Utility analysis for the one-cohort selection-retention decision with a probationary period.

Abstract

This article provides a method for estimating the utility of a choice between alternative for selecting a single cohort of new employees when some of these employees are later judged to perform at an unacceptable level and are therefore dismissed at the end of the probationary period. The method is shown to apply to both the traditional selection utility situation, in which the is to obtain a fixed number of hires, and the situation in which the objective is to obtain a fixed number of employees who successfully survive the initial probationary period. The utility estimation method proposed applies J. W Boudreau and C. J. Berger's (1985) conceptual model to a single-cohort probationary case and extends that model by providing an estimation model to predict the utility of alternative predictors before selection takes place. The limitations of the proposal as well as its relationship to recruitment and separation costs are also discussed.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 26 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.