A Solution For Adverse Impact Essays Example
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Is there any evidence of adverse impact on any race, sex, or ethic groups?
I believe that there is an adverse impact on race and ethnic groups during the first round of the selection process. The 80 percent or four-fifths rule is the most easiest and common way to estimate the adverse impact on a certain group. The four-fifths rule can be calculated by finding the selection rate first for each of the groups that are protected – in this case, minorities and women. This selection rate is equivalent to the total number of applicants within each group that are actually divided by the number of applicants that exist in that particular group. The total number of black that were interviewed was 8, and the one that applied for the test were 36. Hence 8/26 = 0.22. Similarly for women 12/35 = 0.34 and for Hispanics 40/102 = 0.39. The selection rate for whites 112/282 = 0.40 and for the men 148/385 = 0.38 (Stella, 2010).
If we analyze the data, it is clear that the highest selection rate is for Whites i.e. 0.40. The impact ratio can then be calculated by dividing the highest selection rate, which is for Whites 0.4 with each group selection rate. Hence the impact ratio for Hispanics is 0.99, Black is 0.56 and women 0.86. According to the theory of four-fifths rule that any impact ratio that is less than 0.8 is a violation of this rule. Through this calculation, it is clear that there has been an adverse impact against the Blacks in test and women in the interview process (Stella, 2010).
If the total selection process for a job has no adverse impact, should the individual components of the selection process be evaluated for adverse impact?
The individual components of the selection process should not be evaluated if the total selection process for the job has no adverse impact. It is stated in the section 4 of the Uniform Guidelines on the Employee Selection Procedures that if the information shows that the total selection process has no adverse impact, then the Federal agencies will not expect that the individual components will demonstrate any adverse impact. Even though the Uniform Guidelines give preference in many court cases that are regarding the selection process, but still they are not considered the last word. This guideline is a reference to the judge to study and make a verdict according to the conditions. Hence, the final decision will remain with the court (Roth, 2001).
Which type of validation would you use? Why? What are differences between content and criterion –related validity studies?
For the situation under discussion, the content validation study will be used as it provides a detailed assessment of the job content relevance and the selection measures. The content validation study is beneficial when a thorough job analysis is present or can be applied. It can be safely said that KSAO - knowledge, skills, abilities, and other characteristics chosen are accepted by KSAs as well. The content validation study that will be applied, in this case, requires the selection of individuals for the jobs to possess widely accepted KSA’s (Roth, 2001).
The main difference between the criterion-related validation study and the content validation study is that the content study focuses on more on a judgmental description that is comprehensive and the significance is given to the selection measure. On the other hand, the criterion-related validation study focuses upon an external variable that is based on a defined set of data. This can also be named as current employee study as the information is collected for a present group of employees (Roth, 2001).
Evaluate the job analysis procedures used, in this case. Is it necessary to do such as through analysis?
It is highly recommended that a comprehensive job analysis should be conducted. The phase of job analysis is a critical phase that helps in determining if there was any adverse impact. This analysis will also help in determining whether the test and the interview that was conducted was related to the job applied for. This will help to prevent the discriminatory issues. The critical incident concept that is implemented by Ron is of significance because it will help to determine what the main roles are and what should be considered as unsuccessful and successful. This process will help to analyze the right candidates and to ensure that the best candidates are selected. The results and findings of a comprehensive job analysis can be used if any adverse impact lawsuit arises. These findings can be presented in the court to help with the proceedings (Stella, 2010).
The job analysis phase will also help to determine the KSAO’s that are involved in performing the job efficiently and will also help to formulate the interview phase, test and then the training phase. Then the job analysis is used to determine the compensation and identify the compensable job-related factors. The job analysis also ensures that all candidates who have the rights skills and abilities are treated fairly, tested and interviewed at the same time to avoid any impartial behavior and any form of adverse impact (Stella, 2010).
If you are doing a criterion-related validity study, should your criterion be success in training or on-the-job performance?
In this case, if the criterion-related validation study is conducted that it is best for the federal government agency to use on the job performance because it accurately relates to the real life situation. There is possible, and it occurs that the training process is different from the actual job requirements and situation. Hence, it is imperative to have a skill set and knowledge in order to be the right person selected at the right place.
Roth, P. I., Bevier, C. A., Bobko, P., Switzer, F. S., III, & Tyler, P. (2001). Ethnic group differences in cognitive ability in employment and educational settings: a meta-analysis. Personnel Psychology, 54, pp.297-300.
Stella Nkomo, Myron D. Fottler, R. Bruce McAfee (2010) Human Resource Management Applications: Cases, Exercises, Incidents, and Skill Builders, Cengage Learning, Business & Economics.
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