We can work on Staffing system

Imagine and describe a staffing system for a job in which there was no measurement used.
Describe how you might go about determining scores for applicants’ responses to: a. interview questions, b. letters of recommendation, and c. question about previous work experience.
Give examples of when you would want the following for a written job knowledge test: 1. a low coefficient alpha (e.g., alpha = .35), and b. a low test-retest reliability.
Assume you gave a general ability test, measuring both verbal and computational skills, to a group of applicants for a specific job. Also assume that because of severe hiring pressures, you hired all of the applicants, regardless of their test scores. How would you investigate the criterion-related validity of the test?
Using the same example as in question four, how would you go about investigating the content validity of the test?
What information does a selection decision-maker need to collect in making staffing decisions? What are the ways in which this information can be collected?

find the cost of your paper
facebookShare on Facebook

TwitterTweet

FollowFollow us

Sample Answer

 

 

 

 

 

Imagining a Staffing System with No Measurement

Imagine a small, family-owned artisanal bakery that needs to hire a new Baker’s Assistant. In this hypothetical scenario, there are no formal, systematic measurements used in the staffing process.

Description of the No-Measurement Staffing System:

When a vacancy arises, the owner (who is also the head baker) simply relies on personal connections and gut feeling.

  • Sourcing: The owner might put up a “Help Wanted” sign in the bakery window, or more likely, simply mention to friends and existing employees that they’re looking for someone. Referrals from trusted sources (family, long-time customers, current employees) are the primary

Full Answer Section

 

 

 

 

 

  • Screening: There’s no formal application form, resume review, or initial screening calls. Candidates simply show up or are brought in by a referrer. The owner might have a brief, informal chat over coffee.
  • Interviewing: The “interview” is an unstructured conversation. The owner might ask about a candidate’s availability, whether they “like baking,” or if they “seem reliable.” There are no pre-set questions, no scoring rubrics, and no comparisons against other candidates. It’s purely based on the owner’s subjective impression during the chat.
  • Assessment (Informal): There’s no skills test, no personality assessment, and no background checks. The owner might offer a “trial day” where the candidate shadows an existing baker, and the owner observes their general demeanor, how they interact with others, and if they seem “eager to learn.” This observation is qualitative and undocumented.
  • Decision-Making: The decision is made entirely on a whim or a strong gut feeling. “I liked their vibe,” or “My cousin said they’re a good kid,” are common decision drivers. There’s no comparison of qualifications, no objective criteria, and no documentation of why one person was chosen over another.
  • Onboarding/Training: Training is entirely ad-hoc and informal, relying on existing bakers to “show them the ropes.” There’s no formal curriculum or progress tracking.

Consequences of this No-Measurement System:

  • High Variability: Hiring success is entirely random, depending on the owner’s intuition on a given day.
  • Bias: Susceptible to personal biases (e.g., hiring someone who reminds the owner of themselves, or someone from a particular social group).
  • Poor Fit: Likely to result in hires who lack the necessary skills, motivation, or fit for the demanding work of a baker.
  • High Turnover: Dissatisfied employees and employers leading to frequent departures.
  • Inefficiency: Time wasted on poorly performing hires, repeated training, and constant rehiring.
  • Lack of Legal Defensibility: No documentation to defend hiring decisions if challenged.

2. Determining Scores for Applicant Responses

If I were tasked with bringing some measurement to the bakery’s staffing process, here’s how I might go about determining scores for applicant responses:

This question has been answered.

Get Answer

Is this question part of your Assignment?

We can help

Our aim is to help you get A+ grades on your Coursework.

We handle assignments in a multiplicity of subject areas including Admission Essays, General Essays, Case Studies, Coursework, Dissertations, Editing, Research Papers, and Research proposals

Header Button Label: Get Started NowGet Started Header Button Label: View writing samplesView writing samples

Custom Written Work

Guaranteed on Time

Achieve the Grade You ordered