Here you can read our FREE Ultimate Guide on BUS V32 Week 4 Discussion: Recruitment Process and Job Advertisement and see its solution.
Instructions of BUS V32 Week 4 Assignment: Addressing Disparate Impact in the Selection Process
Chapter 4
This is a “post first” forum, which means you must first post your response to the discussion prompt before you can see any other posts (posting a blank response will result in a zero score).
The discussion forums are designed to simulate live class discussions, so please use your own words and give a substantive reply to at least 2 peers to earn full credit.
To earn credit, be certain your discussion responses are directly tied to the material we covered this week – no credit will be given for creative writing or opinion editorials – it must be based on the course material!
After reading Chapter 4, reviewing the posted slides, and watching the posted videos, post a reply to the following discussion prompts:
In your own words, describe the THREE steps in the recruitment process. Provide one sentence for EACH of the steps in the process. Hint: review Chapter 4 slide 8
Select ONE position you will recruit for at your organization* and develop a 2-sentence description of the job requirements. This job description should be written as the first two sentences of the advertisement for the job opening. *If you are not currently working, use an academic counselor position at Ventura College. Hint: include the criteria in Chapter 4 slides 18 & 22
For the position you selected in part 1, determine if Internal or External recruiting is best for your job and organization and explain WHY. Hint: review Chapter 4 slides 46 & 48
Use your own words – do NOT plagiarize!
The response to questions 1 and 3 must be a minimum of 3 sentences to EACH question.
Respond to at least two peers to earn full credit.
Use the rubric below to construct a response that earns full credit.
This topic is closed for comments.
Student Submission
Michael Aina
The three steps in the recruiting process is
1.Job analysis, a review of job responsibilities that helps ensure the right fit between job and employee
Job specifications, a list of tasks and duties of a job
Job description, which identifies skills and abilities need to be successful at a job.
A position I would recruit for at my job would be a front desk receptionist.
‘A job description I would write would be, “ Must have good customer service skills and know hotel schedules. Also must be punctual and comfortable using computers
I think external recruitment is how I would do my advertisement for this job. External recruitment reaches out to more people and even though it also invites more unqualified workers, I think the job I chose is fairly easy to understand. Internal advertising leads to a less diverse workforce.
Step-By-Step Guide on BUS V32 Week 4 Assignment: Addressing Disparate Impact in the Selection Process
Precap from Week 4 Discussion
In the week 4 discussion, we focused on creating an inclusive environment and addressing specific multicultural concerns. This set the stage for understanding the legal and ethical considerations in managing a diverse workforce.
Introduction to BUS V32 Week 4 Assignment
Welcome to BUS V32 Week 4 Assignment: Addressing Disparate Impact in the Selection Process! This week, we will delve into the concept of disparate impact in the selection process and explore methods to ensure fairness and compliance with the Four-Fifths Rule. This Owlisdom How-To guide will help you navigate the Week 4 assignment, ensuring you address all necessary components thoroughly.
Provide the calculations for passing scores of the six groups (use the calculation example on page 179 to assist you in the math) and the score for the 1 group that showed the disparate impact.
Calculate Disparate Impact
As mentioned in the BUS V32 Week 4 Assignment: Addressing Disparate Impact in the Selection Process instructions, I will now provide the calculations for passing scores of Groups 6 and Group 1 that show disparities.
- Use the data table provided in the case study.
- Apply the Four-Fifths Rule to calculate the possible disparate impact for each group.
- Identify the group that shows disparate impact.
Example
Using the data table, the passing rates for the six groups are calculated as follows:
- Group A: 80%
- Group B: 60%
- Group C: 70%
- Group D: 50%
- Group E: 85%
- Group F: 75%
The group that showed disparate impact is Group D, with a passing rate significantly lower than the others. The Four-Fifths Rule indicates that if the selection rate for any group is less than 80% of the selection rate for the highest group (in this case, Group E at 85%), there is a potential disparate impact.
As the HR manager, explain TWO things you would consider before changing any selection tools based on this data.
Considerations Before Changing Selection Tools
Next, in the BUS V32 Week 4 Assignment: Addressing Disparate Impact in the Selection Process instructions, I will explain two things I would consider before changing any selection tool because of this data.
- Identify two things to consider before making changes.
- Base your considerations on the data and chapter content.
Example
Before changing any selection tools, I would first consider the validity and reliability of the current tools. Ensuring that the tools accurately measure the skills and abilities required for the job is crucial. Secondly, I would assess the potential impact of the changes on the overall diversity of the workforce. It’s important to ensure that any new tools do not inadvertently disadvantage another group.
As the HR manager, describe TWO options you would change in the selection process to eliminate disparate impact.
Options to Eliminate Disparate Impact
Next, in the BUS V32 Week 4 Assignment: Addressing Disparate Impact in the Selection Process instructions, I will discuss two options that will help to eradicate disparate impact.
- Describe two changes to the selection process to eliminate disparate impact.
- Support your suggestions with chapter content.
Example
To eliminate disparate impact, I would consider implementing structured interviews that focus on job-related competencies. This reduces the risk of bias and ensures a fair assessment of all candidates. Additionally, I would introduce job simulation tests that provide a realistic preview of job tasks. These tests are generally more valid and reliable than traditional selection methods and can help reduce disparate impact.
Closing
This How-To guide of BUS V32 Week 4 Assignment: Addressing Disparate Impact in the Selection Process aims to assist you in navigating the Week 4 assignment for BUS V32 effectively. By understanding and addressing disparate impact, you will enhance your ability to ensure fairness in the selection process. Engaging in meaningful dialogue with your peers will further enrich your learning experience. Good luck with your assignment!
Precap for Week 4
Next week, we will explore performance management and employee appraisals, focusing on best practices for evaluating and improving employee performance. Be prepared to develop performance metrics and feedback strategies.
