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(All Steps) Model building The human resources (HR) director for a large company that produces a wide range of highly technical industrial instrumentation

Question: Model building

The human resources ( HR) director for a large company that produces a wide range of highly technical industrial instrumentation devices is interested in using regression modeling to help in recruiting decision concerning their sales managers. The company has 45 sales regions, each headed by a sales manager. Many of the sales managers have degrees in electrical engineering, and due to technical nature of the product line, several company officials believe that only applicants with degrees in electrical engineering should be considered. At the time of their application, candidates are asked to take the strong- Campbell interest inventory test and the Wonderlic personnel test, due to the time and money involved with the testing. , some discussion had taken place about dropping one or both of the tests.. To start the hr director gathered information on each of the 45 current sales managers including years of selling experience, electricl engineering background, the score from both the Wonderlic and the Campbell tests. For a dependent variable, It was decided to use a ‘sales index’ score, which is the ratio of the regions’ actual sales divided by target sales. The target values are constructed each year by a upper management in consultation with sales managers, and are bases on past performance and market potential with each region. The data file ( managers) contains information on the 45 current sales mangers. The variable included are 1) sales: ratio of yearly sales divided by the target sales value for that region. 2) Wonder: scores from the wonderlic personnel test. The higher the score, he higher the applicant’s perceived ability to manage. 3) SC: score on the strong Campbell interest inventory test . The higher the score, the higher the applicant’s perceived interest in sales. 4) Experience : number of years of selling experience prior to becoming a sales manager. 5) engineer" dummy variable that equals ‘1’ if the sales manager has a degree in electrical engineering and a ‘0’ otherwise. Data attached.

C1 C2 C3 C4 C5
SALES WONDER SC EXPERIENCE ENGINEER
1 96 27 42 5 1
2 90 35 46 8 1
3 113 30 55 8 0
4 98 26 47 2 0
5 76 28 45 7 0
6 117 24 56 11 1
7 118 35 63 4 1
8 191 33 50 9 0
9 95 27 54 4 1
10 94 38 41 8 1
11 119 31 62 4 0
12 120 31 79 1 0
13 115 32 52 9 1
14 131 31 62 3 1
15 99 34 45 3 1
16 102 25 59 0 1
17 66 26 49 6 0
18 129 25 64 11 1
19 100 25 39 6 1
20 111 33 52 2 1
21 128 38 74 5 1
22 104 28 45 9 1
23 133 33 61 5 1
24 125 37 66 8 1
25 99 23 61 5 1
26 90 31 46 5 1
27 122 36 63 9 1
28 62 32 54 11 1
29 98 37 46 11 1
30 100 25 49 3 1
31 123 30 62 0 1
32 120 36 57 5 1
33 83 28 41 2 0
34 71 24 34 9 1
35 102 34 54 4 1
36 89 35 48 8 1
37 75 31 53 1 0
38 106 30 54 5 1
39 80 30 36 0 1
40 99 25 49 8 1
41 104 38 56 11 1
42 105 26 55 11 1
43 87 24 43 13 0
44 105 26 50 5 1
45 90 37 41 5 1
  1. develop and state the most appropriate model to predict sales.

b) do you think the company should continue administering the wonderlic and strong campbell tests explain?

C) do the data support the argument that electrical engineering outperform the other sales managers? Would you support the idea to only hire electrical engineers? Explain?

d) how important is prior selling experience? Explain?

e) discuss in detail how the hr director should incorporate the regression model you developed into the recruiting process.

Price: $2.99
Solution: The downloadable solution consists of 4 pages
Deliverable: Word Document


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