1. How does a broader definition of selection influence the way an organization manages its human resource management system? Additionally, thinking of the employee life cycle, what is the interaction among selection, recruitment, compensation, and training? 2. Why is reliability important in human resource selection? Why are there so many different ways to estimate reliability? Furthermore, what implications does poor reliability have for the validity of selection measures? 3. A simple math test (addition, subtraction, multiplication, and division) is used for screening applicants for cashier's jobs at the local grocery store. How would you set a cutoff score for such a test? What legal and psychometric issues should be considered when setting cutoff scores for selection? 4. Should an organization keep detailed records of its human resource management practices (selection procedures, performance appraisal procedures, etc.) if they have not been validated? Discuss the trade-offs involved. 5. Why does a structured interview yield better results than an unstructured interview for making selection decisions? Furthermore, what should be the role of the selection interview in a contemporary selection program? 6. Summarize the validity evidence for using assessment centers in selection. Do they work as they were intended to work? Why or why not? What suggestions would you have for an organization that wanted to implement an assessment center as part of a new selection program? 7. Provide an example of a critical incident. Explain how your example conforms to the criteria of a "well-written" incident. 
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