired position in the marketplace. It should accurately answer to the questions below. The purpose statement is the written summary of those answers.Who are we?What do we do?For whom do we do this?How do we know when we are getting it done?The purpose statement is the written summary of those answers. The most effective purpose statements are short, concise, and direct. A good purpose statement is between 2–3 sentences.Answer the four questions above and create a purpose statement for your HR department. Submit the answers to the four questions and the purpose statement to your instructor for review.NOTE: At this stage, you will need to name your company and decide the service they provide or products they manufacture.For all Portfolio Milestone assignments: Although you will not earn points the weeks you submit these deliverables, they are required components of the Portfolio Project and you will lose points on your final project grade if you fail to submit these assignments as required by the end of the weeks they are due. See the Portfolio Project grading rubric on the Course Information page for details.Final Deliverable due Week 8Required Topics - Be sure to cover the following:Strategic Contribution,Personal Credibility,HR Delivery Metrics,Key Performance Measurements (KPM),Action Plan for each functional area,HR mission statement,HR vision statement and objectives.Your strategic plan should include:Title PageTable of ContentsExecutive SummaryBody of your planConclusionReference PageAppendix (optional)Submission requirements:Ten pages minimum (not including the title page, table of contents, reference page or appendix) will be needed to complete the project.Support your analysis and recommendations with 5 credible sources documented in accordance with the CSU-Global Guide to Writing and APA Requirements.
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Management Selection - Executive Positions Questions
Readings:Heneman, H. H., Judge, T. A., Kammeyer-Mueller, J. (2011). Staffing Organizations (7th ed.). New York: McGraw-Hil ...
Management Selection - Executive Positions Questions
Readings:Heneman, H. H., Judge, T. A., Kammeyer-Mueller, J. (2011). Staffing Organizations (7th ed.). New York: McGraw-Hill. Chapter 10 (just the parts on assessment centers is ok).Lievens, F., & Conway, J. M. (2001). Dimension and exercise variance in assessment center scores: A large-scale evaluation of mutitrait-multimethod studies. Journal of Applied Psychology, 86, 1202-1222.**Shannon, M.L. & Stark, C.P. (2003). The influence of physical appearance on personnel selection. Social Behavior and Personality, 31, 613-624. Overview:Developing selection systems for complex jobs, such as management and executive positions, has presented special challenges to personnel psychologists. It has also lead to some of the most important innovations, difficult (and costly) court cases, and clearest insights into the complex nature of even the simplest selection decision. In the 70's, for example, AT&T was put under a court order to promote more women into management positions. Ironically, they were asked to turn to a selection system which they had helped pioneer, called the assessment center, to do this.Assessment centers (ACs) were developed during World War II by the Office of Strategic Services (OSS) to select intelligence operatives. They were designed to closely simulate critical situations that different spies were likely to experience under different circumstances. For example, spies behind enemy lines would need to withstand interrogations, spies in occupied territories and neutral nations would need to gather information from unsuspecting others, and analysts at home would need to be able to discover important intelligence in seemingly random scraps of information. (Think of the movie The Recruit, if you’ve seen it.) After putting all candidates for all positions through simulations of these experiences, the designers made an important discovery. They found that people who did well across all the simulations also performed better, regardless of where they were eventually stationed. It was this discovery, in part, which led to the use of multiple predictor batteries, and to the importance of regression models for selection in later years.Back to AT&T: Their research arm had implemented an AC strictly to find out how managers develop, succeed and fail, and change over time. They had not used their AC for selection or promotion purposes. And they found that, though expensive to administer, it did not have adverse impact. So, guess what the judge told them to use for management selection and promotion? Since then, ACs have been developed in about 3,000 organizations worldwide, and have stimulated some of the most complex and valuable research in personnel psychology.QUESTIONs:Please answer any three of the following questions. This assignment is worth 15 points – 5 points per question.1.Why would you not want to select managers using the same selection methods as you would an entry level position (e.g., application form, resume only, etc.)? Conversely, why would you not use assessment centers for entry level positions?2.Why might it be incorrect to say “Assessment centers have incremental validity in predicting performance and promotability beyond personality traits and cognitive ability”? (despite what H&J say…)3.What are the differences between peer ratings, peer nominations, and peer rankings?4.Describe three assessment center exercises. What constructs do these tap?5.Identify and discuss two ethical issues that are relevant to assessment centers. Provide examples and rationale for why these issues you identify are potentially problematic.
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How you handle and manage any situation, challenge or experience in life is how you handle all of them. In making decisions whether in handling each ...
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Healthcare law professionals help patients access to care. Mainly, their issues of interest include insurance cover where ...
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Human Resources Strategic Plan, writing homework help
Portfolio Project #1: Human Resources Strategic PlanPortfolio Project #1 provides data from a hypothetical organization. T ...
Human Resources Strategic Plan, writing homework help
Portfolio Project #1: Human Resources Strategic PlanPortfolio Project #1 provides data from a hypothetical organization. The data can be found at the bottom of the page.You will create a strategic plan that aligns the human resources (HR) function with the organization’s mission, vision, and objectives. The overall scope of the Portfolio Project is to create a “Shared Services” structure for HR that will be housed at the organization’s corporate offices.Milestone Deliverables due Weeks 2, 4 and 5Week 2: Portfolio Milestone: Outline (25 points of the final Portfolio grade)Prepare an outline of your plan project and submit it to your instructor for review. Please use APA format and include a two- to three-sentence description of each section.Week 4: Portfolio Milestone: Annotated Bibliography (75 points of the final Portfolio grade)A solid foundation of research will support the theoretical base and practical applications of your strategic plan. Prepare an annotated bibliography of the 10 or more sources you have selected. Submit the completed document to your instructor for review.Week 5: Portfolio Milestone: Purpose Statement (50 points of the final Portfolio grade)Most of us are aware of the term “purpose statement” but are unsure of its real meaning within an organization. It is a statement describing the organization’s purpose, or the reason for its existence. The purpose of an organization reflects a desired position in the marketplace. It should accurately answer to the questions below. The purpose statement is the written summary of those answers.Who are we?What do we do?For whom do we do this?How do we know when we are getting it done?The purpose statement is the written summary of those answers. The most effective purpose statements are short, concise, and direct. A good purpose statement is between 2–3 sentences.Answer the four questions above and create a purpose statement for your HR department. Submit the answers to the four questions and the purpose statement to your instructor for review.NOTE: At this stage, you will need to name your company and decide the service they provide or products they manufacture.For all Portfolio Milestone assignments: Although you will not earn points the weeks you submit these deliverables, they are required components of the Portfolio Project and you will lose points on your final project grade if you fail to submit these assignments as required by the end of the weeks they are due. See the Portfolio Project grading rubric on the Course Information page for details.Final Deliverable due Week 8Required Topics - Be sure to cover the following:Strategic Contribution,Personal Credibility,HR Delivery Metrics,Key Performance Measurements (KPM),Action Plan for each functional area,HR mission statement,HR vision statement and objectives.Your strategic plan should include:Title PageTable of ContentsExecutive SummaryBody of your planConclusionReference PageAppendix (optional)Submission requirements:Ten pages minimum (not including the title page, table of contents, reference page or appendix) will be needed to complete the project.Support your analysis and recommendations with 5 credible sources documented in accordance with the CSU-Global Guide to Writing and APA Requirements.
2 pages
GEN102 Ashford Week 5 Credit Bureaus and Credit Cards Balance Cases Quiz
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Which of the following organizations is one of the four main credit bureaus? Patti tries to be very mindful of her spending because she wants to ...
6 pages
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