Assignment Prompt & Instructions
SEE ATTACHED
– 2 years ago
**files (2)**
– ## GradDiscussionRubric.pdf
– ## Week5Responsehra549.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)
**## Week5Responsehra549.docx**
**Please respond to the 2 peers using the 3 questions below. Cite scholarly author.**
·
**What are the disadvantages of your peers' examples?**
·
**How strong were your peers' ideas for combining the two approaches?**
·
**What else could you suggest to strengthen your peers' responses?**
**1SO.**
The multiple hurdle approach is sometimes called the “multiple cutoff” or “funnel method.” This approach involves the administration of decision-making tools sequentially, with the elimination of candidates at each stage who do not score at a satisfactory level. In my opinion, the multiple hurdle approach can really put potentially good employees at a disadvantage. Some can take these assessment tests with ease. Yet, according to (OPM. 2018), “Some applicants who excel at written tests may be too nervous to do well in interviews, while others who suffer from test anxiety may be very impressive in an interview process.
However, the multiple hurdle approach is considered the least expensive assessment and is used to pare down the applicant pool when there are many candidates. (OPM. 2018). In my opinion, this assessment is comparable to type 1 error (Alpha), Reflecting when a judgment call is questionable after the fact. The probability of making a type 1 error is the level of significance set for the hypothesis test. An A of 0.05 indicates that some employers are willing to accept a 5% chance that you are wrong when you reject the null hypothesis. To lower this risk, the power must use a lower value. However, using a lower value for alpha means that it is less likely to detect an actual difference if one really exists (Minitab, 201I8). The company may save money by using this process. Hence, there is a chance of letting the wrong applicants go.
Both assessments have their place, but I find the compensatory model approach particularly appealing. Despite its higher cost, this approach, which is only given to a few individuals at a time, offers a fairer assessment process. The compensatory approach gives applicants a greater chance of being hired. The scores of all assessment tools are combined to give each applicant a composite score. Under this system, an applicant is less likely to be eliminated based on the results of a single assessment tool, and comparisons can be made among the composite results of all applicants (Chron,2018).
Lastly, companies use all the different assessment tests to seek qualified candidates, which I am sure has been effective. I think the old-fashioned way of hiring an individual is the most efficient way to weed out the most qualified candidates, even if the person has no skills in the area that they are applying for. However, I possess the enthusiasm and aggressiveness that it would take to do the job well, with a personality that is aligned with the staff. This individual can be successful in the organization, as well as a welcome asset to the company. “One of the more traditional selection methods is to make choices based on knowledge, skills, and abilities or KSAs. This selection method begins with job analysis. The human resources department analyzes each job and creates a job specification that lists all required knowledge, skills, and abilities needed to perform the job (Chron,2018).
Reference
OPM.gov (2018) Assessment & Selection Designing an Assessment Strategy, Retrieved From, https://www.opm.gov/policy-data-oversight/assessment-and-selection/assessment-strategy/
Minitab (2018) What Are Type 1 and Type 2 Errors, Retrieved From, https://support.minitab.com/en-us/minitab/18/help-and-how-to/statistics/basic-statistics/supporting-topics/basics/type-i-and-type-ii-error/
Redman, B., Chron, (2018). Selection Strategies for HR Retrieved From,
[https://smallbusiness.chron.com/selection-strategies-hr-30795.html](https://smallbusiness.chron.com/selection-strategies-hr-30795.html)
**2EE.** Companies and organizations use two main approaches when it comes to evaluating candidates including the multiple hurdle approach and a compensatory model. The multiple hurdle method is “a recruitment selection structure in which a chain of hurdles is established which the candidate must get through to move on to the next step of the selection process (Multiple hurdle method: When to use?).” This method is used when there is a large number of applicants for only a few openings, testing them all is too expensive and takes too much time. The compensatory model… “combines scores on two testing tools in such a way that high performance on one tool will balance lesser performance on the other tool and vice-versa. The two scores are averaged, or combined, using an appropriate weighted average that can be based on the results of a job analysis study (2023).”
An example of when you would use a multiple hurdle approach is when hiring a corporate lawyer. They’re… “lawyers who work for a single organization. They advise the organization’s executives about legal issues related to its business activities, such as patents, contracts with other companies, taxes, and collective-bargaining agreements with unions (Lawyers, 2024).” The job is considered high stakes, so the multiple-hurdle approach works. The possible assessments include an integrity test, a knowledge test, and a behavioral assessment. Corporate lawyers handle delicate legal and financial issues (2022). Candidates need to pass a test assessing their integrity. To reduce the possibility of unethical activity or any conflicts of interest, those who fail or have a score below 85% are taken out of the running for the position (2022). After passing the integrity test, candidates are asked to take a legal knowledge test that covers compliance guidelines, contracts, and corporate law. A candidate is removed from consideration if they do not possess the needed legal knowledge. After completing the first two assessments candidates will be assessed on their ability to manage high-pressure negotiations, communicate with executives, and offer strategic legal advice through a behavioral test (2022). Candidates who don't have a sufficient score are also removed. This approach helps companies pick the best candidate for a high-stakes job.
An example of when you would use a compensatory model is when hiring a human resource assistant. A human resource assistant…” Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, number of sales or production, supervisory reports, and date of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons (Human Resources Assistants, 2020).” The possible assessments include a typing test, situational test, and overall interview. The typing test will evaluate the accuracy and speed with which HR documents and records are handled (Pre-employment assessment, 2023). The situational test assesses decision-making in typical HR situations, like answering benefit-related questions from employees or settling small disputes at work (Pre-employment assessment, 2023). Lastly, the interview helps to evaluate professionalism, communication skills, and the ability to manage sensitive data (Pre-employment assessment, 2023). The compensatory model allows a candidate to make up for slower typing if they have outstanding communication and HR knowledge. This model is best for the human resources assistant where all skills determine success in the job.
In a hybrid approach using both the multiple hurdle approach and compensatory model companies can create a structured and balanced evaluation process for hiring candidates. A hybrid approach makes sure that candidates meet basic requirements before letting their other skills make up for any possible lower test results (Jpatel, 2022). The process for a human resource manager would begin by candidates needing to meet the minimum education requirements and then move on to a pass or fail situational assessment. Those candidates that pass the situational assessment with then go on to a behavioral interview, knowledge test, and lastly a given a task related to data analysis (2024). This approach while not the simplest is still a good option for finding good candidates.
_6 different types of tests used in law firm interviews_. Law Tests. (2022, July 18). https://www.lawtests.com/magazine/different-types-of-tests-used-in-law-firm-interviews/
_The comprehensive and compensatory system testing philosophy_. Industrial/Organizational Solutions. (2023, March 19). https://iosolutions.com/compensatory-system-testing/#:~:text=A%20compensatory%20scoring%20system%20combines,of%20a%20job%20analysis%20study.
_HR assistant test: Pre-employment assessment_. Testlify. (2023, November 19). https://testlify.com/test-library/hr-assistant/
Jpatel. (2022, December 16).
_Hybrid hiring strategy: Types of recruitment: Recruitment process_. PeopleScout RPO – Recruitment Process Outsourcing. https://www.peoplescout.com/insights/hiring-strategy-types-of-recruitment-hybrid-hiring/#:~:text=Specifically%2C%20a%20hybrid%20approach%20allows,candidate%20experience%20along%20the%20way.
_Multiple hurdle method: When to use?_. peoplehum. (n.d.). https://www.peoplehum.com/glossary/multiple-hurdle-method
U.S. Bureau of Labor Statistics. (2020, July 6).
_Human resources assistants, except payroll and timekeeping_. U.S. Bureau of Labor Statistics. https://www.bls.gov/oes/2019/may/oes434161.htm
U.S. Bureau of Labor Statistics. (2024a, August 29).
_Human Resources Managers_. U.S. Bureau of Labor Statistics. https://www.bls.gov/ooh/management/human-resources-managers.htm
U.S. Bureau of Labor Statistics. (2024b, August 29).
_Lawyers_. U.S. Bureau of Labor Statistics. https://www.bls.gov/ooh/legal/lawyers.htm#tab-2
**## Week5Responsehra549.docx**
**Please respond to the 2 peers using the 3 questions below. Cite scholarly author.**
·
**What are the disadvantages of your peers' examples?**
·
**How strong were your peers' ideas for combining the two approaches?**
·
**What else could you suggest to strengthen your peers' responses?**
**1SO.**
The multiple hurdle approach is sometimes called the “multiple cutoff” or “funnel method.” This approach involves the administration of decision-making tools sequentially, with the elimination of candidates at each stage who do not score at a satisfactory level. In my opinion, the multiple hurdle approach can really put potentially good employees at a disadvantage. Some can take these assessment tests with ease. Yet, according to (OPM. 2018), “Some applicants who excel at written tests may be too nervous to do well in interviews, while others who suffer from test anxiety may be very impressive in an interview process.
However, the multiple hurdle approach is considered the least expensive assessment and is used to pare down the applicant pool when there are many candidates. (OPM. 2018). In my opinion, this assessment is comparable to type 1 error (Alpha), Reflecting when a judgment call is questionable after the fact. The probability of making a type 1 error is the level of significance set for the hypothesis test. An A of 0.05 indicates that some employers are willing to accept a 5% chance that you are wrong when you reject the null hypothesis. To lower this risk, the power must use a lower value. However, using a lower value for alpha means that it is less likely to detect an actual difference if one really exists (Minitab, 201I8). The company may save money by using this process. Hence, there is a chance of letting the wrong applicants go.
Both assessments have their place, but I find the compensatory model approach particularly appealing. Despite its higher cost, this approach, which is only given to a few individuals at a time, offers a fairer assessment process. The compensatory approach gives applicants a greater chance of being hired. The scores of all assessment tools are combined to give each applicant a composite score. Under this system, an applicant is less likely to be eliminated based on the results of a single assessment tool, and comparisons can be made among the composite results of all applicants (Chron,2018).
Lastly, companies use all the different assessment tests to seek qualified candidates, which I am sure has been effective. I think the old-fashioned way of hiring an individual is the most efficient way to weed out the most qualified candidates, even if the person has no skills in the area that they are applying for. However, I possess the enthusiasm and aggressiveness that it would take to do the job well, with a personality that is aligned with the staff. This individual can be successful in the organization, as well as a welcome asset to the company. “One of the more traditional selection methods is to make choices based on knowledge, skills, and abilities or KSAs. This selection method begins with job analysis. The human resources department analyzes each job and creates a job specification that lists all required knowledge, skills, and abilities needed to perform the job (Chron,2018).
Reference
OPM.gov (2018) Assessment & Selection Designing an Assessment Strategy, Retrieved From, https://www.opm.gov/policy-data-oversight/assessment-and-selection/assessment-strategy/
Minitab (2018) What Are Type 1 and Type 2 Errors, Retrieved From, https://support.minitab.com/en-us/minitab/18/help-and-how-to/statistics/basic-statistics/supporting-topics/basics/type-i-and-type-ii-error/
Redman, B., Chron, (2018). Selection Strategies for HR Retrieved From,
[https://smallbusiness.chron.com/selection-strategies-hr-30795.html](https://smallbusiness.chron.com/selection-strategies-hr-30795.html)
**2EE.** Companies and organizations use two main approaches when it comes to evaluating candidates including the multiple hurdle approach and a compensatory model. The multiple hurdle method is “a recruitment selection structure in which a chain of hurdles is established which the candidate must get through to move on to the next step of the selection process (Multiple hurdle method: When to use?).” This method is used when there is a large number of applicants for only a few openings, testing them all is too expensive and takes too much time. The compensatory model… “combines scores on two testing tools in such a way that high performance on one tool will balance lesser performance on the other tool and vice-versa. The two scores are averaged, or combined, using an appropriate weighted average that can be based on the results of a job analysis study (2023).”
An example of when you would use a multiple hurdle approach is when hiring a corporate lawyer. They’re… “lawyers who work for a single organization. They advise the organization’s executives about legal issues related to its business activities, such as patents, contracts with other companies, taxes, and collective-bargaining agreements with unions (Lawyers, 2024).” The job is considered high stakes, so the multiple-hurdle approach works. The possible assessments include an integrity test, a knowledge test, and a behavioral assessment. Corporate lawyers handle delicate legal and financial issues (2022). Candidates need to pass a test assessing their integrity. To reduce the possibility of unethical activity or any conflicts of interest, those who fail or have a score below 85% are taken out of the running for the position (2022). After passing the integrity test, candidates are asked to take a legal knowledge test that covers compliance guidelines, contracts, and corporate law. A candidate is removed from consideration if they do not possess the needed legal knowledge. After completing the first two assessments candidates will be assessed on their ability to manage high-pressure negotiations, communicate with executives, and offer strategic legal advice through a behavioral test (2022). Candidates who don't have a sufficient score are also removed. This approach helps companies pick the best candidate for a high-stakes job.
An example of when you would use a compensatory model is when hiring a human resource assistant. A human resource assistant…” Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, number of sales or production, supervisory reports, and date of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons (Human Resources Assistants, 2020).” The possible assessments include a typing test, situational test, and overall interview. The typing test will evaluate the accuracy and speed with which HR documents and records are handled (Pre-employment assessment, 2023). The situational test assesses decision-making in typical HR situations, like answering benefit-related questions from employees or settling small disputes at work (Pre-employment assessment, 2023). Lastly, the interview helps to evaluate professionalism, communication skills, and the ability to manage sensitive data (Pre-employment assessment, 2023). The compensatory model allows a candidate to make up for slower typing if they have outstanding communication and HR knowledge. This model is best for the human resources assistant where all skills determine success in the job.
In a hybrid approach using both the multiple hurdle approach and compensatory model companies can create a structured and balanced evaluation process for hiring candidates. A hybrid approach makes sure that candidates meet basic requirements before letting their other skills make up for any possible lower test results (Jpatel, 2022). The process for a human resource manager would begin by candidates needing to meet the minimum education requirements and then move on to a pass or fail situational assessment. Those candidates that pass the situational assessment with then go on to a behavioral interview, knowledge test, and lastly a given a task related to data analysis (2024). This approach while not the simplest is still a good option for finding good candidates.
_6 different types of tests used in law firm interviews_. Law Tests. (2022, July 18). https://www.lawtests.com/magazine/different-types-of-tests-used-in-law-firm-interviews/
_The comprehensive and compensatory system testing philosophy_. Industrial/Organizational Solutions. (2023, March 19). https://iosolutions.com/compensatory-system-testing/#:~:text=A%20compensatory%20scoring%20system%20combines,of%20a%20job%20analysis%20study.
_HR assistant test: Pre-employment assessment_. Testlify. (2023, November 19). https://testlify.com/test-library/hr-assistant/
Jpatel. (2022, December 16).
_Hybrid hiring strategy: Types of recruitment: Recruitment process_. PeopleScout RPO – Recruitment Process Outsourcing. https://www.peoplescout.com/insights/hiring-strategy-types-of-recruitment-hybrid-hiring/#:~:text=Specifically%2C%20a%20hybrid%20approach%20allows,candidate%20experience%20along%20the%20way.
_Multiple hurdle method: When to use?_. peoplehum. (n.d.). https://www.peoplehum.com/glossary/multiple-hurdle-method
U.S. Bureau of Labor Statistics. (2020, July 6).
_Human resources assistants, except payroll and timekeeping_. U.S. Bureau of Labor Statistics. https://www.bls.gov/oes/2019/may/oes434161.htm
U.S. Bureau of Labor Statistics. (2024a, August 29).
_Human Resources Managers_. U.S. Bureau of Labor Statistics. https://www.bls.gov/ooh/management/human-resources-managers.htm
U.S. Bureau of Labor Statistics. (2024b, August 29).
_Lawyers_. U.S. Bureau of Labor Statistics. https://www.bls.gov/ooh/legal/lawyers.htm#tab-2
**## 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)
**## Week5Responsehra549.docx**
**Please respond to the 2 peers using the 3 questions below. Cite scholarly author.**
·
**What are the disadvantages of your peers' examples?**
·
**How strong were your peers' ideas for combining the two approaches?**
·
**What else could you suggest to strengthen your peers' responses?**
**1SO.**
The multiple hurdle approach is sometimes called the “multiple cutoff” or “funnel method.” This approach involves the administration of decision-making tools sequentially, with the elimination of candidates at each stage who do not score at a satisfactory level. In my opinion, the multiple hurdle approach can really put potentially good employees at a disadvantage. Some can take these assessment tests with ease. Yet, according to (OPM. 2018), “Some applicants who excel at written tests may be too nervous to do well in interviews, while others who suffer from test anxiety may be very impressive in an interview process.
However, the multiple hurdle approach is considered the least expensive assessment and is used to pare down the applicant pool when there are many candidates. (OPM. 2018). In my opinion, this assessment is comparable to type 1 error (Alpha), Reflecting when a judgment call is questionable after the fact. The probability of making a type 1 error is the level of significance set for the hypothesis test. An A of 0.05 indicates that some employers are willing to accept a 5% chance that you are wrong when you reject the null hypothesis. To lower this risk, the power must use a lower value. However, using a lower value for alpha means that it is less likely to detect an actual difference if one really exists (Minitab, 201I8). The company may save money by using this process. Hence, there is a chance of letting the wrong applicants go.
Both assessments have their place, but I find the compensatory model approach particularly appealing. Despite its higher cost, this approach, which is only given to a few individuals at a time, offers a fairer assessment process. The compensatory approach gives applicants a greater chance of being hired. The scores of all assessment tools are combined to give each applicant a composite score. Under this system, an applicant is less likely to be eliminated based on the results of a single assessment tool, and comparisons can be made among the composite results of all applicants (Chron,2018).
Lastly, companies use all the different assessment tests to seek qualified candidates, which I am sure has been effective. I think the old-fashioned way of hiring an individual is the most efficient way to weed out the most qualified candidates, even if the person has no skills in the area that they are applying for. However, I possess the enthusiasm and aggressiveness that it would take to do the job well, with a personality that is aligned with the staff. This individual can be successful in the organization, as well as a welcome asset to the company. “One of the more traditional selection methods is to make choices based on knowledge, skills, and abilities or KSAs. This selection method begins with job analysis. The human resources department analyzes each job and creates a job specification that lists all required knowledge, skills, and abilities needed to perform the job (Chron,2018).
Reference
OPM.gov (2018) Assessment & Selection Designing an Assessment Strategy, Retrieved From, https://www.opm.gov/policy-data-oversight/assessment-and-selection/assessment-strategy/
Minitab (2018) What Are Type 1 and Type 2 Errors, Retrieved From, https://support.minitab.com/en-us/minitab/18/help-and-how-to/statistics/basic-statistics/supporting-topics/basics/type-i-and-type-ii-error/
Redman, B., Chron, (2018). Selection Strategies for HR Retrieved From,
[https://smallbusiness.chron.com/selection-strategies-hr-30795.html](https://smallbusiness.chron.com/selection-strategies-hr-30795.html)
**2EE.** Companies and organizations use two main approaches when it comes to evaluating candidates including the multiple hurdle approach and a compensatory model. The multiple hurdle method is “a recruitment selection structure in which a chain of hurdles is established which the candidate must get through to move on to the next step of the selection process (Multiple hurdle method: When to use?).” This method is used when there is a large number of applicants for only a few openings, testing them all is too expensive and takes too much time. The compensatory model… “combines scores on two testing tools in such a way that high performance on one tool will balance lesser performance on the other tool and vice-versa. The two scores are averaged, or combined, using an appropriate weighted average that can be based on the results of a job analysis study (2023).”
An example of when you would use a multiple hurdle approach is when hiring a corporate lawyer. They’re… “lawyers who work for a single organization. They advise the organization’s executives about legal issues related to its business activities, such as patents, contracts with other companies, taxes, and collective-bargaining agreements with unions (Lawyers, 2024).” The job is considered high stakes, so the multiple-hurdle approach works. The possible assessments include an integrity test, a knowledge test, and a behavioral assessment. Corporate lawyers handle delicate legal and financial issues (2022). Candidates need to pass a test assessing their integrity. To reduce the possibility of unethical activity or any conflicts of interest, those who fail or have a score below 85% are taken out of the running for the position (2022). After passing the integrity test, candidates are asked to take a legal knowledge test that covers compliance guidelines, contracts, and corporate law. A candidate is removed from consideration if they do not possess the needed legal knowledge. After completing the first two assessments candidates will be assessed on their ability to manage high-pressure negotiations, communicate with executives, and offer strategic legal advice through a behavioral test (2022). Candidates who don't have a sufficient score are also removed. This approach helps companies pick the best candidate for a high-stakes job.
An example of when you would use a compensatory model is when hiring a human resource assistant. A human resource assistant…” Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, number of sales or production, supervisory reports, and date of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons (Human Resources Assistants, 2020).” The possible assessments include a typing test, situational test, and overall interview. The typing test will evaluate the accuracy and speed with which HR documents and records are handled (Pre-employment assessment, 2023). The situational test assesses decision-making in typical HR situations, like answering benefit-related questions from employees or settling small disputes at work (Pre-employment assessment, 2023). Lastly, the interview helps to evaluate professionalism, communication skills, and the ability to manage sensitive data (Pre-employment assessment, 2023). The compensatory model allows a candidate to make up for slower typing if they have outstanding communication and HR knowledge. This model is best for the human resources assistant where all skills determine success in the job.
In a hybrid approach using both the multiple hurdle approach and compensatory model companies can create a structured and balanced evaluation process for hiring candidates. A hybrid approach makes sure that candidates meet basic requirements before letting their other skills make up for any possible lower test results (Jpatel, 2022). The process for a human resource manager would begin by candidates needing to meet the minimum education requirements and then move on to a pass or fail situational assessment. Those candidates that pass the situational assessment with then go on to a behavioral interview, knowledge test, and lastly a given a task related to data analysis (2024). This approach while not the simplest is still a good option for finding good candidates.
_6 different types of tests used in law firm interviews_. Law Tests. (2022, July 18). https://www.lawtests.com/magazine/different-types-of-tests-used-in-law-firm-interviews/
_The comprehensive and compensatory system testing philosophy_. Industrial/Organizational Solutions. (2023, March 19). https://iosolutions.com/compensatory-system-testing/#:~:text=A%20compensatory%20scoring%20system%20combines,of%20a%20job%20analysis%20study.
_HR assistant test: Pre-employment assessment_. Testlify. (2023, November 19). https://testlify.com/test-library/hr-assistant/
Jpatel. (2022, December 16).
_Hybrid hiring strategy: Types of recruitment: Recruitment process_. PeopleScout RPO – Recruitment Process Outsourcing. https://www.peoplescout.com/insights/hiring-strategy-types-of-recruitment-hybrid-hiring/#:~:text=Specifically%2C%20a%20hybrid%20approach%20allows,candidate%20experience%20along%20the%20way.
_Multiple hurdle method: When to use?_. peoplehum. (n.d.). https://www.peoplehum.com/glossary/multiple-hurdle-method
U.S. Bureau of Labor Statistics. (2020, July 6).
_Human resources assistants, except payroll and timekeeping_. U.S. Bureau of Labor Statistics. https://www.bls.gov/oes/2019/may/oes434161.htm
U.S. Bureau of Labor Statistics. (2024a, August 29).
_Human Resources Managers_. U.S. Bureau of Labor Statistics. https://www.bls.gov/ooh/management/human-resources-managers.htm
U.S. Bureau of Labor Statistics. (2024b, August 29).
_Lawyers_. U.S. Bureau of Labor Statistics. https://www.bls.gov/ooh/legal/lawyers.htm#tab-2
**## 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)
**## Week5Responsehra549.docx**
**Please respond to the 2 peers using the 3 questions below. Cite scholarly author.**
·
**What are the disadvantages of your peers' examples?**
·
**How strong were your peers' ideas for combining the two approaches?**
·
**What else could you suggest to strengthen your peers' responses?**
**1SO.**
The multiple hurdle approach is sometimes called the “multiple cutoff” or “funnel method.” This approach involves the administration of decision-making tools sequentially, with the elimination of candidates at each stage who do not score at a satisfactory level. In my opinion, the multiple hurdle approach can really put potentially good employees at a disadvantage. Some can take these assessment tests with ease. Yet, according to (OPM. 2018), “Some applicants who excel at written tests may be too nervous to do well in interviews, while others who suffer from test anxiety may be very impressive in an interview process.
However, the multiple hurdle approach is considered the least expensive assessment and is used to pare down the applicant pool when there are many candidates. (OPM. 2018). In my opinion, this assessment is comparable to type 1 error (Alpha), Reflecting when a judgment call is questionable after the fact. The probability of making a type 1 error is the level of significance set for the hypothesis test. An A of 0.05 indicates that some employers are willing to accept a 5% chance that you are wrong when you reject the null hypothesis. To lower this risk, the power must use a lower value. However, using a lower value for alpha means that it is less likely to detect an actual difference if one really exists (Minitab, 201I8). The company may save money by using this process. Hence, there is a chance of letting the wrong applicants go.
Both assessments have their place, but I find the compensatory model approach particularly appealing. Despite its higher cost, this approach, which is only given to a few individuals at a time, offers a fairer assessment process. The compensatory approach gives applicants a greater chance of being hired. The scores of all assessment tools are combined to give each applicant a composite score. Under this system, an applicant is less likely to be eliminated based on the results of a single assessment tool, and comparisons can be made among the composite results of all applicants (Chron,2018).
Lastly, companies use all the different assessment tests to seek qualified candidates, which I am sure has been effective. I think the old-fashioned way of hiring an individual is the most efficient way to weed out the most qualified candidates, even if the person has no skills in the area that they are applying for. However, I possess the enthusiasm and aggressiveness that it would take to do the job well, with a personality that is aligned with the staff. This individual can be successful in the organization, as well as a welcome asset to the company. “One of the more traditional selection methods is to make choices based on knowledge, skills, and abilities or KSAs. This selection method begins with job analysis. The human resources department analyzes each job and creates a job specification that lists all required knowledge, skills, and abilities needed to perform the job (Chron,2018).
Reference
OPM.gov (2018) Assessment & Selection Designing an Assessment Strategy, Retrieved From, https://www.opm.gov/policy-data-oversight/assessment-and-selection/assessment-strategy/
Minitab (2018) What Are Type 1 and Type 2 Errors, Retrieved From, https://support.minitab.com/en-us/minitab/18/help-and-how-to/statistics/basic-statistics/supporting-topics/basics/type-i-and-type-ii-error/
Redman, B., Chron, (2018). Selection Strategies for HR Retrieved From,
[https://smallbusiness.chron.com/selection-strategies-hr-30795.html](https://smallbusiness.chron.com/selection-strategies-hr-30795.html)
**2EE.** Companies and organizations use two main approaches when it comes to evaluating candidates including the multiple hurdle approach and a compensatory model. The multiple hurdle method is “a recruitment selection structure in which a chain of hurdles is established which the candidate must get through to move on to the next step of the selection process (Multiple hurdle method: When to use?).” This method is used when there is a large number of applicants for only a few openings, testing them all is too expensive and takes too much time. The compensatory model… “combines scores on two testing tools in such a way that high performance on one tool will balance lesser performance on the other tool and vice-versa. The two scores are averaged, or combined, using an appropriate weighted average that can be based on the results of a job analysis study (2023).”
An example of when you would use a multiple hurdle approach is when hiring a corporate lawyer. They’re… “lawyers who work for a single organization. They advise the organization’s executives about legal issues related to its business activities, such as patents, contracts with other companies, taxes, and collective-bargaining agreements with unions (Lawyers, 2024).” The job is considered high stakes, so the multiple-hurdle approach works. The possible assessments include an integrity test, a knowledge test, and a behavioral assessment. Corporate lawyers handle delicate legal and financial issues (2022). Candidates need to pass a test assessing their integrity. To reduce the possibility of unethical activity or any conflicts of interest, those who fail or have a score below 85% are taken out of the running for the position (2022). After passing the integrity test, candidates are asked to take a legal knowledge test that covers compliance guidelines, contracts, and corporate law. A candidate is removed from consideration if they do not possess the needed legal knowledge. After completing the first two assessments candidates will be assessed on their ability to manage high-pressure negotiations, communicate with executives, and offer strategic legal advice through a behavioral test (2022). Candidates who don't have a sufficient score are also removed. This approach helps companies pick the best candidate for a high-stakes job.
An example of when you would use a compensatory model is when hiring a human resource assistant. A human resource assistant…” Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, number of sales or production, supervisory reports, and date of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons (Human Resources Assistants, 2020).” The possible assessments include a typing test, situational test, and overall interview. The typing test will evaluate the accuracy and speed with which HR documents and records are handled (Pre-employment assessment, 2023). The situational test assesses decision-making in typical HR situations, like answering benefit-related questions from employees or settling small disputes at work (Pre-employment assessment, 2023). Lastly, the interview helps to evaluate professionalism, communication skills, and the ability to manage sensitive data (Pre-employment assessment, 2023). The compensatory model allows a candidate to make up for slower typing if they have outstanding communication and HR knowledge. This model is best for the human resources assistant where all skills determine success in the job.
In a hybrid approach using both the multiple hurdle approach and compensatory model companies can create a structured and balanced evaluation process for hiring candidates. A hybrid approach makes sure that candidates meet basic requirements before letting their other skills make up for any possible lower test results (Jpatel, 2022). The process for a human resource manager would begin by candidates needing to meet the minimum education requirements and then move on to a pass or fail situational assessment. Those candidates that pass the situational assessment with then go on to a behavioral interview, knowledge test, and lastly a given a task related to data analysis (2024). This approach while not the simplest is still a good option for finding good candidates.
_6 different types of tests used in law firm interviews_. Law Tests. (2022, July 18). https://www.lawtests.com/magazine/different-types-of-tests-used-in-law-firm-interviews/
_The comprehensive and compensatory system testing philosophy_. Industrial/Organizational Solutions. (2023, March 19). https://iosolutions.com/compensatory-system-testing/#:~:text=A%20compensatory%20scoring%20system%20combines,of%20a%20job%20analysis%20study.
_HR assistant test: Pre-employment assessment_. Testlify. (2023, November 19). https://testlify.com/test-library/hr-assistant/
Jpatel. (2022, December 16).
_Hybrid hiring strategy: Types of recruitment: Recruitment process_. PeopleScout RPO – Recruitment Process Outsourcing. https://www.peoplescout.com/insights/hiring-strategy-types-of-recruitment-hybrid-hiring/#:~:text=Specifically%2C%20a%20hybrid%20approach%20allows,candidate%20experience%20along%20the%20way.
_Multiple hurdle method: When to use?_. peoplehum. (n.d.). https://www.peoplehum.com/glossary/multiple-hurdle-method
U.S. Bureau of Labor Statistics. (2020, July 6).
_Human resources assistants, except payroll and timekeeping_. U.S. Bureau of Labor Statistics. https://www.bls.gov/oes/2019/may/oes434161.htm
U.S. Bureau of Labor Statistics. (2024a, August 29).
_Human Resources Managers_. U.S. Bureau of Labor Statistics. https://www.bls.gov/ooh/management/human-resources-managers.htm
U.S. Bureau of Labor Statistics. (2024b, August 29).
_Lawyers_. U.S. Bureau of Labor Statistics. https://www.bls.gov/ooh/legal/lawyers.htm#tab-2