assignment which are connected. Each discussion must be answered separately with 3-4 paragraphs each with APA citations in each paragraph

Discussion 1 Overview: Predictor Selection and Associated Criterion Measures

An array of considerations must be made in identifying predictors for use as part of a selection process. While professional judgment plays a role, there should be sound empirical, logical, and theoretical evidence for the use of a predictor. A comprehensive knowledge of the job demands, desired outcome levels, and related empirical research collectively can provide such a rationale for selecting and using predictors. Once a predictor is identified, it is necessary to directly observe its relationship with one or more criterion measures of work related activities, behaviors, and performance. Consider how sales organizations may use employee-performance predictors to find suitable candidates for employment (Society for Industrial and Organizational Psychology, Inc., 2003).

Discussion Part 1-

Give descriptions of two predictors used in personnel selection to estimate performance of an employee in sales. Explain how you might validate each predictor and which criterion measure(s) you might use. Provide concrete examples and citations from the Learning Resources and current literature to support your post.

Discussion 2 Overview: Predictor Effectiveness in Criterion Measure Estimation

After a potential predictor of employee performance is identified, it is necessary to observe its relationship with one or more criterion measure(s) of work related behaviors and/or performance. The criterion measures selected for employee performance predictors usually align with job-related tasks, behaviors, and outcomes. Depending on the specificity of the criterion, an in-depth analysis of the job may or may not be needed. How relevant are organizational factors such as turnover and absenteeism? How relevant is an employee’s personality or credit history? The criterion should dictate what you are measuring. Criterion measures should be selected based on job relevance, the relationship with chosen employee performance predictors, stability, and alignment with organizational outcomes (Society for Industrial and Organizational Psychology, Inc., 2003).

For this Discussion, select two employee performance predictors described in Learning Resources and current literature. Consider how each may or may not be effective in predicting sales performance.

Discussion Part 2 –

Give descriptions of the two predictors you selected. Explain which might be the most and least effective predictors of sales performance as a criterion measure. Provide concrete examples and citations from the Learning Resources and current literature to justify your post.

Possible Resources

• Arthur, W., Jr., & Villado, A. J. (2008). The importance of distinguishing between constructs and methods when comparing predictors in personnel selection research and practice. Journal of Applied Psychology, 93(2), 435–442.
• Bartram, D. (2005). The great eight competencies: A criterion-centric approach to validation. Journal of Applied Psychology, 90(6), 1185–1203.
• Drasgow, F., Whetzel, D. L., & Oppler, S. H. (2007). Strategies for test validation and refinement. In D. L.Whetzel & G. R. Wheaton (Eds.), Applied measurement: Industrial psychology in human resources management (pp. 349–384). Malwah, NJ: Lawrence Erlbaum Associates.
• Keil, C. T., & Cortina, J. M. (2001). Degradation of validity over time: A test and extension of Ackerman’s model. Psychological Bulletin, 127(5), 673–697.
• Landon, T. E., & Arvey, R. D. (2007). Ratings of test fairness by human resource professionals. International Journal of Selection and Assessment, 15(2), 185–196.
• Society for Industrial and Organizational Psychology (2003). Principles for the Validation and Use of Personnel Selection Procedures (4th ed). Retrieved from: http://www.siop.org/_principles/principles.pdf
• Schmitt, N., Cortina, J. M., Ingerick, M. J., & Wiechmann, D. (2003). Personnel selection and employee performance. In W. C. Borman, D. R. Ilgen, R. J. Klimoski, & I. B. Weiner (Eds.), Handbookof psychology: Vol. 12. Industrial and organizational psychology (pp. 77–105). Hoboken, NJ: John Wiley & Sons, Inc.
  Copyright 2004 by JOHN WILEY & SONS – BOOKS. Reprinted by permission of JOHN WILEY & SONS – BOOKS via the Copyright Clearance Center.

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