I believe this class added a lot of useful information I can take with me in my corporate career after college. Initially, I thought that some of the modules like discrimination and recruitment methodology would have been the most applicable to the HR specialization within the management degree, however, I would say that when it comes to employee recruitment and selection, the most useful thing I’ve learned this quarter is the utility analysis. As an accounting major, I find it always useful when qualitative ideas can be explained by quantitative methods and the utility analysis does just that. While of the variables make sense on paper, finding them can seem a bit challenging from my perspective. For example, the SDy can be tough to find and explain because the added benefit of someone taking a certain test or prerequisite isn’t always notable in monetary terms. From the lecture, it was noted that a $100,000 base would allow an additional $40,000 with (for example) a CCAT test, so I guess you could use a comparative scale to adjust that as a base but that changes significantly with the job being filled, the test/method for determining qualification, and the overall validity. Additionally, the class showed the standard deviation as 1, and I would always question how/when that changes based on other factors. Using a utility analysis is a great way, in my head, to not only compare methods but also provide potential savings figures to HR departments or managers to justify the spending on potentially expensive recruiting methods for hiring. On a bigger picture level, I think it will be interesting for me as a very “numbers” based person to learn how to take larger conceptual ideas and turn them into practical tangible figures that can be used to make management changes, recruitment efforts, and corporate goal strategies. Overall great class and learning experience.