RSTD CASE STUDY ANALYSIS

By

NAKUL BAHIYA - A1802010134

MBA (IB) – Class of 2010-2012

Faculty Guide: -

Prof. (Dr.) Arun Sacher

Questions
Q1. Discuss the advantages and disadvantages associated with Toyota’s “Day of Work”
approach ?

Ans. Toyota uses a selection assessment test designed to hire individuals to be employed as
Toyota auto workers. Called the “Day of Work,” Starting at 6:30 a.m., applicants work on a
simulated assembly line for 4 hours and then spend several hours inspecting parts for defects.
They also participate in a group problem-solving session and take written tests.

ADVANTAGES

 The Selection Process Is Very Complete And Tests Every Aspect Of Candidates.
 The Simulated Assembly Line Is A Great Tool To Check Skill, Knowledge, And
Compatibility Of Candidates On The Job.
 The Long Grueling Process Ensures The Commitment ,Temperament And Ability Of
Employees To Handle And Perform Under Stressful Conditions.

DISADVANTAGES

 The Process Is Way Too Long And Grueling.

 The Entire Process Is Completed In Just One Day Which Is Way Too Harsh On
Candidates.
 The Process Starts At 6:30 In The Morning, And It Is Hard On Hr Personnel As Well
As Candidates To Start At Dawn Hours Of The Morning.

Q2. When using teams to interview applicants, as Carrier Corporation does, what potential
problems might exist with the use of invalid predictors and inter rater reliability?

Ans. Carrier Corporation,. If someone wants a job there, he or she must complete a six-
week course before even being considered for employment. The selection process weeds out
15 of every 16 applicants and provides Carrier Corporation with a top-quality workforce.
High Staffing the Organization school graduates take a state test for job applicants first. Only
one-third advance to the next step. References are closely checked, and then the applicants
are interviewed both by managers and by the assembly line workers with whom they will
work. Those applicants who have satisfactory interviews take a six-week course that meets
five nights a week for three hours, with some extra Saturdays. Attendees learn to read
blueprints, do math (including metric calculations and statistical process control), use a
computer, and engage in problem solving with others.

 Interrater Reliability

Interrater reliability is the extent to which two or more individuals (coders or raters)
agree. Interrater reliability addresses the consistency of the implementation of a rating
system.

 Invalid Predictors
A predictor is any piece of information that can be used to screen applicants. Predictors
include information from application blanks (education level, experience, and so on) and
reference checks; scores on tests of skill, ability, or aptitude; data from interest and
personality inventories; and interviewer ratings of an applicant. employee selection
decisions are no more accurate than decisions based on a toss of a coin. Validity is the
degree to which a measure accurately predicts job performance. Selection methods are
valid to the extent that predictors measure or are significantly related to work behavior,
job products, or outcomes. The process of demonstrating that a predictor is significantly
related to a measure of work behavior, job products, or outcomes is validation.

POTENTIAL PROBLEMS IN THIS SELECTION PROCESS/ APPROACH

 The Process Is Way Too Long And Complex.

 The Process Includes Lot Of Interdependent Variables.
 Using Teams To Interview Causes Lack Of Uniformity In Outcome Of Selection
Process.
 Due To Inter Rater Reliability A Selection Pannel May Or May Not Have A Common
Consensus , Which Is Unjust To A Potential Candidate