QUESTION 2: SELECTION OF 500 NEW PRODUCTION WORKERS (10 Polnts MINIMUM 300 WORDS

Question

QUESTION 2: SELECTION OF 500 NEW PRODUCTION WORKERS (10 Polnts MINIMUM 300 WORDS Based on the Tu Tech case above, list 5 KSAOs that would best fit the new company goals. Then choose 5 kinds of selection tools that will be useful in assessing and getting information about these KSAOs - match the selection tool for each KSAO you listed. Explain your answer with minimum 50 words for each selection tool. Organize your answers to this Selection question follówing the outline below - you may answer g in essay form. This is for illustration only KSAOs for NEW Production SELECTION TOOLS for EXPLANATION min 50 words for Workers each KSAO each SELECTION TOOL 1. QUESTION 3: TRAINING FOR EXISTING PRODUCTION WORKERS (10 Points MINIMUM 300 WORDS Based on the same Tru Tech case, develop a training program for the existing production workforce (not new ones) to align their skills with the new strategy by doing the following: A. List 5 SPECIFIC training objectives for the existing production workers with minimum 30 words for each. B. List 5 SPECIFIC training delivery style (and identify whether it is informational or experiential method) for EACH of the training objectives you outlined. Your training method MUST SPECIFY THE TRAINING OBJECTIVE YOU ARE TRYING TO ACCOMPLISH OR YOU

Explanation / Answer

5 KSAOs For the selection of 500 production workers are

1.Physical ability

2.Personality

3.Job knowledge

4.Cognitive knowledge

5.Work sample

Selection Tools

For measuring physical ability

Physical ability tests asks the candidates to perform job-related tasks which requires manual labor or physical skill.Strength, muscular flexibility, and stamina is measured by this test. Examples of physical ability tests are

For measuring Personality

Meyers-Briggs and the “Big Five” personality factors may be measured and then it is compared with successful employee scores.

The Big Five personality factores are O-C-E-A-N i.e openness,conscientiousness, extroversion, agreeableness, & neuroticism, Other tests like 16PF5 - Sixteen Personality factor , Personality Assesment Inventory PAI,Rorschach Test are also useful.

For measuring Job Knowledge

A job knowledge test measures the candidate’s level of understanding about a particular job. For example, a job knowledge test may require an worker to perform a given task in a given period of time or may ask candidates to tell how to perform the the job.

For measuring Cognitive Knowledge

To measure the cognitive knowledge of the workers, aptitude test can be taken . This test can tell the about the numerical ability , general intelligence, reasoning ability of the worker.

Work Sample

Work sample tests may ask the candidate to show examples of work they have done in the past.The work samples can often be a good indicator of someone’s abilities . Before looking at samples, the interviewer should have specific criteria or expectations developed so each candidate can be measured fairly.

Related Questions

Navigate

• Browse (All)
• Browse Q
• Subjects

---

---

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.