Question

Project Title: Development of pre-employment selection testing for entry-level Retail Salespersons in retail clothing stores.

Scope of Project: The entry-level Retail Salesperson position is responsible for selling the popular “Big Turtle” clothing and merchandise at their retail stores. There are approximately 50 retail stores located throughout the Southeast region, employing over 600 Retail Salespersons. Currently, turnover for this title is averaging 50% annually. Big Turtle Clothiers, Inc. also anticipates opening 10 new stores per year for the next 5 years. The starting pay scale for Retail Salespersons ranges from $8.50 to $10.00 per hour, depending on the location, with health benefits provided after 6 months of employment. Retail Salespersons also receive a 15% discount on all “Big Turtle” clothing and merchandise.

At present, there is no formal pre-employment selection testing for this job title. Candidates are screened using application forms developed by the individual stores, with preference given to candidates with prior retail or customer-service work experience. It is desirable that the same testing process for Retail Salespersons be used throughout all of our current and future stores. It is also very important that the selection system be legally defensible against charges of discrimination. Big Turtle Clothiers is also concerned about problems with shrinkage in their retail stores.

Information Requested: Please prepare a( 4 page written proposal )with the following information, along with rationales for each decision:

• Initial task-KSA linkage, based on O*NET job analysis information [note: this is part of a job analysis]
• Job analysis process proposed—method(s) of job analysis chosen, number and job titles of SMEs required, and geographic locations of SMEs
• Preliminary recommendations of selection tests (e.g., paper-and-pencil ability or personality tests, interviews, simulations, etc.) for use in this job title, linked to O*NET tasks/KSAs, and evidence of reliability/validity
• Validation strategy recommended for each test—criterion-related (predictive or concurrent) and/or content validation, with number of individuals required for the study
  • Job performance criteria, if a criterion-related strategy is chosen (e.g., absenteeism, performance ratings, etc.)
  • How the tests assess the job-relevant KSAs
• Test administration order and method for combining test information (e.g., multiple hurdle, multiple regression, etc.)

  
Important Content:
Professionalism (headings, page numbers)       SEM Definitions    
Tasks Job Analysis     
   Named Technical Details  
   Defined Rationale      
   Rationalized Link back to O*Net   
KSAs (WRCs) Test Combination      
   Named Provided      
   Defined Described   
   Linked to Tasks Rationale       
Performance Measures Validation Strategy      
   Named Validity estimates  
   Company translated to individual Reliability Provided  
   Defined Reliability Discussed  
   Rationalized Correct type of strategy for each test
   Shrinkage problem addressed Adverse Impact    
Tests Mentioned in passing
   Named Described/Deeply Considered
   Linked to KSAs/WRCs                      

Answer 1

1.(a) (i)“Big Turtle” clothing and merchandise at their retail stores.Big Turtle Clothiers, Inc. (BTC) also anticipates opening 10 new stores per year for the next 5 years. The starting pay scale for Retail Salespersons ranges from $9.50 to $11.00 per hour, depending on the location, with health benefits provided after 6 months of employment. Retail Salespersons also receive a 15% discount on all “Big Turtle” clothing and merchandise.\

1.(a)(ii)At present, there is no formal pre-employment selection testing for this job title. Candidates are screened using application forms developed by the individual stores, with preference given to candidates with prior retail or customer-service experience. BTC would like to standardize this process, to use the same testing process for Retail Salespersons throughout all current and future stores. It is also very important that the selection system be legally defensible against charges of discrimination. BTC is also concerned about problems with shrinkage in their retail stores.

2.(a)(.i)O*NET job analysis information. (ii)Job analysis process proposed. (iii)Method(s) of job analysis chosen.(iv)Number and job titles of SMEs required.(v)Geographic locations of SMEs.

2.(b)Preliminary recommendations of selection tests (e.g., paper-and-pencil ability or personality tests, interviews, simulations, etc.) for use in this job title, linked to O*NET tasks/KSAs, and evidence of reliability/validity.Validation strategy recommended for each test—criterion-related (predictive or concurrent) and/or content validation, with number of individuals required for the study o How the tests assess the job-relevant KSAs.Test administration order and method for combining test information (e.g., multiple hurdle, multiple regression, etc.).

2.(c)Development of pre-employment selection testing for entry-level Retail Salespersons in retail clothing stores.

3.(a)(i) The following are the methods of Job Analysis( one aspect):

(i)To interview the incumbents and also to the supervisors

(ii)To use questionnaires may be in the form of structured, open-ended, or may be both.

(ii) To do the observation, as may be required

(iv) To gather background information.

Amongst the above methods,already mentioned, perhaps the obsevation method, is the best beacuse, it takes into account the real life situation.

3.(a)(ii)Subject Matter Experts are needed to participate in each method, depends on case to case basis.

(1)SMEs may be from stores,states, etc.

(2) Number of SMEs, depends on case to case basis, no defined rule.