Selection in Sonoco Custom Essay

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There are several readings for this week that will make you familiar with current selection research and practice. Research is more developed in this regard. While practice is still stuck on the interviews and, in more developed cases, on structured or behavioral interviews, research has been very conclusive about predictive validity of various selection assessments and tests.

There is also a reading on utility analysis. This one is not required and you don’t have to worry about mathematical principles behind these models. But you should be aware that they exist. What is really important is to understand that concepts like validity, base ratio, and selection ratio are important when considering if and what selection tests to use (explained more in detail in Utility Analysis document).

In this week’s discussion we return to Sonoco. Recall that Hartley introduced a variety of new approaches to training, rewards and career planning. Selection must inevitably follow suit because, as you will see in next week’s material, it is critical to attract people that fit the organizational culture and climate. As we know the strategy has changed to that of solution and strong customer focus. In addition, from talking about workforce planning, we know that certain jobs and positions are strategic or core positions. What positions, departments, jobs are core in your opinion and what selection methods will be the most effective in selecting people into those areas? Be specific and remember, more is not always better.

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