Discussion 2 – Week 2
The Effects of Personnel Selection
Personnel selection is any process that is used to make a personnel decision. It can include tests work samples biographical data forms background investigations interviews and reference checks. The process is used to assess candidates and to predict future job performance. Throughout history issues related to personnel selection have led to various court cases. In December 1970 the NAACP Legal Defense and Educational Fund (LDF) presented its argument to the Supreme Court on behalf of 13 African-American employees of Duke Power Companys Dan River Steam Station. Duke Power Company had a history of limiting African-Americans to the labor department which was the lowest paying department in the company. After Congress passed Title VII of the Civil Rights Act of 1964 Duke Power stopped blatantly limiting African-Americans from working in other departments but they announced new requirements for hiring promotions and transfers. Applicants had to have a high school diploma or scores on standardized IQ tests equal to those of the average high school graduate in order to work in other departments. The LDF argued that the companys hiring promotion and transfer standards perpetuated discrimination within the organization and that Dukes standards did not measure ability for successful job performance. In the landmark case ofGriggs v Duke Power Co. the Supreme Court ruled against Duke Power because the company could not prove that its selection procedures predicted job performance. In its ruling the Supreme Court explained that Title VII does not prohibit personnel selection standards such as testing and diploma requirements but those selection standards must predict job performance (NAACP n.d.). This is an example of not using job analysis in personnel selection. This example has implications in personnel selection from human resources financial and legal perspectives. For this Discussion read the legal caseGriggs v Duke Power Co. and consider the implications of job analysis in the case.
Reference:
NAACP Legal Defense and Educational Fund Inc. (n.d.).Case: Landmark: Griggs v. Duke Power Co.Retrieved January 26 2012 from http://naacpldf.org/case/griggs-v-duke-power-co
With these thoughts in mind:
Post by Day 3an explanation of one implication of job analysis in personnel selection from a human resources perspective. Then explain one implication of job analysis in personnel selection from a financial perspective. Finally explain one implication of job analysis in personnel selection from a legal perspective. Be specific and use examples.
Your post should be three paragraphs. Be sure to support your postings and responses with specific references to the Learning Resources.
Reada selection of your colleagues’ postings.
Respond by Day 6to at leastoneof your colleagues’ postings in one or more of the following ways:
Returnto this Discussion in a few days to read the responses to your initial posting. Note what you have learned and/or any insights you have gained as a result of the comments your colleagues made.
Application: Job Analysis Through Employee Observation
Think back to a job description that you may have read. Do you think the job description accurately represented the actual tasks and responsibilities associated with the job depicted? Organizations often use a highly structured format to write job descriptions. Although you may not realize it a job description is based on a job analysis. People who create job descriptions should identify the most critical tasks of a job and then identify the necessary knowledge skills and abilities needed to perform the job successfully. This is often done through employee observation. In order to create an accurate job description organizations should perform a job analysis. After the job analysis there is usually a review process to ensure the accuracy of the job description (Whetzel & Wheaton 2007).
For this Application Assignment you begin your fictitious role as a personnel consultant. Your first task is to develop a job description. Review the media Introduction to Company located in this weeks Learning Resources to obtain a background of your company. Then review the media Employee Observation. Consider the type of job for the tasks and duties that you observed. Think about the responsibilities abilities and tasks you might include in the job description.
Reference:
Whetzel D. L. & Wheaton G. R. (2007). Context for developing applied measurement instruments. InApplied Measurement: Industrial psychology in human resources management(pp. 111). Mahwah NJ: Lawrence Erlbaum Associates.
The Assignment (1 page)
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