1 Management Discussion Questions Student’s Name Institutional Affiliation 2 Question 1 I would recommend the assessment center selection predator. An assessment center is a form of a work sample test primarily concerned with assessing high-level proficiency and competencies on the position applied for. The applicant is required to complete several simulated tasks, situations, and problems that they are likely to encounter in everyday operations. They are expected to show an outstanding competency in handling these situations the same way they are needed to be handled in factual circumstances (Malakate, Andriopoulos, & Gotsi, 2007). The candidate can be presented with the condition that requires their choice of the best social media platform on which the company should market its product based on real-time data analysis and customer engagement and activity level. Validity is very critical to consider when choosing a selection predictor because an assessment that does not accurately identify who will perform effectively on a job has no value to the organization (Pulakos, 2015). Generally, assessment centers have a moderate to high validity (Malakate, Andriopoulos, & Gotsi, 2007). Generally, assessment centers have low to moderate levels of adverse impact, depending on exercise (Pulakos, 2015). This is the basis for selecting this method, considering that some, such as cognitive tests, have high levels of adverse impact on the minorities. Question 2 I would recommend the multiple hurdles. This approach is effective for limiting the costs of an employee failing to meet the anticipated criteria in their areas of responsibility (Phillips & Gully, 2015, pp. 305-306). Amazon is one of the companies that have achieved greater competitiveness in the e-commerce market. The company uses the multiple hurdles for their Human Resources positions. 3 References Malakate, A., Andriopoulos, C., & Gotsi, M. (2007). Assessing job candidates' creativity: Propositions and future research directions. Creativity and Innovation Management, 16(3), 307-316. Phillips, J. M., & Gully, S. M. (2015). Strategic staffing (3rd Ed.). Upper Saddle River, NJ: Prentice Hall. Pulakos, E. D. (2015). Selection assessment methods: A guide to implementing formal assessments to build a high-quality workforce. Alexandria, VA: Society for Human Resources Management.
