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.
·