I
,OP4861 Assignment 6 (COMPLETE ANSWERS)
2024 (771407)- DUE 20 September 2024 ; 1
00% TRUSTED C
Questions 1 to 5 are based on scenario A: (15marks) Scenario
A: Expert Bank is an insurance company and a financial credit
provider. Every three years, Expert Bank selects 10 people for
their graduate program. These prospective graduates are
selected, based on their ability to learn new material quickly
and efficiently. Specific personality traits relevant to the work
profile (required from graduates) include that they are
emotionally stable (well-adjusted, calm, and resilient),
independent-minded (self-determined and assertive) as well as
exhibit high levels of self-control. The bank is very attentive to
equitable selection practices in the South African work context
and does not want to discriminate based on differences in
educational and/or socio-economic background. Expert Bank
wants to use one (1) cognitive instrument and one (1)
personality instrument to select graduates, but they are not
sure which is best. They are considering the Learning Potential
Computerised Adaptive Test (LPCAT), The Wechsler Adult
Intelligence Scale (WAIS-III), the online version of the Fifteen
Factor Questionnaire Plus (15FQ+), and the Myers-Briggs Type
Indicator (MBTI). They approached you for advice. 1. Discuss
the nature of each of the cognitive and personality instruments
proposed in the scenario. (4 marks) 2. Recommend the most
appropriate uses for each of the proposed instruments in the
South African work context. (4 marks) 3. Motivate one cognitive
, instrument and one personality instrument that Expert Bank
should use as the most appropriate for selection in this
scenario, based on your analysis in the previous two questions.
(2 marks) 4. Elaborate on the difference between a selection
and a development assessment. (2 marks) 5. Would you
recommend the same assessment battery for the selection of
Administration clerks in the organisation? Please explain your
answer based on the South African legal requirements for fair
assessments. (3 marks) Questions 6 to 8 are based on scenario
B: (15 Marks) Scenario B: MyEat is a multinational Food and
Beverage company with subsidiaries in America, Europe, and
the UK. A new division was established in South Africa about 2
years ago and the current employment drive is to replace the
top management with appropriately competent South African
Managers. In its selection practices, MyEat wants to use
assessment centre technology, but the HR Director is aware of
the importance of using culturally fair assessments according to
the Employment Equity Act of South Africa. The first step would
be to identify the competencies to be assessed, then to define
the competencies, and then draw up a scoring system or matrix.
6. Draw up an assessment matrix to be used in an assessment
centre for the position of manager in a food and beverage
company. The following competencies and assessment
instruments were identified and should be reflected in your
assessment matrix. Competencies: Leadership; Assertiveness;
Innovation; Managerial skills; Problem-solving and Self-
confidence. Measures: Occupational Personality Questionnaire
,OP4861 Assignment 6 (COMPLETE ANSWERS)
2024 (771407)- DUE 20 September 2024 ; 1
00% TRUSTED C
Questions 1 to 5 are based on scenario A: (15marks) Scenario
A: Expert Bank is an insurance company and a financial credit
provider. Every three years, Expert Bank selects 10 people for
their graduate program. These prospective graduates are
selected, based on their ability to learn new material quickly
and efficiently. Specific personality traits relevant to the work
profile (required from graduates) include that they are
emotionally stable (well-adjusted, calm, and resilient),
independent-minded (self-determined and assertive) as well as
exhibit high levels of self-control. The bank is very attentive to
equitable selection practices in the South African work context
and does not want to discriminate based on differences in
educational and/or socio-economic background. Expert Bank
wants to use one (1) cognitive instrument and one (1)
personality instrument to select graduates, but they are not
sure which is best. They are considering the Learning Potential
Computerised Adaptive Test (LPCAT), The Wechsler Adult
Intelligence Scale (WAIS-III), the online version of the Fifteen
Factor Questionnaire Plus (15FQ+), and the Myers-Briggs Type
Indicator (MBTI). They approached you for advice. 1. Discuss
the nature of each of the cognitive and personality instruments
proposed in the scenario. (4 marks) 2. Recommend the most
appropriate uses for each of the proposed instruments in the
South African work context. (4 marks) 3. Motivate one cognitive
, instrument and one personality instrument that Expert Bank
should use as the most appropriate for selection in this
scenario, based on your analysis in the previous two questions.
(2 marks) 4. Elaborate on the difference between a selection
and a development assessment. (2 marks) 5. Would you
recommend the same assessment battery for the selection of
Administration clerks in the organisation? Please explain your
answer based on the South African legal requirements for fair
assessments. (3 marks) Questions 6 to 8 are based on scenario
B: (15 Marks) Scenario B: MyEat is a multinational Food and
Beverage company with subsidiaries in America, Europe, and
the UK. A new division was established in South Africa about 2
years ago and the current employment drive is to replace the
top management with appropriately competent South African
Managers. In its selection practices, MyEat wants to use
assessment centre technology, but the HR Director is aware of
the importance of using culturally fair assessments according to
the Employment Equity Act of South Africa. The first step would
be to identify the competencies to be assessed, then to define
the competencies, and then draw up a scoring system or matrix.
6. Draw up an assessment matrix to be used in an assessment
centre for the position of manager in a food and beverage
company. The following competencies and assessment
instruments were identified and should be reflected in your
assessment matrix. Competencies: Leadership; Assertiveness;
Innovation; Managerial skills; Problem-solving and Self-
confidence. Measures: Occupational Personality Questionnaire
