Case Study: Laura Learns A Lesson
1. What evidence is there that employment discrimination has taken place in this selection process?
Organizations have to have clear legal obligations to provide for equal employment opportunity in the workplace. Unfortunately, where Laura works, the company did not introduce maternity leave for women who have babies. They have to put resignation when they are pregnant, which is unfair to Molly.
I do not think gender as discrimination, which played a part in this selection process.
Laura was not discriminated against Ben 's gender, so as to refuse to point him as the receptionist. Laura as the supervisor, she was insisted to replace Molly with Amy before the selection process.
She did not take the selection process seriously, did not give equal opportunities to other colleague.
2. Who would you have put on the selection panel to ensure the best selection result? Why?
HR manager should be put on the selection panel to ensure the best selection result. He as the professional HR specialist would have more experiences and be more objective to select best employee. He could make sure that selection is not biased, and to provide an external perspective to the interview process.
3. How could the panel have been more objective in distinguishing the strengths and weaknesses of each candidate?
Laura has been subjective in choosing best candidate, she has influenced other interviewers ' decision making before the panel discussion who is the best for the vacancy. The panel should consist other supervisors from other sections. Make sure that at least one interviewer is an "independent" whose role is to ensure that selection is not biased, and to provide an external perspective to the interview process.
4. Discuss the validity and reliability of the selection test used in this selection process.
Validity in selection refers to how well the selection technique used measures what it claims to measure (Dessler, Griffiths et al, 2004). The term "validity" often refers to
Organizations have to have clear legal obligations to provide for equal employment opportunity in the workplace. Unfortunately, where Laura works, the company did not introduce maternity leave for women who have babies. They have to put resignation when they are pregnant, which is unfair to Molly.
I do not think gender as discrimination, which played a part in this selection process.
Laura was not discriminated against Ben 's gender, so as to refuse to point him as the receptionist. Laura as the supervisor, she was insisted to replace Molly with Amy before the selection process.
She did not take the selection process seriously, did not give equal opportunities to other colleague.
2. Who would you have put on the selection panel to ensure the best selection result? Why?
HR manager should be put on the selection panel to ensure the best selection result. He as the professional HR specialist would have more experiences and be more objective to select best employee. He could make sure that selection is not biased, and to provide an external perspective to the interview process.
3. How could the panel have been more objective in distinguishing the strengths and weaknesses of each candidate?
Laura has been subjective in choosing best candidate, she has influenced other interviewers ' decision making before the panel discussion who is the best for the vacancy. The panel should consist other supervisors from other sections. Make sure that at least one interviewer is an "independent" whose role is to ensure that selection is not biased, and to provide an external perspective to the interview process.
4. Discuss the validity and reliability of the selection test used in this selection process.
Validity in selection refers to how well the selection technique used measures what it claims to measure (Dessler, Griffiths et al, 2004). The term "validity" often refers to
References: Dessler Garry, Griffiths John, Lloyd-Walke Beverley r and Williams Andrew. (2004). Human Resource Management 2e. Prentice Hall, NSW