Expert answer:Planning and Staffing 4-1
Solved by verified expert:PLEASE RESPOND TO THIS, I MUST COMPLETE A PEER REVIEW ON THE BELOW. Thanks Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and/or course concept(s), but perhaps comment on concepts directly applicable to your workplace. For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings. 2.Choose one job performance predictor discussed in Chapter 9 , and analyze its practical significance. Performance predictors play a vital role in the selection process in regards to applicants. It is imperative that an organization search for performance predictors to find the most qualified applicant. There are different ways to collect these performance predictors. Per our textbook, it states generally speaking, four types of information are solicited through reference checks: (a) employment and educational background data, (b) appraisal of an applicant’s character and personality, (c) estimates of an applicant’s job performance capabilities, and (d) willingness of the reference to rehire an applicant (Gatewood, Field, Barrick, 2008). Viewing the applicants past is a great predictor of the potential hire’s future work performance. If the applicant has a resume with prior supervision with no derogatory remarks, the organization can assume the same work ethics and job performance will continue at the organization. Reference Gatewood, R., Feild, H., & Barrack, M. (2008). Human Resource Selection. 7th ed. South-Western, Cengage Learning.
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