I need about 150 words for each of the question # 5 Q A What types of psychometric assessments (e.g., personality inventories, cognitive assessments, and integrity tests) are best to identify applicants with the strongest job and organizational fit? Why? Q B When should interviews be used in a multi-hurdle selection process? Are structured interviews best? Why or why not? Do multiple interviewers add validity to the hiring decision? Explain. RESOURCES 1. Do you understand why stars twinkle? Would you rather read than watch TV? Do you trust data more than your instincts? Read: Gray, E., & Nathan, G. (2015, June 22). Do you understand why stars twinkle? Would you rather read than watch TV? Do you trust data more than your instincts? Time , 185 (23), 40-46. https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ulh&AN=103175128&site=ehost-live&scope=site 2. Employability and Career Success: Bridging the Gap Between Theory and Reality. Read: Hogan, R., Chamorro-Premuzic, T., & Kaiser, R. B. (2013). Employability and career success: Bridging the gap between theory and reality. Industrial & Organizational Psychology, 6 (1), 3-16. doi: 10.1111/iops.12001. http://www.drtomascp.com/uploads/PIOP_final_employability.pdf 3. The Importance of Ability and Effort in Recruiters' Hirability Decisions: An Empirical Examination of Attribution Theory Read: Carless, S., & Waterworth, R. (2012). The importance of ability and effort in recruiters' hirability decisions: An empirical examination of attribution theory. Australian Psychologist , 47 , 232-237. https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=83512570&site=ehost-live&scope=site 4. The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature. Read: Levashina, J., Hartwell, C., Morgeson, F., & Campion, M. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67 , 241-293. doi: 10.1111/peps.12052 https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=94280024&site=ehost-live&scope=site 5. The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings Read: Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin , 124 , 262–274. https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=1998-10661-006&site=ehost-live&scope=site # 6 Q A What are the primary reasons to use job descriptions in the creation of performance appraisal processes and rating forms? Support your position Q B What are the advantages of supervisor training for employee appraisals? Should emp ...

1. I need about 150 words for each of the question
# 5
Q A
What types of psychometric assessments (e.g., personality
inventories, cognitive assessments, and integrity tests) are best
to identify applicants with the strongest job and organizational
fit? Why?
Q B
When should interviews be used in a multi-hurdle selection
process? Are structured interviews best? Why or why not? Do
multiple interviewers add validity to the hiring decision?
Explain.
RESOURCES
1. Do you understand why stars twinkle? Would you rather read
than watch TV? Do you trust data more than your instincts?
Read:
Gray, E., & Nathan, G. (2015, June 22). Do you understand why
stars twinkle? Would you rather read than watch TV? Do you
trust data more than your instincts?
Time

2. ,
185
(23), 40-46.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=ulh&AN=103175128&site=ehost-
live&scope=site
2. Employability and Career Success: Bridging the Gap Between
Theory and Reality.
Read:
Hogan, R., Chamorro-Premuzic, T., & Kaiser, R. B. (2013).
Employability and career success: Bridging the gap between
theory and reality.
Industrial & Organizational Psychology, 6
(1), 3-16. doi: 10.1111/iops.12001.
http://www.drtomascp.com/uploads/PIOP_final_employability.p
df
3. The Importance of Ability and Effort in Recruiters' Hirability
Decisions: An Empirical Examination of Attribution Theory
Read:
Carless, S., & Waterworth, R. (2012). The importance of ability
and effort in recruiters' hirability decisions: An empirical
examination of attribution theory.
Australian Psychologist
,
47
, 232-237.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com

3. /login.aspx?direct=true&db=ehh&AN=83512570&site=ehost-
live&scope=site
4. The Structured Employment Interview: Narrative and
Quantitative Review of the Research Literature.
Read:
Levashina, J., Hartwell, C., Morgeson, F., & Campion, M.
(2014). The structured employment interview: Narrative and
quantitative review of the research literature.
Personnel Psychology, 67
, 241-293. doi: 10.1111/peps.12052
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=ehh&AN=94280024&site=ehost-
live&scope=site
5. The Validity and Utility of Selection Methods in Personnel
Psychology: Practical and Theoretical Implications of 85 Years
of Research Findings
Read:
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility
of selection methods in personnel psychology: Practical and
theoretical implications of 85 years of research findings.
Psychological Bulletin
,
124
, 262–274.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=pdh&AN=1998-10661-
006&site=ehost-live&scope=site

4. # 6
Q A
What are the primary reasons to use job descriptions in the
creation of performance appraisal processes and rating forms?
Support your position
Q B
What are the advantages of supervisor training for employee
appraisals? Should employees self-rate prior to the feedback
meeting? Why or why not?
RESOURCES
1. Increasing Performance Appraisal Effectiveness: Matching
Task Types, Appraisal Process, and Rater Training.
Read:
Lee, C. (1985). Increasing performance appraisal effectiveness:
Matching task types, appraisal process, and rater training.
Academy of Management Review, 10
, 322-331.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=bth&AN=4278235&site=ehost-
live&scope=site
2. Overlooking Overkill? Beyond the 1-to-5 Rating Scale.

5. Read:
Kaiser, R. B., & Kaplan, R. (2005). Overlooking overkill?
Beyond the 1-to-5 rating scale.
Human Resource Planning, 28
(3), 7-11.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=bth&AN=18585626&site=ehost-
live&scope=site
3. Performance Appraisal: Verisimilitude Trumps Veracity.
Read:
Bowman, J. S. (1999). Performance appraisal: Verisimilitude
trumps veracity.
Public Personnel Management, 28
, 557-576.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=ccm&AN=2000028403&site=ehost-
live&scope=site
4. The Relative Importance of Task and Contextual Performance
Dimensions to Supervisor Judgments of Overall Performance.
Read:
Johnson, J. W. (2001).The relative importance of task and
contextual performance dimensions to supervisor judgments of
overall performance.
Journal of Applied Psychology, 86
, 984-996.

6. https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=bth&AN=12128489&site=ehost-
live&scope=site
# 7
Q A
What are two of the most important reasons for using theory-
based information to develop employee training and
development? What are two of the most relevant theories
involved in this process? Explain.
Q B
Why is transfer of training important? Explain. How is this
transfer measured? Explain.
RESOURCES
Electronic Resource
1. DC Network
Use the 10 Key Strategic Points template found under the
Research/Dissertation tab.
http://dc.gcu.edu
e-Library Resource

7. 1. Advances in Leader and Leadership Development: A Review
of 25 Years of Research and Theory.
Read:
Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., &
McKee, R. A. (2014). Advances in leader and leadership
development: A review of 25 years of research and theory.
The Leadership Quarterly, 25
, 63–82.
https://lopes.idm.oclc.org/login?url=http://dx.doi.org.lopes.idm.
oclc.org/10.1016/j.leaqua.2013.11.004
2. Application of Cognitive, Skill-Based, and Affective
Theories of Learning Outcomes to New Methods of Training
Evaluation.
Read:
Kraiger, K., Ford, J. K., & Salas, E. (1993). Application of
cognitive, skill-based, and affective theories of learning
outcomes to new methods of training evaluation.
Journal of Applied Psychology, 78
(2), 311-328.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=bth&AN=12351708&site=ehost-
live&scope=site
3. SAGE Research Methods
Use
Sage Research Methods
to research potential resources to develop the theoretical
foundations for your paper.

8. https://lopes.idm.oclc.org/login?url=http://srmo.sagepub.com.lo
pes.idm.oclc.org/cases
4. The Evaluation of Two Key Leadership Development
Program Components: Leadership Skills Assessment and
Leadership Mentoring
Read:
Solansky, S. T. (2010). The evaluation of two key leadership
development program components: Leadership skills assessment
and leadership mentoring.
The Leadership Quarterly
,
21
(4), 675–681.
https://lopes.idm.oclc.org/login?url=http://www.sciencedirect.c
om.lopes.idm.oclc.org/science/article/pii/S1048984310000950
5. Transfer of Leadership Skills: The Influence of Motivation to
Transfer and Organizational Support in Managerial Training.
Read:
Franke, F., & Felfe, J. (2012). Transfer of leadership skills: The
influence of motivation to transfer and organizational support in
managerial training.
Journal of Personnel Psychology, 11
(4), 138–147.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=pdh&AN=2012-20199-
004&site=ehost-live&scope=site

9. 6. Transfer of Training: A Meta-Analytic Review.
Read:
Blume, B. D., Ford, J. K., Baldwin, T. T., & Huang, J. L.
(2010). Transfer of training: A meta-analytic review.
Journal of Management, 36
, 1065–1105.
https://lopes.idm.oclc.org/login?url=http://jom.sagepub.com.lop
es.idm.oclc.org/content/36/4/1065.full.pdf+html
# 8
Q A
What are the most important requisite skills required of
organizational leaders? Why? How do effective and ineffective
leadership behaviors affect employees both positively and
negatively? Explain.
Q B
Focus on Research:
Reflect on three of the articles you have chosen for the
literature review assignment. How will these articles help you
proceed from here?
RESOURCES
1. Assessing Your Leadership Style to Achieve Organizational
Objectives.

10. Read:
Rubin, E. N. (2013). Assessing your leadership style to achieve
organizational objectives.
Global Business & Organizational Excellence, 32
(6), 55-66.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=bth&AN=89989512&site=ehost-
live&scope=site
2. Personality, Leader Behavior and Overdoing It.
Read:
Kaiser, R. B., & Hogan, J. (2011). Personality, leader behavior
and overdoing it.
Consulting Psychology Journal: Practice and Research, 63
, 219–242. doi: 10.1037/a0026795
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=pdh&AN=2011-30211-
002&site=ehost-live&scope=site
3. Using 360° Feedback to Predict Performance
Read:
Maylett, T. M., & Riboldi, J. (2007, September). Using 360°
feedback to predict performance.
Training + Development, 61
(9), 48-52.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=a9h&AN=26595960&site=ehost-

11. live&scope=site
4. What We Know About Leadership
Read:
Hogan, R., & Kaiser, R. B. (2005). What we know about
leadership.
Review of General Psychology, 9
(2), 169-180.
https://lopes.idm.oclc.org/login?url=http://search.ebscohost.com
/login.aspx?direct=true&db=pdh&AN=2005-06355-
007&site=ehost-live&scope=site