During a global career succession assessment of leadership talent pipeline, a candidate was asked to complete a personality/behavioral tendency profile. The candidate asked to speak to the program administrator about the validity of the assessment. The assessment is based on first responses to several sets of word values. The instructions were to respond with first instinct to the set of words listed in several different categories. The candidate stated that some of the words could have different interpretations based on values, beliefs, and cultural origin. Therefore, the validity of the assessment could be biased in terms of results/outcomes. The program administrator removed the weighting of the assessment (not part of the overall assessment scoring) to be used for informational and team building purposes only.
Analyze whether the candidate has a valid discrimination concern about the assessment
Global career succession assessment of the leadership talent pipeline is an effective way to assess behavior. However, the candidate has a viable concern due to different possible interpretation world. Based on different cultural values, races, religion, and color, every individual can depict a different behavior or interpretation of the world. Thus, the administration decided to speak about the validity of the assessment. It is necessary to come up with an effective standard of assessment. It is to mention that the administration must know or integrate with other aspects in the assessment process. For Instance, the administration must know how an individual or future leader can use his personal beliefs, cultural values, and other norms top perceive words. Skills and experience are also key factors. The administration is only trying to assess the behavior of the leadership by navigating skills and experience. The administration would know that the behavior or interpretation can be changed due to cognitive impact. These values can change leadership cognition. Hiring the right person at the right time for the right job is a right for every company.
However, instead of discriminating, setting some standard can be a good approach. The candidate believes that the administration has discriminated because it wants to retaliate. Retaliation asking about the race, color, origin, and other values are strictly prohibited by Equal Employment Opportunity Commission (EEOC). It is better to judge the behavior or words regarding team building purpose only. Consolidating different things at the same time may cause confusion and misunderstanding. In the content of this case, it seems intentional because of some differences. It is an act of discrimination because the administration intends to prioritize other people, who are pertinent or relevant regarding race, color and other values. The candidate must be protected through the equal employment opportunities act (Hendry, 2012).
Determine what EEOC laws could potentially be at risk of violation
In the employee screening and selection process, it is necessary for the management of the company to set its anti-discrimination policy to avoid the risk of violation. For Instance, according to the equal employment opportunity commission, the law is not to discriminate people due to race, age, color, religion, nationality, sex, and disability. When designing the test, the employer may violate this EEOC law to gain some personal benefits. The chances of violation are high due to the different justifications that an employer has to depict after the violation. Another law of equal employment opportunity commission is quite visible. For Instance, if the employer in the company designs a selection procedure, and further it reveals that it can protect a particular group, he must have to change the procedures and use the alternative one. This law can also be violated because the employer may not have enough time to reshape the test procedures.
Sometimes, the management of the company has to hire employees on an emergency base. Thus, unintentionally, the law can be violated. The law states the test is to be predictive regarding job roles and specifications. For Instance, in the test procedure, it is imperative for the management of the company to make some changes in the test. If job specifications and description along with the required skill change, it must be reflected in the tests. The employer may violate this law to take extra work of the employee against the job description. Candidates usually perceive that the test contains all relevant questions. However, many things are to be hidden in tests. The change in the test can also be done in a particular group, and it seems an element of discrimination. The probability of a violation is in the limelight, and by setting standards, the difference can be made effectively (Price, 2011).
Evaluate how the assessment could be altered so that it could still be used for the program
The assessment should be used for the programs. The most important thing for the employer is to eliminate all interventions in the form of race, color, identity, religion, disability, and nationality. Thus, the best thing that the management of the company can do is set the standard at all levels of the organization regarding the hiring and selection process. For instance, the whole assessment will be impartial to choose the best candidate. To make it completely relevant to the program, the employer has to enable the relevant assessment validity. Making the assessment is a purposeful process of making all elements of the assessment to the point. With pertinent objectivity, the assessment validity can be successful. In an organization, it has been revealed that tests are designed by managers at different levels of organizations casually to have new employees in the departments. Managers may have concerns about having a particular individual or group of people. Thus, the test should be designed at the top level, and it is a key step when altering the whole assessment process. Also, the employer needs to create some effective measures to evaluate the effectiveness of a test or assessment.
The most important thing for the employer is to integrate with the equal employment opportunity commission to measure the validity. Integration with the law is the biggest measurement of the assessment validity. For Instance, if an employer understands possible violations in the assessment process, he may take the equal employment opportunity commission as a key source to make some changes. It can be used for change and evaluation, and it seems workable in an organization. If a candidate feels that the employer discriminates against him, he knows the laws of EEOC to depict his claim. On the other hand, if the claim is right, the employer can alter things to be relevant and avoid possible violations (Simonsc, 2011).
References
Hendry, C. (2012). Human Resource Management. Routledge.
Price, A. (2011). Human Resource Management. Cengage Learning.
Simonsc, R. (2011). Human Resource Management: Issues, Challenges and Opportunities. CRC Press.
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