PASCUA, ALYSSA JOY A.

BSBA-HR2-1

1. Education Selection Method Application form, Items in the

Justification application form can be used to
identify educational background
so easily.
2. Work Experience Selection Method Resume, Reference check and
Justification interview. Verification of work
experience can be accomplished
by receiving his/her resume
contracting prior employers.
Conducting an interview with
the individual to better assets
what traits, qualities, and
skillsets they have obtained and
asking qualifying questions in
regards to the position they are
applying for.
3. Math Skills Selection Method Testing, by developing a
Justification recruitment test that directly
challenges the individual
abilities of basic math concepts.
The test should also include
various exercise examples of
more complicated math
problems to include
transactions, accounting and
business finance math
4. Verification Knowledge Selection Method Questionnaire method, by this
Justification method applicants background
knowledge about the subject
can obtained.
5. Interpersonal Skills Selection Method Personal Interview, by this
Justification method applicant to interact
positively and work efficiently
with other can be judged.
6. Work Motivation Selection Method Personality Test, by this method
Justification applicant commitment towards
the work can be assessed.
NUMERICAL RATING SYSTEM

1. EDUCATION
POINTS EDUCATION LEVEL
10 Bachelor’s level or higher
6 Associate Degree
3 High School Diploma
0 Less than high school diploma

2. WORK EXPERIENCE
POINTS EXPERIENCE
10 Internship/OJT
8 5 years as a sales lady
6 4 years as a cashier
4 1 year as a teller
0 Actual work

3. MATH SKILL
POINTS EXAM RESULT
10 Very strong
8 Strong
6 Good
4 Satisfactory
0 Marginal

4. VERIFICATION KNOWLEDGE
POINTS VERIFICATION LEVEL
10 Very strong
8 Strong
6 Good
4 Satisfactory
0 Marginal

5. INTERPERSONAL SKILL
POINTS INTERPERSONAL LEVEL
10 Very strong
8 Strong
6 Good
4 Satisfactory
0 Marginal
6. WORK MOTIVATION
POINTS MOTIVATIONAL LEVEL
10 Very strong
8 Strong
6 Good
4 Satisfactory
0 Marginal
C. Apply your assessment systems:
Maria Lori Steve Jenna
Education Associate Degree High School GED Bachelor’s Degree
Diploma
Work Experience 4 years as a 1 year as a teller 5 years as a sales Internship/OJT
cashier clothing store
Math Skill Very strong Marginal Satisfactory Good
Verification Marginal Strong Satisfactory Strong
Knowledge
Interpersonal Skill Very Strong Good Good Good
Work Motivation Good Good Marginal Strong

Scoring Maria Lori Steve Jenna

Education 6 3 3 10
Work Experience 6 4 8 10
Math Skill 10 2 4 6
Verification 2 8 4 8
Knowledge
Interpersonal Skill 10 6 6 6
Work Motivation 6 6 2 8
TOTAL: 40 29 27 48

A.) Which applicants scored best based on the scores you entered into the table? JENNA
B.) What difficulties did you have applying your scoring system? Quite confusing.
C.) Based on this applicant data, would you make changes to your rubrics? If yes, please describe.
No, I think its okay.
PART 2: SELECTION STRATEGY
UNWEIGHTED

Maria Lori Steve Jenna

Education 60 30 30 100
Work Experience 60 40 80 100
Math Skill 100 20 40 60
Verification 20 80 40 80
Knowledge
Interpersonal Skill 100 60 60 60
Work Motivation 60 60 20 80
TOTAL: 400 290 270 480

1. Who scored the highest? JENNA

2. Do you think this person is the best applicant? Why and why not? Yes, because of her educational
background I think she is perfectly fit to the job.
3. Who scored the lowest? STEVE
WEIGHTED STRATEGY

Maria Lori Steve Jenna

Education 30 15 15 50
Work Experience 120 80 160 200
Math Skill 200 40 80 120
Verification 10 40 20 40
Knowledge
Interpersonal Skill 100 60 60 60
Work Motivation 60 60 20 80
TOTAL: 520 295 355 550

1.) Who scored the highest? JENNA

2.) Do you think this person is the best applicant? Why and why not? Yes, because of the qualification
that she had.
3.) Who scored the lowest? LORI
4.) When you compare the answers using unweighted to the weighted which approach do you think was
better? Why? The weighted because you can finalize to choose, the unweighted you can’t base much on
their scores.
MULTIPLE HURDLE SYSTEM

NON-COMPENSATORY

Cutoff for each assessment

Education The applicant must have at least a high school
diploma, GED
Work Experience The applicant must have at least 1 year of work
experience or internship
Math Skills The applicant must have satisfactory math skills
Verification Knowledge The applicant must have satisfactory verification
knowledge
Interpersonal Skill The applicant must have satisfactory
interpersonal skill
Work Motivation The applicant must have satisfactory work
motivation

1.) Which applicant (s) remains? JENNA

2.) If no applicant met all of the cutoffs, would you rather lower the cutoffs or restart the recruiting
process? I personally believe that each of us are deserving into something in this world, I’d rather lower
the cutoffs than to restart the recruiting process, why? Because I do believe that everyone can learn
anything, I want to give them the opportunity to learn and at the same time I’m an HR personnel
(future) I would like to give consideration to some of my applicants for something that they are lack to
have, HR personnel should have the heart of his/her employees. Quite weird but I must admit,
sometimes I don’t follow what is in the rules, I follow what I think is right.
3.) If many applicants exceed the cutoffs, would you rather increase the cutoffs, hire all remaining
applicants (if possible) or take compensatory approach for those that exceed all of the cutoffs? Why?
Good to think that they can exceed it more than the set cutoffs, that means to say they are so qualified
for the job, they have the qualities if it’s possible then why not? Aside from I want to see what they’ve
got I also wanted to know if their qualifications can create a big impact to the growth and innovation of
the company. If they are deserving, I won’t let them slide in the palm of my hands I want them to be
part of the team (company).
 Rejected Applicants
Education None, all rejected as all applicants have at least a
High School Diploma or GED
Work Experience None, all rejected as all applicants satisfactory
the minimum requirements
Math Skill Lori, (Steve)
Verification Knowledge Maria, (Steve)
Work Motivation Steve

At the end of hurdle 6

1.) Which applicant (s) remained? JENNA
2.) What would you recommend if you had remaining applicants or several applicants remaining? If they
don’t mind, I’m going to ask them if they want to undergo a training.
3.) Do you prefer this method over multiple cutoff method? Why or why not? Yes, I’m going to take this
method to find out who is the best applicant to put in the job.
PART 4: Reflection on Employee Selection

1. You have made a number of decisions in creating, implementing and evaluating a selection system for
bank tellers. Which of these decisions do you think is more critical? Why? The result in every category
are making this problem hard to solve, imagine they are not that so capable when it comes to the
category of math skills for example, then when we are going to talk about their educational background
(educational background on a bank tellers are not that so relevant, but I’m saying this as GENERAL) it
was great, there’s a lot of thing that I need to consider before making a final decision, like the official
tally of the results and also what you think inside of your brain, I can’t find a way to describe it, but
things like that.

2. An employee selection approach to hiring is more complex than hiring employees on who they know
or casually scanning a resume and asking few “off the cuff” questions for an interview. When you think
about your work experience, do you think the organizations you worked for took an employee selection
approach when hiring? I think it’s possible, although I don’t have any job experience yet because my
parents won’t allow me specially my dad, he want me to focus more on my studies, but I think yes
because it is also one of the many methods on how to select some applicants to a company. I just
wonder if in the future I can also use this one to decide who is the best person that I can put in the
position.

3. If you answered yes to question 2, do you think the organization was effective in hiring employees? If
you answered no to question 2, do you think the organization should have adopted a selection approach
to hiring? Explain your answer. I think its effective, in the said data you can see these things education,
work experience, math skills, verification knowledge, interpersonal skills, and work motivation which is
an important element in the terms of background checking in some possible job candidates. But I also
wished that I can meet them personally and have a conversation so that I can sense how actually they
are not just that things that they have included to their data for me to based on. Though I can meet
them during interview I want to dig their information a dig-bit-dipper.

4. What do you perceive as the overall advantages and disadvantages of an employee selection
approach to hiring? Advantage is the idea of knowing the strength and weaknesses of the applicants.
Disadvantage, a little bit time consuming and also I just think that sometimes we can’t totally judge
them based on that piece of paper but their actual works towards their job.

5. After reflecting on this exercise, would you recommend an employee selection process to hiring for
virtually any job? Why or why not? Kinda, if it can help them then let them use it, but if they have a way
much better idea than this employee selection process, better let the future HR’s know it.