A fast-food chain, Burger Vega is growing its number of outlets due to its mass appeal of plant-based burgers. Burger Vega currently employs 400 kitchen and front-line crew members across 20 outlets. It is looking to recruit another 100 crew members to man its opening of another 4 outlets. The Head of Human Resource tasked Ted Collins, the Senior Workforce Planning Manager with the immediate recruitment task as well as looking into ways to retain and motivate its existing crew members to keep the turnover rate low.
The selection method was based on the outcome of a half-hour job knowledge test, followed by half-hour unstructured interview conducted by a crew manager. Table 1 Correlation Table shows the correlations of these tests and performance ratings carried out 3 months after employment for a batch of new recruits.

 After much review, Ted decided to introduce a 2-hour job simulation test to replace the job knowledge test, followed by a structured interview for the new outlets. The 2 tests (i.e., simulation test and structured interview) will be conducted by 2 different crew managers for each candidate's assessment process. Ted requested for job performance appraisal to be done after 3 months on the job to assess the performance. The following statistics were given to Ted for his analysis after the performance appraisal was completed:

 (a) Interpret the results of the correlation tables and examine the effectiveness of Ted's recommendation of the assessment methods. (15 marks)

(b) Recommend TWO (2) internal assessment methods that would help Ted to develop the crew member's career development plan in order to motivate and retain talents. (10 marks)

Table 1-Correlation Table Assessment Tests * Job Performance Age Assessment Tests * 1.00 0.69 Age 0.16 Job Performance *Assessment tests denote job knowledge test and unstructured interview. Note: Correlations underlined indicate statistical significance at a level of p < 0.05 1.00 0.28 1.00