Selection Methods and Validity – 3 Paragraphs

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Discussion 1: Selection Methods and Validity

Organizations use selection methods, such as cognitive tests, personality tests, and credit checks, for employment and promotion. These tests can be effective in determining qualifications and predicting job success when used properly. Many organizations have adopted selection methods to keep up with the rate of online applications and to manage increased concerns about workplace safety. Yet, organizations can violate federal antidiscrimination laws if they use these tests to discriminate upon factors such as race, sex, or disability (The U.S. Equal Employment Opportunity Commission, 2010). What, then, makes a test valid? Validity is demonstrated for a selection method when it can be shown to predict successful job performance. The Uniform Guidelines on Employee Selection Procedures (Equal Employment Opportunity Commission et al., 1978) were designed for several federal government agencies that conduct compliance reviews concerning discrimination. In this framework, there are three acceptable legal strategies to test for validity: criterion-related validity, content validity, and construct validity (Biddle Consulting Group, 2011).

For this Discussion, consider a selection method that was unusual, unique, or interesting. Reflect on the court cases from this week’s Learning Resources and decide whether the selection method was valid and what recommendations you might make to improve the method.

References:

Biddle Consulting Group. (2011). Section 5: General standards for validity studies. Uniform guidelines on employee selection procedures. Retrieved from http://uniformguidelines.com/uniformguidelines.html#1

Equal Employment Opportunity Commission et al. (1978). Uniform guidelines on employee selection procedures. Federal Register, 43(166), 38290–38315. Retrieved from http://www.gpo.gov/fdsys/pkg/CFR-2010-title29-vol1/content-detail.html

The U.S. Equal Employment Opportunity Commission. (2010, September 23). Employment tests and selection procedures. Retrieved from http://www.eeoc.gov/policy/docs/factemployment_procedures.html

With these thoughts in mind:

Post by Day 3 a description of the most unusual, unique, or interesting selection method that you have experienced in your job or in a job with which you are familiar. Then, explain from your perspective if the selection method was valid and why. Finally, make a recommendation that improves this selection method. Support your response with the Learning Resources and current literature. APA format

Your post should be three paragraphs. Be sure to support your postings and responses with specific references to the Learning Resources.

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