If BSS does not adhere to these rules, then it would be violating the rules of any business operation. EEO has enforced rules that hinder BSS from obtaining information about an applicant's age if it is unreasonable to peg the job position on age alone. EEO stipulates that if BSS insists on job tests, then the tests must be related to the job and BSS must include people from all races, of different color, background, religion, sex and should not make the judgment based on disability. BSS must have a sign language interpreter on standby in case an applicant needs an accommodation. Such an accommodation must be made available by BSS. However, the accommodation must not cost BSS significantly challenging expenses (McLean, 2006).
How BSS can know that its background testing programs are effective
The results in the report indicate that the work samples and the clerical tests are crucial in the selection procedure of CSRs. The tests on work samples generate similar results. This demonstrates that the tests were redundant. The clerical test has proven to be an effective predictor of a unique criterion. Therefore, the application of both the work sample and the clerical test seems to be the most effective combination in making predictions (Heneman, Judge & Kammeyer-Mueller, 2012).
Recommendations to BSS's initial assessment process
Looking at the results, they suggest that the work sample and the...
The initial assessment process of BSS was greater than 80% of the team with a higher rate of selection. Therefore, there were no major adverse impacts (McLean, 2006). Even when the initial processes were marked by rampant adverse impacts, the use of PS scores in selecting potential employees is justifiable when focusing on merit and score of performance. Looking at the overall results, it seems that the PS scores might be the best and the most reasonable in making valid predictions in managerial performance. Nevertheless, further extensive research must be conducted in this area. BSS must understand measurement issues such as standardization because this would assist is reducing favoritism during the selection process. In turn, it would increase the level of fair treatment and opportunity to be hired towards the applicants. Knowledge in principles of measurement will be helpful to staffing experts to meet the needs of shareholders and the organization through designing a system to identify the best-qualified potential employees (Heneman, Judge & Kammeyer-Mueller, 2012).
References
Heneman, H.G., Judge, T.A., & Kammeyer-Mueller, J.D. (2012). Staffing organizations (7th ed.). Middleton, WI: Mendota House.
McLean, G.N. (2006). Organization development: Principles, processes, performance. San Francisco: Berrett-Koehler Publishers.
