Why do managers persist in relying on flawed human judgment

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Reference no: EM132096156

1. When less subjective collection of applicant KSAOs and less subjective combination of test information is used, prediction of applicant performance, turnover, etc. is better.

---Does this surprise you?

---Do you agree with this? Why or why not?

---Why do managers persist in relying on flawed human judgment when we know that less subjective approaches work better?

2. Is it better to hire or train for skills? Should we screen for skills, or train employees to develop the necessary skills. What about attitudes and values? Can we expect recruitment to attract the right kinds of employees, and socialization to reinforce those values, or should we screen for attitudes and values instead?

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Reference no: EM132096156

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