Although personality tests are used by many companies for screening and hiring new employees, the tool is not foolproof; its loopholes can sometimes eclipse its benefits—making it debatable whether these tests can rightly assess an employee’s true potential.
1.Explain why it is or is not a good practice to use personality tests in employee selection. What are some of the advantages and disadvantages of personality tests used in this way?
2.Evaluate the rationale used by Amtrak and Integra LifeSciences to justify using or not using personality tests. Do you agree with these decisions?
3.Imagine that you are the Chief HR Officer for a company that is considering the use of personality tests to make better selection decisions. What advice would you provide your executive leadership team? What issues would be the most critical in your development of company policy?
Bloomingdale’s tremendously improved its safety records by abandoning its traditional employee training tools for workplace safety and transitioning to an interactive platform that allowed it to appropriately schedule learning in small and regular doses, customize learning based on different employee and store outlet requirements, gauge the impact of training modules, and most importantly, perform all of this without eating into employees’ work hours.
1.What is your opinion of Bloomingdale’s learning approach? What elements do you think motivated employees to learn more about safety on the job?
2.Do you agree with the various stages employed to implement the system? Could this approach be improved? If so, what improvements would you recommend?
3.What kind of incentives might be used to encourage further learning?
please cite references using apa format.
The book for this assignment is: REQUIRED TEXTBOOK
|Title: Human Resources Management|
Author: Robert L. Mathis & John H. Jackson, Sean Valentine; Patricia Meglich
Answer preview Although personality tests are used by many companies for screening and hiring new employees
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