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” attire and product at their retail stores. Big Turtle Clothiers, Inc. (BTC) additionally foresees opening 10 new stores for every year for the following 5 years. The beginning compensation scale for Retail Salespersons ranges from $9.50 to $11.00 every hour, contingent upon the area, with medical advantages gave following a half year of business. Retail Salespersons additionally get a 15% markdown on all “Huge Turtle” attire and merchandise.\

1.(a)(ii)At present, there is no formal pre-business determination testing for this activity title. Applicants are screened utilizing application structures created by the individual stores, with inclination given to up-and-comers with earlier retail or client care understanding. BTC might want to normalize this procedure, to utilize a similar testing process for Retail Salespersons all through all present and future stores. It is additionally significant that the choice framework be legitimately faultless against charges of separation. BTC is likewise worried about issues with shrinkage in their retail locations.

2.(a)(.i)O×NET occupation investigation data. (ii)Job investigation process proposed. (iii)Method(s) of occupation examination chosen.(iv)Number, and employment titles of SMEs required.(v)Geographic areas of SMEs.

2.(b)Preliminary proposals of choice tests (e.g., paper-and-pencil capacity or character tests, interviews, recreations, and so forth.) for use in this activity title, connected to O×NET errands/KSAs, and proof of dependability/validity. Validation technique suggested for each test—basis related (prescient or simultaneous) and additionally content approval with the number of people required for the examination o How the tests survey the activity pertinent KSAs. Test organization, request, and strategy for joining test data (e.g., numerous obstacle, various relapse, and so on.).

2.©Development of pre-work choice testing for section level Retail Salespersons in retail dress stores.

3.(a)(i) coming up next are the strategies for Job Analysis(one angle):

(i)To meet the officeholders and furthermore to the managers

(ii)To use polls might be as organized, open-finished, or might be both.

(ii) To do the perception, as might be required

(iv) To accumulate foundation data.

Among the above methods, already referenced, maybe the observation strategy, is the best because, it considers the genuine circumstances.

3.(a)(ii)Subject Matter Experts are expected to take part in every technique, relies upon case to case premise.

(1)SMEs might be from stores,states, and so on.

(2) Number of SMEs, relies upon case to case premise, no characterized rule.