Human resource Management discussion
Reading:
Heneman, H. H., Judge, T. A., Kammeyer-Mueller, J. (2011). Staffing Organizations (7th ed.). New York: McGraw-Hill. Chapters 8 & 9. These chapters will be used for modules 7, 8, and 9.
Arthur, Jr., W., & Doverspike, D. (1997). Employment-related drug testing: Idiosyncratic characteristics and issues. Public Personnel Management, 26, 77-87.
**Rynes, S.L., Orlitzky, M.O., & Bretz, R.D., Jr. (1997). Experienced hiring versus college recruiting: Practices and emerging trends. Personnel Psychology, 50, 309-339.
**Konovsky, M. & Cropanzano, R. (1991). Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of Applied Psychology, 76, 698-707.
**Truxillo,D.M., Bauer, T.N., & Paronto, M.E. (2002). Reactions to organizational alcohol testing and treatment programs. Journal of Business Psychology, 17, 31-45.
Overview:
The idea behind screening systems is to make decisions about who not to accept into the organization. Although the logic of predicting later behavior applies to both screening and selection methods, screening is not job specific, but rather helps staffing decision makers "screen out" people who would not be as likely to be good organization members (as opposed to job performers). So screening methods might be aimed at predicting such things as drug use, theft, congruence with the organization's value system (i.e., do people think the goods or services of the organization are worthwhile), and so on.
Important terms:
weighted application blank, biodata, cross validation, accomplishment records, faking, letters of recommendation, reference check, handwriting analysis, genetic screening, integrity test, conscientiousness, graphology
Additional information:
Integrity tests: One common issue with integrity tests is their susceptibility to faking. This is true even for more personality-based (rather than overt) tests. To give you an idea of the types of questions that are asked (and so you can see why they are easily faked), I have listed some sample questions below (from Dwight & Alliger, 1997 – if you are interested in the article, let me know and I’ll send you the complete reference).
1. I would turn in a fellow worker I saw stealing money.
2. An employee should be fired if the employer finds out the employee lied on the application blank.
3. I’ve thought about taking money from an employer without actually doing it.
4. Over the last three years, what’s the total amount of money you’ve taken without permission from your employer?
5. Most people I’ve worked with have stolen something at one time or another.
6. Someone who steals because his family is in need should not be treated the same as a common thief.
7. Never in my whole life have I wished for anything I was not entitled to.
One dilemma with integrity tests is what to do with individuals who score really high on the test. That is, should they be considered liars and not get the job (with the notion that nobody can be that honest and good) or considered extremely honest individuals and not penalized? For example, it could be that the person simply gave very socially desirable responses and in actuality is a dishonest individual. Conversely, the person could be a very honest individual. This issue is still unresolved – but fun to discuss.
Realistic Job Previews: If you would like to see some RJPs, see the links below. Of course, these are just descriptions, not videos, but they give an idea of what RJPs entail.
1. For a state trooper: http://www.isp.idaho.gov/hr/trooper_info/realistic_job.html (updated link)
2. For a job working with people with disabilities: http://www.dungarvin.com/Employment/Realistic%20Job%20Preview/RJP-page01.htm(site has audio and photos)
QUESTION:
Please answer any three of the following questions. This assignment is worth 15 points – 5 points per question. Remember to cite your sources and include a reference section!
1.Screening devices are often based on BFOQs. What is a BFOQ? How would you go about determining BFOQs for a given job? How do the courts determine what a BFOQ is?
2.How does screening relate to the staffing process? That is, how would you conceptualize the difference between screening and selection? Is there a difference? Do the same legal implications apply to screening methods as they do to selection methods?
3.Given what is known so far about various screening methods, which ones would you be most likely to consider for each of the following situations:
a.A security guard in a high-volume downtown bank.
b.Manager of the customer service department of an insurance company.
c.Over the road (long haul) truck driver.
What further information would you need in order to make your choices?
4.Provide an example where genetic screens are likely to be predictive of job effectiveness. Why are genetic screens not legal, given their potential predictive accuracy?
