Bea A. Sheff has approached Mia Valueue and asked her to investigate all the salaries for her division. There are four levels: Cook I (which is a entry level position requiring minimal work and similar to a cook for fast foods SOC # 35-2011), Cook II (which is more of a food prep type position, where the workers prepare the ingredients for each recipe - SOC # 35-2021), Cook III (which is a supervisory position - SOC # 35-1012) and Chef (Bea's job - which is the head person who oversees the entire baking operation - SOC # 35-1011).
Two years ago, the compensation division of HR conducted job evaluations to reassess all Tasty Pastry's jobs. When completed, the job evaluation points for a Cook 1 were 100 points, a Cook II was 300 points, a Cook III was 700 points, and a Chef was evaluated at 1500 points.
Mia asks her supervisor of compensation, Maura Lespay, to investigate the issue. Maura does a salary survey using mean annual salary data from the Bureau of Labor Statistics website. She decides to look up salaries for the four SOC numbers listed above, in eight different states comprising the Western area. The 8 states she's chosen are Washington, Oregon, Idaho, Nevada, Arizona, Hawaii, Alaska and of course, California. Using regression, Maura calculates the following pay policy line: = 10.10 X + 22,858 (note. Insert job evaluation points in X when you calculate annual salary).
3a. Provide all the central tendency and variation information on your data from the survey. What is the range of salaries for this survey data? Be sure to show your work.
3a. Provide all the central tendency and variation information on your data from the survey. What is the range of salaries of this survey data? Be sure to show your work.
5 . Patti knows that No Problemo will be hiring an ERS and she contacts Mia and asks her what information she has regarding Tasty Pastry's selection processes for this type of position. Although she wasn't here at the time, Mia knows that the bakery conducted a predictive study several years ago when the EAP program was instituted. Based on that study, the base rate for Tasty Pastry's ER specialists was 47%. This greatly concerns Patti; she was hoping for a much higher rate. In contrast, Mia points out that their selection ratio was about 67%. In fact, she notices a note on the study materials that they had hoped to increase that number.
The validity coefficients of the selection tools being used for an ERS are as follows: .92 for the work sample test; .79 for the personality test, and .72 for the semi-structured interview. Even though the interview has a lower validity than the work sample, Mia believes that work sample is a better selection tool anyway and besides, she has lots of evidence to demonstrate that Tasty Pastry's selection tools are as valid as other similar selection tools.
The predictive study that was conducted several years ago showed that Tasty Pastry hired 20 out of 30 applicants. Thirteen of those applicants were true positives, while 9 of those candidates were true negatives.
.92 for the work sample test;
.79 for the personality test,
.72 for the semi- structured interview.
5c In general, what must a firm do to increase the selection ratio? Is this something Tasty Pastry should do? Why or why not?
5d You learned about four different types of validity (ex: construct, content, predictive, and criterion). Discuss those in terms of the personality test that Tasty Pastry uses in its selection process.
Attachment:- Case Analysis.rar