It is generally held in the U.S. that graphology is:
A) an invalid predictor of job performance.
B) an unreliable but valid predictor of job performance.
C) a valid selection tool when combined with psychological testing.
D) associated with creating disparate impact among minority groups.
Question 2
Refer to Additional Case 5.2. What is your best choice of selection tool to assess your number one criterion?
Additional Case 5.2
You are the HR director for a large company. Production has implemented a very successful TQM program, and the firm has a reputation for innovation and quality. Money is tight due to aggressive expansion and marketing efforts, but the firm is doing well. The firm has a diverse, well-balanced workforce. The CEO prefers to reward performance through promotion from within. However, if an employee chooses to leave the company, he or she is not eligible for rehire.
The firm's MIS managers have requested that you identify 10 candidates for newly created computer programming jobs. These are entry-level jobs in MIS that require a bachelor's degree. Expansion plans in production have also created a number of new entry-level jobs and two new first-line supervisor jobs.
An upper-level management position is open as well. This is a key position, and the longer it remains open, the more likely it is that the company will begin to lose market share. There are a number of excellent candidates for this job. Fit with the organization is one of the top criteria for the selection. The CEO wants both peers and subordinates to be involved in the process, but the CEO will make the final decision. The CEO wants your advice about the best selection tool. The CEO wants to narrow the field quickly and work with the data as he goes along, rather than obtain all the information on each candidate first.
A) Unstructured interview
B) Cognitive ability testing
C) An assessment center
D) Reference checking
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Example of an employee performance evaluation form Cont
Group Performance