Essay Available:
Pages:
1 page/≈275 words
Sources:
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Style:
MLA
Subject:
Management
Type:
Essay
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 4.32
Topic:
Human resource management. Civil Rights Act of 1991
Essay Instructions:
Please answer the questions
1: Discuss how the Civil Rights Act of 1991 and the Americans With Disabilities Act (ADA) impact personnel selection processes. Be specific about HOW each act impacts selection processes (what do these laws require for the selection process) and how specifically do human resources departments design processes that comply with these requirements?
2:Which other functions of HR does a job description impact? Why is it important that the job analysis be done well and the job description be correct? Be very specific.
3: Explain the terms "reliability" and "validity" as they relate to employee selection. Why are reliable and valid assessment instruments an important component of providing equal employment opportunity?
Essay Sample Content Preview:
Student’ Name
Professor’s Name
Course
Date
Human Resource Management
Question 1
The Civil Rights of 1991 prohibits employers from altering scores of selection tests or utilizing different test scores depending on the applicant’s group membership. Therefore, it is illegal for organizations to adjust test scores on the basis of color, sex, race, national origin, or religion. On the other hand, the Americans With Disabilities Act (ADA) seeks to provide equal opportunity for qualified candidates with disabilities. In this case, the selection process should not discriminate against persons that have disabilities. The selection tests should be related to the job and should evaluate the ability of the candidate to carry out essential job functions. To ensure the selection process complies with the laws, the HR department should design the same selection criteria for all job applicants regardless of their disabil...
Professor’s Name
Course
Date
Human Resource Management
Question 1
The Civil Rights of 1991 prohibits employers from altering scores of selection tests or utilizing different test scores depending on the applicant’s group membership. Therefore, it is illegal for organizations to adjust test scores on the basis of color, sex, race, national origin, or religion. On the other hand, the Americans With Disabilities Act (ADA) seeks to provide equal opportunity for qualified candidates with disabilities. In this case, the selection process should not discriminate against persons that have disabilities. The selection tests should be related to the job and should evaluate the ability of the candidate to carry out essential job functions. To ensure the selection process complies with the laws, the HR department should design the same selection criteria for all job applicants regardless of their disabil...
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