OS 352 2/28/08

I. Exam I results next class.

II. Selection A. Employment-at-will.

B. Two types of discrimination.

C. Defined and methods.

D. Validation.

The Hiring Process

Recruitment

Selection

Socialization

Fig. 5-4 © 1998 by Prentice Hall

Employment-at-Will

Employers can terminate employees for good, bad, or no reason at all.

Exceptions:1) Federal law protecting ees (e.g., ADA)2) Non-statutory public policy breach of contract

Two Kinds of Discrimination

Disparate (Adverse) TreatmentDisparate (Adverse) Treatment Disparate (Adverse) ImpactDisparate (Adverse) Impact

Direct discrimination

Unequal treatment

Decision rules with a racial/ sexual premise or cause

Intentional discrimination

Prejudiced actions

Different standards for different groups

Fig. 3-3

Indirect discrimination

Unequal consequences or results

Decision rules with a racial/ sexual consequences or results

Unintentional discrimination

Neutral actions

Same standards, but different consequences for different

groups

© 1998 by Prentice Hall

Griggs v. Duke Power(1971 U.S. Supreme Court Case)

Er required a high school diploma and a passing score on general aptitude tests

requirements disproportionately excluded black applicants

high school education and passing aptitude tests not necessary to do jobs in question

er unable to demonstrate that requirements were job-related and consistent with business necessity ---> disparate impact

How to Demonstrate Impact (plaintiff)

Comparison of selection ratios Utilization analysis: comparison of workforce

composition to composition of those in the qualified population in the relevant labor market

Segregation by job or occupation

Once a plaintiff demonstrates impact . . .

Er must demonstrate that selection method(s) are …

1) based upon a BFOQ or2) based upon a seniority system or3) job-related and consistent with business

necessity. Then . . . plaintiff (ee) must show that an

alternative practice is available that has less adverse impact

Bona-Fide Occupational Qualification in the EEO Context

Necessary requirement for the job that is based upon normally prohibited characteristics of age, religion, sex, or national origin. Restroom attendants Clothing models

Note 1: this is a very rare and narrow exception to non-discrimination law.Note 2: race is never a BFOQ

Personnel SelectionThe process through which organizations make decisions about who will or will not be allowed to join the organization.

Selection decisions also include transfers, terminations, promotions, demotions, and decisions about who gets training.

Selection Steps

1) Link to organization strategy and objectives.

2) Job analysis --> job description --> job specification.

3) Recruiting.

4) Choose selection tool/method.

5) Select from applicant pool.

6) Evaluate.

Common Selection Process

Multiple hurdle model: eliminating some candidates at each stage of the selection process.

Compensatory model: a very high score on one type of assessment can make up for a low score on another. All candidates go through all selection procedures.

vs.

Techniques for Obtaining Job Applicant Information

Job Applications and Resumes Application forms Resumes References Background checks

Interviews Structured, unstructured Panel / team

http://www.youtube.com/watch?v=zP0sqRMzkwo

Additional Techniques for Obtaining Job Applicant Information

Employment Tests Physical ability tests Cognitive ability tests Job performance and work samples Personality inventories Honesty tests Medical Exams & drug tests

Work simulations Assessment center

Considerations When Choosing a Selection Method

Strategic goals of organization

Utility (benefits less costs)

Generalizability

Legal defensibility

Reliability and validity http://www.youtube.com/watch?v=zP0sqRMzkwo

Your turn: Evaluate the interview question … What was your maiden name? What religious holidays do you

observe? What languages do you

speak? Do you have any children? How old are you? Do you have any disabilities?

Demonstrating the Job-Relatedness (Validity) of Selection Methods

Employer must document that the selection method(s) are related to performance in specific jobs and/or work roles. Job analysis or substitute. Validation.

KSAs that can be easily learned during a brief training program should not be used as screening criteria.

KSAs required in future jobs or roles can be used provided that a majority of individuals reach these jobs.

already discussed

today

Reliability

The extent to which a measurement is free from random error.

Example: A vision test that provides a person with the same results 3 days in a row is reliable. A vision test that provides vastly different results is unreliable.

Note: must have reliability to have validity.

Validity

The extent to which performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance).

Example: The extent to which student performance on OS 352 Exam I is related to students’ degree of learning in the course.

Validation: Evidence that selection method(s) are job-related

3 Types:

1) Criterion-related validity

A measure of validity based on showing a substantial correlation between test scores and job performance scores.

2) Construct validity -

The selection method measures the KSAOs required by the job and excludes KSAOs not required by the job.

3) Content validity -

Consistency between the test items and the kinds of situations or problems (i.e., tasks and duties) that occur on the job.

Criterion-Related Validity

Face Validity

Extent to which a selection test or device makes sense or seems fair to the applicants.

Example: questions about one’s political opinions may appear invalid to applicants for a chef job.