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ssignment 1: Introduction to Employee Selection and Assessment You are employed as an HR consultant for a mid-sized bank. The bank employs 200 tellers across its branches. You need to recommend to the bank what to consider when hiring for the position of Bank Teller. The following pages describes more details on KSAOs, pay statistics and desired factors for the candidate to possess. . For this first assignment there are three main tasks you need to complete: • Assignment 1: Part A Employee Selection Exercise

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• Assignment 1: Part B Operationalizing Your Assessment

• Assignment 1: Part C Apply Your Assessment Systems

All three tasks should be included in one paper 3 to 5 pages in length, double spaced, use tables when needed, and use APA format for referencing and citing. Include a cover page and a reference page. The following page describes the rubric that will be used to measure your work.

Criteria Grade A

5 points

Grade B

4.25 points

Grade C

3.75 points

Grade D

3.25 points

Grade F-

0 points

Part A

Employee

Selection

Exercise

Completed all 6

selection method

justifications. The

answers showed a

thorough

understanding of

selection methods.

Completed all 6

selection method

justifications. The

answers showed a

limited

understanding of

selection methods.

One or more

selection method

justifications are

incomplete or

unclear.

Two or more

selection method

justifications are

incomplete or

unclear.

Completely

missing or

incorrect.

Part B

Operationa

lizing Your

Assessmen

t

Completed all five

assessments

accurately. The

answers showed a

thorough

understanding of

rating assessment

factors.

Completed all five

assessments

accurately. The

answers showed a

limited

understanding of

rating assessment

factors.

One or more

assessments are

incomplete or

unclear.

Two or more

assessments are

incomplete or

unclear.

Completely

missing or

incorrect.

2

Part C

Apply Your

Assessmen

t Systems

Completed table and

three questions

accurately. The

answers showed a

thorough

understanding of

assessment systems.

Completed table and

three questions

accurately. The

answers showed a

limited

understanding of

assessment systems.

Table or questions

were not completed

accurately or are

unclear. One or

more errors were

present.

Table or

questions were

not completed

accurately or are

unclear. Two or

more errors were

present.

Completely

missing or

incorrect.

Writing

Mechanics

Strictly adheres to

standard usage rules

of mechanics:

Conventions of

written English,

including, but not

limited to

capitalization and

punctuation and

spelling. No errors

found. No jargon

used.

Adheres to standard

usage rules of

mechanics:

Conventions of

written English,

including

capitalization and

punctuation and

spelling. One to three

errors found.

Minimally adheres to

standard usage rules

of mechanics:

Conventions of

written English,

including

capitalization and

punctuation and

spelling. Over three

errors found.

Does not adhere

to standard usage

rules of

mechanics:

Conventions of

written English,

including

capitalization and

punctuation and

spelling. Over ten

errors found.

Completely

missing or

incorrect.

APA

Guidelines

for in-text

citations

and

References

The paper correctly

cites in-text and lists

at least three

resources on the

References page. If

additional sources

are used, they are

included correctly.

The majority of intext

citations and the

reference are

properly cited;

formatting is

inconsistent/inaccur

ate in a few cases.

References are cited

but incorrectly under

APA style. The

student has either

used another format

or incorrectly applied

the APA style

guidelines.

Inconsistent or

missing in-text

citations; fails to

attribute an

author’s word

through APA

citations.

Completely

missing or

incorrect.

Overall

Score

Grade A

22.5 or more

Grade B

20 or more

Grade C

17.5 or more

Grade D

15 or more

Grade F 0

or more

Assignment 1: Introduction to

Employee Selection and Assessment

ASSIGNMENT ONE : Employee Selection and Assessment

For this exercise, assume you are employed as an HR consultant for a mid-sized bank. The bank employs 200 tellers across

its branches. The following is a partial job description and specification for the bank teller position, based on information

obtained from O*Net. O*Net, or the Occupational Information Network Resource Center, is an online database containing

information on hundreds of standardized and occupation specific descriptors.

Bank Teller Tasks/Duties/Responsibilities

• Cash checks for customers after verification of signatures and sufficient funds in the account.

• Receive checks and cash for deposit.

• Examine checks for endorsements and verify other information such as dates, bank names and identification.

• Enter customers’ transactions into computers to record transactions.

• Count currency, coins and checks received to prepare them for deposit.

• Identify transaction mistakes when debits and credits do not balance.

• Balance currency, coins and checks in cash drawers at ends of shifts.

KSAOs

• Customer service skills.

3

• Basic math skills.

• Knowledge of verification requirements for checks.

• Ability to verify signatures and proper identification of customers.

• Ability to use accounting software.

• High school diploma required, associate’s or bachelor’s degree preferred.

• Previous work experience as a teller or related occupation (cashier, billing clerk) desired.

Key statistics (from O*Net):

• The median 2005 wage for tellers was $10.24 (hourly), $21,300 (annually).

• In 2004, there were approximately 558,000 tellers in the United States.

• Projected growth for this job is slower than average.

Based on this information, the bank decides that the ideal candidate for this position will possess the following factors:

1. Have at least a high school education (bachelor’s or associate’s degree desirable).

2. Have experience as a teller or in a related field (cashier, billing clerk).

3. Be able to perform basic math skills related to banking (for example, count currency quickly and accurately and balance a

cash drawer correctly).

4. Be knowledgeable of verification requirements for bank transactions (for example, errors in checks and proper

identification to authorize transactions).

5. Have good interpersonal skills (for example, speak clearly, make good eye contact and develop rapport easily).

6. Be motivated to work.

© 2007 SHRM. Marc C. Marchese, Ph.D.

Assignment 1: Part A

Employee Selection Exercise

Employee Selection Exercise

[A] Choose the selection methods: Identify which selection method (e.g., résumé, interview, test, role-play exercise,

reference check or personality inventory) you would recommend for each of the six factors listed above. You can use the

same selection method more than once if you believe it is appropriate for more than one factor. Below is an example of how

you might justify using an application form as an appropriate selection method for education.

1. Education – selection method: _________________________________________

Justification:

2. Work experience – selection method: _________________________________________

4

Justification:

3. Math skills – selection method: ______________________________________________

Justification:

4. Verification knowledge – selection method: ___________________________________

Justification:

5. Interpersonal skills – selection method: _______________________________________

Justification:

6. Work motivation – selection method: _________________________________________

Justification:

© 2007 SHRM. Marc C. Marchese, Ph.D.

Assignment 1: Part B

Operationalizing Your Assessment

[B] Operationalize your assessments: Now that you have identified selection methods for the six factors, you must decide

how to score each of these assessments. Based on your responses in part A (“Choose the selection methods”), think about

how each factor may be scored and develop a point system for that factor.

A common approach to performing this task is to have some type of numerical rating system that may include one or two

minimum requirements. Your task is to develop a rubric (point system) to “score” applicants for each of the six factors. In

developing your rubric, review the job description information. The “education” factor is provided for you below as an

example. Remember that tellers need to have a high school diploma, according to the job specification. Applicants who

do not meet this requirement are rejected. College degrees are preferred and receive more points in the example below.

1. Education assessed via application form.

My assessment:

Points Highest Level of Education

5

10 Bachelor’s level or higher

6 Associate’s degree

3 High school diploma

Reject Less than high school diploma

2. Work experience assessed via _________________________________________________

My assessment:

3. Math skills assessed via _____________________________________________________

My assessment:

4. Verification knowledge assessed via ___________________________________________

My assessment:

5. Interpersonal skills assessed via _______________________________________________

My assessment:

6. Work motivation assessed via _______________________________________________

My assessment:

© 2007 SHRM. Marc C. Marchese, Ph.D.

Assignment 1: Part C

Apply Your Assessment Systems

(C) Apply your assessment systems: Listed below are applicants for the teller position. Based on your answers in part B

(“Operationalize your assessments”), score each of the applicants.

Sample applicant information

Maria Lori Steve Jenna

Education Associate’s degree H.S. diploma G.E.D. Bachelor’s degree

Work experience 4 years as a cashier 1 year as a teller 5 years as a sales

clerk at a national

retail clothing store

chain

Completed a

semester

internship at a

bank

Math skills Very strong Marginal Satisfactory Good

6

Verification knowledge Marginal Strong Good Strong

Interpersonal skills Very strong Good Good Good

Work motivation Good Good Marginal Strong

7

Score the applicants

Maria Lori Steve Jenna

Education 6 3 3 10

Work experience

Math skills

Verification knowledge

Interpersonal skills

Work motivation

(a) Which applicants scored best based on the scores you entered into the table?

(b) What difficulties did you have applying your scoring system?

(c) Based on this applicant data, would you make any changes to your rubrics? If yes, please describe.

© 2007 SHRM. Marc C. Marchese, Ph.D.

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