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Current predictors used in the selection system for Casting Operators:

Casting Operators are currently selected using an application review and an unstructured interview.  (Please refer to Part 1 for detailed descriptions of each of these predictors).

Suppose that you are asked to conduct a criterion-related validity study to see how valid the unstructured interview is in predicting Job Performance/Work Quality, as well as the other criteria of Safety, Absenteeism and Turnover.  Note:  IDI will need to continue the application review to make sure that applicants meet minimum qualifications for the job.

As we discussed in class, you first need to establish reliability of a predictor before examining validity.  Assume that you calculate the reliability of the unstructured interview. Your results are below:

  Test-Retest Internal Consistency Inter-rater
Unstructured Interview n/a n/a 55%

Next, you conduct a criterion-related validity study to see the extent to which the unstructured interview predicts the outcomes important to the organization.  The organization, as mentioned previously, has limited criterion data. But you are able to use data on quality and performance from archival records, as well as the number of recordable cases (OSHA logs), absenteeism, and turnover data.  Using these criteria, you find the following validity coefficients:

  Job Performance/Work Quality Safety (Number of Recordable Cases) Absenteeism Turnover
Unstructured Interview rxy=.07, p=.45 rxy=-.15, p=<.05 rxy=-.11, p=.37 rxy=-.20, p<.05

New predictors to be considered for Casting Operator selection: 

IDI Mobile is interested in improving employee selection and is considering the use of new predictors.  Some of these predictors (general personality test, numerical ability test, verbal ability test, physical ability test) are available through third parties (consultants).  The consultants are able to generalize the validity of these predictors to the IDI Casting Operator job.  Other predictors (conscientiousness personality test, job knowledge test) have already been tested in the IDI company. IDI also created a work sample test for Casting Operator and needs to determine the validity of the work sample in predicting criteria. 

The table below shows the validity evidence for the general personality test, numerical ability test, verbal ability test, and physical ability test from XYZ Consulting firm.  These validity coefficients can be generalized to the IDI job; the manufacturing jobs on which these estimates are based are substantially similar to the Casting Operator job at IDI.  Please assume that reliability for these predictors meets or exceeds suggested levels. 

  Job Performance/Work Quality Safety (Number of Recordable Cases) Absenteeism Turnover
General Personality Test rxy=25, p<.05 rxy=-.38, p<.01 rxy=-.22, p<.05 rxy=-.18, p<.05
Numerical Ability Test rxy=.41, p<.01 rxy=-.11, p=.21 rxy=-.11, p=.37 rxy=-.13, p=.20
Verbal Ability Test rxy=.32, p<.05 rxy=-.19, p<.05 rxy=-.01, p=.37 rxy=-.06, p<.07
Physical Ability Test rxy=.29, p<.01 rxy=-.08, p<.10 rxy=-.19, p<.05 rxy=-.21, p<.01

The next table demonstrates the validity evidence for the conscientiousness personality test and the job knowledge test.  These tests were developed by the corporate IDI Human Resources department with the assistance of external consultants.  Their validity coefficients were obtained through the use of a concurrent criterion-related validation study conducted over time with operators within IDI (multiple facilities).  Please assume that reliability for these predictors meets or exceeds suggested levels. 

  Job Performance/Work Quality Safety (Number of Recordable Cases) Absenteeism Turnover
Conscientiousness Personality Test rxy=.34, p<.01 rxy=-.33, p<.01 rxy=-.30, p<.05 rxy=-.31, p<.05
Job Knowledge Test rxy=.40, p<.01 rxy=-.15, p<.05 rxy=-.18, p<.05 rxy=-.17, p<.10

As previously mentioned, IDI created a work sample. Data have been collected over time from current operators across IDI facilities.  Please see the Excel spreadsheet “Casting Work Sample Validation Study Data” to see the data collected during this concurrent criterion-related validation study.  We need to examine if the work sample has adequate reliability and validity to be used as a selection tool for selecting future Casting Operators.   

Part 2 Project Questions (25 points)

Please answer each question by number.  Use complete sentences and show all work.  Be sure to fully support/justify your responses.  I encourage you to use outside sources for this project; however, you must cite these outside sources using MLA, APA, or other accepted style. Please note that all work must be completed independently; do not work on this case together.

  1. Discuss whether the reliability estimate for the current predictor  – the unstructured interview – meets minimum acceptable requirements (see page 1) and describe in layperson’s terms what the reliability estimate is suggesting. 
  • Discuss which outcomes the unstructured interview predicts based on statistical significance.  For the statistically significant outcomes, discuss whether the results are practically significant (how strong are the relationships).
  • Calculate the test-retest reliability of the work sample (using data from “Casting Work Sample Validation Study Data”) and indicate whether or not it meets the appropriate level of reliability for use as a selection tool. 
  • Calculate the validity coefficients for the work sample (at time 1) and each of the criteria and note your results in the table below.  I have indicated whether or not the validity coefficient is statistically significant; for those that are statistically significant, discuss which are practically significant. Note:  No employees left the organization during the validation period; therefore, turnover statistics cannot be determined.
  Job Performance/ Work Quality Safety (Number of Recordable Cases) Absenteeism Turnover
Revised Work Sample rxy= _____, p<.01 rxy= _____, p=.31 rxy= _____, p=.06 N/A
  • Review the job description and the reliability and validity information above.  Assume, due to budget constraints, that you can choose only 3 predictors for selecting Casting Operators.  Which 3 will you choose and why?  Note:  You may consider the original predictor (unstructured interview) as well as the proposed predictors (general personality test, numerical ability test, verbal ability test, physical ability test, conscientiousness personality test, job knowledge test, work sample), but please assume that the application review will be continued; do not consider the application review as one of the 3 predictors you choose. Also, you may assume that the predictors are not substantially correlated with each other. 

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