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RSTD Case Study Analysis

The document discusses Toyota's "Day of Work" approach for hiring auto workers and Carrier Corporation's team-based interview process. For Toyota's approach, the advantages are that it provides a complete assessment of candidates' skills, knowledge, and compatibility through a simulated assembly line test and problem-solving exercises. The disadvantages are that the long, grueling one-day process starting very early can be too harsh on both candidates and hiring personnel. For Carrier Corporation's team interviews, potential problems include lack of inter-rater reliability between interviewers and use of invalid predictors of job performance. Having multiple interviewers increases the risk of inconsistency in assessing candidates.

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Nakul Bahiya
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318 views

RSTD Case Study Analysis

The document discusses Toyota's "Day of Work" approach for hiring auto workers and Carrier Corporation's team-based interview process. For Toyota's approach, the advantages are that it provides a complete assessment of candidates' skills, knowledge, and compatibility through a simulated assembly line test and problem-solving exercises. The disadvantages are that the long, grueling one-day process starting very early can be too harsh on both candidates and hiring personnel. For Carrier Corporation's team interviews, potential problems include lack of inter-rater reliability between interviewers and use of invalid predictors of job performance. Having multiple interviewers increases the risk of inconsistency in assessing candidates.

Uploaded by

Nakul Bahiya
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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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 Toyotas 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 sixweek 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

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