"> (Solved) Prepare an analysis paper not to exceed TWO pages single-spaced. Please follow the Q&A format in preparing your responses…. – (Solved) Prepare an analysis paper not to exceed TWO pages single-spaced. Please follow the Q&A format in preparing your responses…. – – Transwriters

# (Solved) Prepare an analysis paper not to exceed TWO pages single-spaced. Please follow the Q&A format in preparing your responses…. –

Prepare an analysis paper not to exceed TWO pages single-spaced.
1.
A company used three different selection methods to select entry level business process
analyst: 1. Structured interviews (validity coefficient 0.62) 2. Mental Ability Test
(validity coefficient 0.54) 3. Work sample (validity coefficient 0.50). A total of 120 job
applicants were given the test and they hired 25 applicants for the position. The
intelligence test cost the company \$22 per person, the work sample test costs the
company \$40 per person, and the structured interviews cost the company \$55 per
person. The standardized score (z-score) of the 25 applicants (selected for the position)
on the intelligence test was 0.72, structured interviews 0.82, and for work sample test
0.63. The standard deviation of job performance expressed in dollars for the 25
applicants was \$8,000. Given this data, calculate the utility of the three different selection
methods and make recommendation to the company as to which one they should use for
the future. Assume that 200 applicants applied for the job instead of 120 and the
company hired 25 of the 200. What happens to the utility using these different methods?
Show your calculations as an appendix (this does not count towards the 2 pages limit).
The formula for utility is: Ns*rxy*SDy*Zx-Nt(C) where
Ns = Number of applicants selected for the position
rxy = Validity coefficient of the selection method
SD = Standard deviation of job performance expressed in dollar terms
y
Z = Average test score of those selected expressed in standardized unit (z-scores)
Nx = Total number of applicants
t
C = Cost of assessing each applicant
2.
A company sells consumer products like soaps and detergents using door-to-door sales.
That is, salesmen make calls at homes, demonstrate their products, sell and collect
payment on the spot. As the manager of the company, you are wondering the best way to
assess the performance of the salesmen. That is, how to assess, what to assess, when to
assess, who should be involved in the rating, etc. Discuss how you would implement a
performance appraisal system for the outside salespeople in terms of the above
challenges?
3. A local oil and gas company in Houston hires the following categories of employees: 1.
Petroleum Engineers at all levels (entry level, senior level, middle-management level
etc.). 2. Clerical employees (entry level only). 3. Senior management staff (both
internal and external searches are done). The company employs about 3,000 employees
in the Houston area. The company is interested in revising its compensation package to
be externally competitive. They want to conduct their own market survey of wages and
benefits paid by the competitors. Help them identify the relevant labor market
competitors, and the key areas they should focus on in designing the survey. Note that I
do not expect an actual survey but the areas they should cover in terms of whom to
survey, what to survey, and where to survey.
4. A hospital is interested in conducting ethics training for its employees (doctors
receptionists, medical assistants, etc.,). Discuss how you would go about doing the
training in terms of what should be covered, who would conduct the trai

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