Question: Assignment 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

• 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.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.

- 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.

Assignment 1: Part A 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:

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:

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:

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:

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

Score the applicants

(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.