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Explain what makes a selection method good; be able to apply the concepts of reliability, validity, utility, legality and fairness, and acceptability to appropriately evaluate different employee selection methods.

Reliability: It is the good question for understand. Acceptability : IMPORTANT Ex: role play
We have to be carrefull about the misunderstanding and ATTENTION because it is complicated to understand Abilities in a role play. 
Acceptability is the only step related to the person, the 4 other is related to the organisation we must be careful about the reaction of the participant.

Describe several commonly used selection methods, evaluate their strengths and weaknesses, and explain how they link with particular employee selection strategies.  

The three most common methods used are: 1- Testing: Tests measure knowledge skill and ability. Types of tests: -Cognitive Ability testing: It measures learning, understanding, and ability to solve problems. -Personality testing: It measures patterns of thought, emotion, and behavior. Physical Ability testing:It assesses muscular strength, cardiovascular endurance, and coordination. Integrity testing: It assesses the likelihood that applicants will be dishonest or engage in illegal activity. Work Sample testing: It measures performance on some element of the job such as keyboarding or role playing. 2. Information Gathering: Common methods, include application forms and resumes biographical data, and reference checking: Application Forms and Resumes: Generally they ask for information such as address and phone number, education, work experience, and special training. Biographical data: historical events that have shaped a person’s behavior and identity. Reference Checking: involves contacting an applicant’s previous employers, teachers, or friends to learn more about the applicant Issues with reference checking. Defamation of character, which occurs when something untrue and harmful is said about someone. Negligent hiring, occurs when an organization hires someone who harms another person and the organization could reasonably have determined that the employee was unfit. 3.Interviewing: The interview is the most frequently used selection method. -Interviewing occurs when applicants respond to questions posed by a manager or some other organizational representative.-Typical areas in which questions are posed include education, experience, knowledge of job procedures, mental ability. Types of Interviews: 

-Structured Interviews: uses a list of predetermined questions. All applicants are asked the same set questions. There are two types of structured interviews. -Situational interview: in which the interviewer asks questions about what the applicant would do in a hypothetical situation. -Behavioral interview: in which the questions focus on the applicant’s behavior in past situations. -Unstructured Interviews: open ended questions are used such as “Tell me about yourself”. This allows the interviewer to probe and pose different sets of questions to different applicants.  

Explain how to combine scores from several different selection methods to arrive at a final selection decision.

Selection decisions. Decision can be made using one of the following methods. -Predictor Weighting: it combines a set of selection scores into an overall score in which some measures count more than others.-Minimum Cutoffs Approach: it requires that each applicant have at least a minimum score on each selection method.  -Multiple Hurdle Approach: applicants must meet the minimum requirement of one selection method before they can proceed to the next. -Banding Approach: uses statistical analysis to identify scores that may not be meaningfully different.   

Bargain Laborer HR : PVMC less important because the task are simple and fitting is not important (bcse short term).

Free Agent HR strategy: C is important (you paid it for a special Competence (knowledge, etc) where he is specialised, but PVM less important because fitting is not important (Short term)

Loyal Soldier HR: PVM is important because it I a Long term contract and so fitting with the company values, etc is important, but C is less important because it is simple task.

Committed Expert HR strategy: PVMC is important (because more complex task and long term relation so fitting with company values is important.The most complex and expensive selection is in the commited expert HR strategy because all have to match. -In function of the type of employees (free agent, etc) the tools and the process of selection will be different. According to the HR policy, I know what I need (PVMC), according to that I know the complexity of the selection and According to the information I need the selection process will be different.