[Solved] Human Resource Management HOMEWORK 5HRA549

Assignment Prompt & Instructions

SEE ATTACHED

– 2 years ago

**files (2)**

– ## GradDiscussionRubric.pdf

– ## WEEK5HRA549HOMEWORK.docx

**## GradDiscussionRubric.pdf**

TCOB Graduate Studies Discussion Rubric

Criteria No Submission

0 points

Novice
(Criterion is missing or not

in evidence)
1-13 points

Basic
(works towards meeting

expectations;
performance needs

improvement)
14-16 points

Proficient
(meets expectations;

performance is satisfactory)
17-18 points

Exemplary
(exceeds expectations;

performance is outstanding)
19-20 points

Support of
Week's Reading

No Student
Submission
(0 points)

Does not refer to the
readings to support postings

(1-13 points)

Alludes to the readings
to support postings

(14-16 points)

Refers to examples from the
readings to support postings

(17-18 points)

Provides concrete examples from
the readings to support postings;

integrates prior readings in
postings

(19-20 points)

Observations No Student
Submission
(0 points)

Does not integrate personal
observations or knowledge;

does not present new
observations
(1-13 points)

Integrates personal
observations and

knowledge in a cursory
manner; does not

present new
observations

(14-16 points)

Integrates personal
observations and knowledge
in an accurate way; presents

new observations
(17-18 points)

Integrates personal observations
and knowledge in an accurate and

highly insightful way; presents
new observations

(19-20 points)

Response to
Classmates

No Student
Submission

(0 points)

Responds in a cursory
manner to classmates’

postings
(1-13 points)

Constructively responds
to classmates’ postings

(14-16 points)

Constructively responds to
classmates’ postings; offers

insight that encourages other
students to think critically

about their own work.
(17-18 points)

Constructively responds to
classmates’ postings; masterfully
connects the material presented
in classmates’ postings to their

responses; encourages classmates
to think critically about their own

work.
(19-20 points)

Organization,
Word Choice,
and Sentence

Structure

No Student
Submission

(0 points)

Posts are disorganized and
information is not presented
in a logical sequence; word

choice and sentence
structure are not suitable

(1-13 points)

Posts are somewhat
disorganized, and
information is not

presented in a logical
sequence; word choice
and sentence structure

are not suitable
(14-16 points)

Posts are organized, and
information is presented in a

logical sequence; word
choice and sentence

structure are suitable; there
are a few errors; however,

errors do not affect
readability.

(17-18 points)

Posts are organized and
information is presented in a

logical sequence; word choice and
sentence structure are suitable;

no errors in the response.
(19-20 points)

References No Student
Submission

(0 points)

Includes no sources to
support conclusions

(1-13 points)

Includes 1 outside
source to support and
enrich the discussion;

Includes 2 or more outside
sources to support and
enrich the discussion;

sources are properly cited in

Includes 2 or more outside
sources to support and enrich the
discussion; sources are cited using

APA format; style guidelines are

TCOB Graduate Studies Discussion Rubric

sources are not properly
cited in APA format

(14-16 points)

APA format and are properly
integrated into the discussion

response
(17-18 points)

masterfully integrated into the
discussion response.

(19-20 points)

**## WEEK5HRA549HOMEWORK.docx**

Assignment discussion week 5.

Please cite the scholarly authors to read below.

Allen, J. (2013). Assessing talent when hiring.
_Smart Business Network_, September, 5.

Ahearn, K. & Keller, N. (2013). Freshen Up Your Resume: Tips & Fundamentals.
_Marketing News,_ October, 63.

Fried, J. (2014). Nice Resume, What Else You Got?
_INC.,_ May, 80.

Kemp, K. J. et al. (2013). Using One Minute Video Resumes as a Screening Tool for Sales Applicants.
_Journal of Marketing Development and Competitiveness,_ 7, 84-92.

Weber, L. (2012). Your resume vs. oblivion.
_The Wall Street Journal._ Retrieved from https://online.wsj.com/news/articles/SB10001424052970204624204577178941034941330

Tyler, K. (2014). Who you gonna call?
_HR Magazine,_ April, 85-87.

U.S. Office of Personnel Management. (n.d.).
_Biographical data (biodata) tests._ Retrieved from https://apps.opm.gov/adt/%28X%281%29S%28u3jzbq45ze3yjn55f5yogb55%29%29/Content.aspx?page=3- 03

Ajila, C.O. & Okafor, L. (2012).  Employment testing & human resource management.
_IFE PsychologIA, 20_(2), 91-98.

Baez III, H.B. (2013). Personality tests in employment selection: Use with caution.
_Cornell HR_ Review, 1-10.

Respond to each of the following situation:

Many organizations use multiple tests or assessments in their selection plan. There are essentially two approaches to evaluating candidates using multiple assessments: the multiple hurdle approach and a compensatory model.

First, passing or “cut” scores need to be set for each test or assessment. These can be set high or low, depending on whether you would rather hire:

· More people who are less qualified – with a cut score of 60% or higher, most people will probably pass the test.

· Fewer people who are more qualified – with a cut score of 90% or higher, few people will probably pass the test.

· Alpha or Beta errors are also a factor…remember last module’s Discussion Question?

In a
**multiple hurdle approach**, candidates are “knocked out” of the selection process after every given step. Say you ask candidates to take 1) an integrity test, 2) a job knowledge test, and 3) a personality test, in that order. If Candidate A fails to achieve the cut score on the integrity test (say you’ll only consider those who score at or above 85% and she scores 77%), there is no need for her to advance to the next test; she is out of consideration. If Candidate B passes the first 2 tests, but fails the personality test, he advanced further, but is still out of consideration.

In a
**compensatory model**, candidates are allowed to take all of the tests, either simultaneously or in order. No decision is made to eliminate any candidate until all tests have been taken. Often, a composite score is created, weighing and combining scores from each test. Thus if Candidate C does well on the integrity test and the job knowledge test, but poorly on the personality test, the better scores can compensate for the worse score.

Provide a concrete example of when and why you would choose to use a multiple hurdle approach or a compensatory model. How could these approaches be combined?

1B.Choose a job that you are interested in. For this assignment, you may relate it to your term project by choosing a movie theater job title, or you may choose an unrelated job. However,
**_you may not choose your own current job(s)._**

You may work with
**_one_** partner, or on your own.

Develop a test or assessment for the job. While the assessment does not have to be a written or typed test, it should not be an interview situation (interviews will be covered at length in the next module).

Start by providing:

· Job Title

· Brief Job Description

· Brief List of KSAOs (this can be presented in outline format/bullet points)

Describe your test in detail and
**_provide a minimum of 3 sample items/questions._** Be sure to:

· Describe how you will develop the test (hint – think of job analysis)

· Describe what type of test it is

· Explain when and where in the selection process it will occur and who will administer it (e.g., immediately after application vs. closer to the end of the selection process, computerized/online vs. at the jobsite, proctored vs. unproctored, HR staff vs. hiring managers, etc.). Remember to give consideration to why you made these choices

· Discuss relative costs/person hours required to administer it and how this relates to the utility of the test

· Discuss how you will address and balance any issues related to reliability, validity, applicant perceptions, fake-ability, utility, and adverse impact

Expect to take about 3-4 pages (double-spaced, 12-point font) to complete this assignment. Your work will be graded on content, clarity, creativity, correctness, and, above all, critical thinking per the
HRA Written Assignment Rubric.

·

**## WEEK5HRA549HOMEWORK.docx**

Assignment discussion week 5.

Please cite the scholarly authors to read below.

Allen, J. (2013). Assessing talent when hiring.
_Smart Business Network_, September, 5.

Ahearn, K. & Keller, N. (2013). Freshen Up Your Resume: Tips & Fundamentals.
_Marketing News,_ October, 63.

Fried, J. (2014). Nice Resume, What Else You Got?
_INC.,_ May, 80.

Kemp, K. J. et al. (2013). Using One Minute Video Resumes as a Screening Tool for Sales Applicants.
_Journal of Marketing Development and Competitiveness,_ 7, 84-92.

Weber, L. (2012). Your resume vs. oblivion.
_The Wall Street Journal._ Retrieved from https://online.wsj.com/news/articles/SB10001424052970204624204577178941034941330

Tyler, K. (2014). Who you gonna call?
_HR Magazine,_ April, 85-87.

U.S. Office of Personnel Management. (n.d.).
_Biographical data (biodata) tests._ Retrieved from https://apps.opm.gov/adt/%28X%281%29S%28u3jzbq45ze3yjn55f5yogb55%29%29/Content.aspx?page=3- 03

Ajila, C.O. & Okafor, L. (2012).  Employment testing & human resource management.
_IFE PsychologIA, 20_(2), 91-98.

Baez III, H.B. (2013). Personality tests in employment selection: Use with caution.
_Cornell HR_ Review, 1-10.

Respond to each of the following situation:

Many organizations use multiple tests or assessments in their selection plan. There are essentially two approaches to evaluating candidates using multiple assessments: the multiple hurdle approach and a compensatory model.

First, passing or “cut” scores need to be set for each test or assessment. These can be set high or low, depending on whether you would rather hire:

· More people who are less qualified – with a cut score of 60% or higher, most people will probably pass the test.

· Fewer people who are more qualified – with a cut score of 90% or higher, few people will probably pass the test.

· Alpha or Beta errors are also a factor…remember last module’s Discussion Question?

In a
**multiple hurdle approach**, candidates are “knocked out” of the selection process after every given step. Say you ask candidates to take 1) an integrity test, 2) a job knowledge test, and 3) a personality test, in that order. If Candidate A fails to achieve the cut score on the integrity test (say you’ll only consider those who score at or above 85% and she scores 77%), there is no need for her to advance to the next test; she is out of consideration. If Candidate B passes the first 2 tests, but fails the personality test, he advanced further, but is still out of consideration.

In a
**compensatory model**, candidates are allowed to take all of the tests, either simultaneously or in order. No decision is made to eliminate any candidate until all tests have been taken. Often, a composite score is created, weighing and combining scores from each test. Thus if Candidate C does well on the integrity test and the job knowledge test, but poorly on the personality test, the better scores can compensate for the worse score.

Provide a concrete example of when and why you would choose to use a multiple hurdle approach or a compensatory model. How could these approaches be combined?

1B.Choose a job that you are interested in. For this assignment, you may relate it to your term project by choosing a movie theater job title, or you may choose an unrelated job. However,
**_you may not choose your own current job(s)._**

You may work with
**_one_** partner, or on your own.

Develop a test or assessment for the job. While the assessment does not have to be a written or typed test, it should not be an interview situation (interviews will be covered at length in the next module).

Start by providing:

· Job Title

· Brief Job Description

· Brief List of KSAOs (this can be presented in outline format/bullet points)

Describe your test in detail and
**_provide a minimum of 3 sample items/questions._** Be sure to:

· Describe how you will develop the test (hint – think of job analysis)

· Describe what type of test it is

· Explain when and where in the selection process it will occur and who will administer it (e.g., immediately after application vs. closer to the end of the selection process, computerized/online vs. at the jobsite, proctored vs. unproctored, HR staff vs. hiring managers, etc.). Remember to give consideration to why you made these choices

· Discuss relative costs/person hours required to administer it and how this relates to the utility of the test

· Discuss how you will address and balance any issues related to reliability, validity, applicant perceptions, fake-ability, utility, and adverse impact

Expect to take about 3-4 pages (double-spaced, 12-point font) to complete this assignment. Your work will be graded on content, clarity, creativity, correctness, and, above all, critical thinking per the
HRA Written Assignment Rubric.

·

**## GradDiscussionRubric.pdf**

TCOB Graduate Studies Discussion Rubric

Criteria No Submission

0 points

Novice
(Criterion is missing or not

in evidence)
1-13 points

Basic
(works towards meeting

expectations;
performance needs

improvement)
14-16 points

Proficient
(meets expectations;

performance is satisfactory)
17-18 points

Exemplary
(exceeds expectations;

performance is outstanding)
19-20 points

Support of
Week's Reading

No Student
Submission
(0 points)

Does not refer to the
readings to support postings

(1-13 points)

Alludes to the readings
to support postings

(14-16 points)

Refers to examples from the
readings to support postings

(17-18 points)

Provides concrete examples from
the readings to support postings;

integrates prior readings in
postings

(19-20 points)

Observations No Student
Submission
(0 points)

Does not integrate personal
observations or knowledge;

does not present new
observations
(1-13 points)

Integrates personal
observations and

knowledge in a cursory
manner; does not

present new
observations

(14-16 points)

Integrates personal
observations and knowledge
in an accurate way; presents

new observations
(17-18 points)

Integrates personal observations
and knowledge in an accurate and

highly insightful way; presents
new observations

(19-20 points)

Response to
Classmates

No Student
Submission

(0 points)

Responds in a cursory
manner to classmates’

postings
(1-13 points)

Constructively responds
to classmates’ postings

(14-16 points)

Constructively responds to
classmates’ postings; offers

insight that encourages other
students to think critically

about their own work.
(17-18 points)

Constructively responds to
classmates’ postings; masterfully
connects the material presented
in classmates’ postings to their

responses; encourages classmates
to think critically about their own

work.
(19-20 points)

Organization,
Word Choice,
and Sentence

Structure

No Student
Submission

(0 points)

Posts are disorganized and
information is not presented
in a logical sequence; word

choice and sentence
structure are not suitable

(1-13 points)

Posts are somewhat
disorganized, and
information is not

presented in a logical
sequence; word choice
and sentence structure

are not suitable
(14-16 points)

Posts are organized, and
information is presented in a

logical sequence; word
choice and sentence

structure are suitable; there
are a few errors; however,

errors do not affect
readability.

(17-18 points)

Posts are organized and
information is presented in a

logical sequence; word choice and
sentence structure are suitable;

no errors in the response.
(19-20 points)

References No Student
Submission

(0 points)

Includes no sources to
support conclusions

(1-13 points)

Includes 1 outside
source to support and
enrich the discussion;

Includes 2 or more outside
sources to support and
enrich the discussion;

sources are properly cited in

Includes 2 or more outside
sources to support and enrich the
discussion; sources are cited using

APA format; style guidelines are

TCOB Graduate Studies Discussion Rubric

sources are not properly
cited in APA format

(14-16 points)

APA format and are properly
integrated into the discussion

response
(17-18 points)

masterfully integrated into the
discussion response.

(19-20 points)

**## WEEK5HRA549HOMEWORK.docx**

Assignment discussion week 5.

Please cite the scholarly authors to read below.

Allen, J. (2013). Assessing talent when hiring.
_Smart Business Network_, September, 5.

Ahearn, K. & Keller, N. (2013). Freshen Up Your Resume: Tips & Fundamentals.
_Marketing News,_ October, 63.

Fried, J. (2014). Nice Resume, What Else You Got?
_INC.,_ May, 80.

Kemp, K. J. et al. (2013). Using One Minute Video Resumes as a Screening Tool for Sales Applicants.
_Journal of Marketing Development and Competitiveness,_ 7, 84-92.

Weber, L. (2012). Your resume vs. oblivion.
_The Wall Street Journal._ Retrieved from https://online.wsj.com/news/articles/SB10001424052970204624204577178941034941330

Tyler, K. (2014). Who you gonna call?
_HR Magazine,_ April, 85-87.

U.S. Office of Personnel Management. (n.d.).
_Biographical data (biodata) tests._ Retrieved from https://apps.opm.gov/adt/%28X%281%29S%28u3jzbq45ze3yjn55f5yogb55%29%29/Content.aspx?page=3- 03

Ajila, C.O. & Okafor, L. (2012).  Employment testing & human resource management.
_IFE PsychologIA, 20_(2), 91-98.

Baez III, H.B. (2013). Personality tests in employment selection: Use with caution.
_Cornell HR_ Review, 1-10.

Respond to each of the following situation:

Many organizations use multiple tests or assessments in their selection plan. There are essentially two approaches to evaluating candidates using multiple assessments: the multiple hurdle approach and a compensatory model.

First, passing or “cut” scores need to be set for each test or assessment. These can be set high or low, depending on whether you would rather hire:

· More people who are less qualified – with a cut score of 60% or higher, most people will probably pass the test.

· Fewer people who are more qualified – with a cut score of 90% or higher, few people will probably pass the test.

· Alpha or Beta errors are also a factor…remember last module’s Discussion Question?

In a
**multiple hurdle approach**, candidates are “knocked out” of the selection process after every given step. Say you ask candidates to take 1) an integrity test, 2) a job knowledge test, and 3) a personality test, in that order. If Candidate A fails to achieve the cut score on the integrity test (say you’ll only consider those who score at or above 85% and she scores 77%), there is no need for her to advance to the next test; she is out of consideration. If Candidate B passes the first 2 tests, but fails the personality test, he advanced further, but is still out of consideration.

In a
**compensatory model**, candidates are allowed to take all of the tests, either simultaneously or in order. No decision is made to eliminate any candidate until all tests have been taken. Often, a composite score is created, weighing and combining scores from each test. Thus if Candidate C does well on the integrity test and the job knowledge test, but poorly on the personality test, the better scores can compensate for the worse score.

Provide a concrete example of when and why you would choose to use a multiple hurdle approach or a compensatory model. How could these approaches be combined?

1B.Choose a job that you are interested in. For this assignment, you may relate it to your term project by choosing a movie theater job title, or you may choose an unrelated job. However,
**_you may not choose your own current job(s)._**

You may work with
**_one_** partner, or on your own.

Develop a test or assessment for the job. While the assessment does not have to be a written or typed test, it should not be an interview situation (interviews will be covered at length in the next module).

Start by providing:

· Job Title

· Brief Job Description

· Brief List of KSAOs (this can be presented in outline format/bullet points)

Describe your test in detail and
**_provide a minimum of 3 sample items/questions._** Be sure to:

· Describe how you will develop the test (hint – think of job analysis)

· Describe what type of test it is

· Explain when and where in the selection process it will occur and who will administer it (e.g., immediately after application vs. closer to the end of the selection process, computerized/online vs. at the jobsite, proctored vs. unproctored, HR staff vs. hiring managers, etc.). Remember to give consideration to why you made these choices

· Discuss relative costs/person hours required to administer it and how this relates to the utility of the test

· Discuss how you will address and balance any issues related to reliability, validity, applicant perceptions, fake-ability, utility, and adverse impact

Expect to take about 3-4 pages (double-spaced, 12-point font) to complete this assignment. Your work will be graded on content, clarity, creativity, correctness, and, above all, critical thinking per the
HRA Written Assignment Rubric.

·

**## GradDiscussionRubric.pdf**

TCOB Graduate Studies Discussion Rubric

Criteria No Submission

0 points

Novice
(Criterion is missing or not

in evidence)
1-13 points

Basic
(works towards meeting

expectations;
performance needs

improvement)
14-16 points

Proficient
(meets expectations;

performance is satisfactory)
17-18 points

Exemplary
(exceeds expectations;

performance is outstanding)
19-20 points

Support of
Week's Reading

No Student
Submission
(0 points)

Does not refer to the
readings to support postings

(1-13 points)

Alludes to the readings
to support postings

(14-16 points)

Refers to examples from the
readings to support postings

(17-18 points)

Provides concrete examples from
the readings to support postings;

integrates prior readings in
postings

(19-20 points)

Observations No Student
Submission
(0 points)

Does not integrate personal
observations or knowledge;

does not present new
observations
(1-13 points)

Integrates personal
observations and

knowledge in a cursory
manner; does not

present new
observations

(14-16 points)

Integrates personal
observations and knowledge
in an accurate way; presents

new observations
(17-18 points)

Integrates personal observations
and knowledge in an accurate and

highly insightful way; presents
new observations

(19-20 points)

Response to
Classmates

No Student
Submission

(0 points)

Responds in a cursory
manner to classmates’

postings
(1-13 points)

Constructively responds
to classmates’ postings

(14-16 points)

Constructively responds to
classmates’ postings; offers

insight that encourages other
students to think critically

about their own work.
(17-18 points)

Constructively responds to
classmates’ postings; masterfully
connects the material presented
in classmates’ postings to their

responses; encourages classmates
to think critically about their own

work.
(19-20 points)

Organization,
Word Choice,
and Sentence

Structure

No Student
Submission

(0 points)

Posts are disorganized and
information is not presented
in a logical sequence; word

choice and sentence
structure are not suitable

(1-13 points)

Posts are somewhat
disorganized, and
information is not

presented in a logical
sequence; word choice
and sentence structure

are not suitable
(14-16 points)

Posts are organized, and
information is presented in a

logical sequence; word
choice and sentence

structure are suitable; there
are a few errors; however,

errors do not affect
readability.

(17-18 points)

Posts are organized and
information is presented in a

logical sequence; word choice and
sentence structure are suitable;

no errors in the response.
(19-20 points)

References No Student
Submission

(0 points)

Includes no sources to
support conclusions

(1-13 points)

Includes 1 outside
source to support and
enrich the discussion;

Includes 2 or more outside
sources to support and
enrich the discussion;

sources are properly cited in

Includes 2 or more outside
sources to support and enrich the
discussion; sources are cited using

APA format; style guidelines are

TCOB Graduate Studies Discussion Rubric

sources are not properly
cited in APA format

(14-16 points)

APA format and are properly
integrated into the discussion

response
(17-18 points)

masterfully integrated into the
discussion response.

(19-20 points)

**## WEEK5HRA549HOMEWORK.docx**

Assignment discussion week 5.

Please cite the scholarly authors to read below.

Allen, J. (2013). Assessing talent when hiring.
_Smart Business Network_, September, 5.

Ahearn, K. & Keller, N. (2013). Freshen Up Your Resume: Tips & Fundamentals.
_Marketing News,_ October, 63.

Fried, J. (2014). Nice Resume, What Else You Got?
_INC.,_ May, 80.

Kemp, K. J. et al. (2013). Using One Minute Video Resumes as a Screening Tool for Sales Applicants.
_Journal of Marketing Development and Competitiveness,_ 7, 84-92.

Weber, L. (2012). Your resume vs. oblivion.
_The Wall Street Journal._ Retrieved from https://online.wsj.com/news/articles/SB10001424052970204624204577178941034941330

Tyler, K. (2014). Who you gonna call?
_HR Magazine,_ April, 85-87.

U.S. Office of Personnel Management. (n.d.).
_Biographical data (biodata) tests._ Retrieved from https://apps.opm.gov/adt/%28X%281%29S%28u3jzbq45ze3yjn55f5yogb55%29%29/Content.aspx?page=3- 03

Ajila, C.O. & Okafor, L. (2012).  Employment testing & human resource management.
_IFE PsychologIA, 20_(2), 91-98.

Baez III, H.B. (2013). Personality tests in employment selection: Use with caution.
_Cornell HR_ Review, 1-10.

Respond to each of the following situation:

Many organizations use multiple tests or assessments in their selection plan. There are essentially two approaches to evaluating candidates using multiple assessments: the multiple hurdle approach and a compensatory model.

First, passing or “cut” scores need to be set for each test or assessment. These can be set high or low, depending on whether you would rather hire:

· More people who are less qualified – with a cut score of 60% or higher, most people will probably pass the test.

· Fewer people who are more qualified – with a cut score of 90% or higher, few people will probably pass the test.

· Alpha or Beta errors are also a factor…remember last module’s Discussion Question?

In a
**multiple hurdle approach**, candidates are “knocked out” of the selection process after every given step. Say you ask candidates to take 1) an integrity test, 2) a job knowledge test, and 3) a personality test, in that order. If Candidate A fails to achieve the cut score on the integrity test (say you’ll only consider those who score at or above 85% and she scores 77%), there is no need for her to advance to the next test; she is out of consideration. If Candidate B passes the first 2 tests, but fails the personality test, he advanced further, but is still out of consideration.

In a
**compensatory model**, candidates are allowed to take all of the tests, either simultaneously or in order. No decision is made to eliminate any candidate until all tests have been taken. Often, a composite score is created, weighing and combining scores from each test. Thus if Candidate C does well on the integrity test and the job knowledge test, but poorly on the personality test, the better scores can compensate for the worse score.

Provide a concrete example of when and why you would choose to use a multiple hurdle approach or a compensatory model. How could these approaches be combined?

1B.Choose a job that you are interested in. For this assignment, you may relate it to your term project by choosing a movie theater job title, or you may choose an unrelated job. However,
**_you may not choose your own current job(s)._**

You may work with
**_one_** partner, or on your own.

Develop a test or assessment for the job. While the assessment does not have to be a written or typed test, it should not be an interview situation (interviews will be covered at length in the next module).

Start by providing:

· Job Title

· Brief Job Description

· Brief List of KSAOs (this can be presented in outline format/bullet points)

Describe your test in detail and
**_provide a minimum of 3 sample items/questions._** Be sure to:

· Describe how you will develop the test (hint – think of job analysis)

· Describe what type of test it is

· Explain when and where in the selection process it will occur and who will administer it (e.g., immediately after application vs. closer to the end of the selection process, computerized/online vs. at the jobsite, proctored vs. unproctored, HR staff vs. hiring managers, etc.). Remember to give consideration to why you made these choices

· Discuss relative costs/person hours required to administer it and how this relates to the utility of the test

· Discuss how you will address and balance any issues related to reliability, validity, applicant perceptions, fake-ability, utility, and adverse impact

Expect to take about 3-4 pages (double-spaced, 12-point font) to complete this assignment. Your work will be graded on content, clarity, creativity, correctness, and, above all, critical thinking per the
HRA Written Assignment Rubric.

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