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    The Employment Relationship: Research testing methods to change applicant testing process

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    The company you work for is considering changing its applicant testing process. Your supervisor has asked you to research testing methods and make your recommendation. This proposal will be submitted to the vice president for review and consideration.

    For the purpose of this, it helps to have a specific type of organization in mind. Provide an opening paragraph stating the nature of the company you are choosing for this assignment (e.g., retail organization, factory, school, police department, etc). You may be creative in what type of organization you choose.

    Select (at minimum) 3 major types of tests (examples include cognitive abilities, motor and physical abilities, personality and interests, achievement tests, work sampling, etc.).

    Discuss the legal and ethical implications you see with each test.

    What specific employment laws will be a factor?

    What adverse impact (if any) may be created in using each test, and how could that be minimized?

    Based on the results of that compare/contrast, which testing method do you believe may be the most appropriate for your organization and why?

    Remember to compare and contrast testing methods specifically to demonstrate how the methodologies you have not selected may have more negative ethical and legal consequences than the one you have selected.

    Within the proposal, you should also discuss ways in which advancements in technology have helped to make the applicant testing and selection process more efficient and effective.

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    https://brainmass.com/business/business-law/research-testing-methods-change-applicant-testing-process-405154

    Solution Preview

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    ** Please see the attached file for the complete solution response **

    The Employment Relationship
    Introduction
    The construction management organizations can benefit greatly from applicant testing processes. This fact is apparent in that within construction management there are many different departments and job levels. Whether a project is as small as a deck being added to a house or a multi-million dollar mall, construction management is necessary to make sure the project is done right and completed on time. "Construction management takes coordinating and managing various and numerous disciplines involved in building and implementing the project (Baer, 2011)."

    Four Major Types of Applicant Tests

    Intelligence Tests
    Intelligence tests are relative to job performance. It has been studied that a "more intelligent person is able to perform a given job more efficiently (Schmidt & Hunter, 2004)." These tests will show indications of what an applicant's aptitude is towards a subject or job. The positive side of hiring a highly intelligent individual would be the ability of the applicant to learn many jobs or facets of the organizations; however, there could be issues with the applicant turned employee in dealing with employees of a lower level of knowledge. There could be strained relations and this could lead to the legal implication of not treating everyone fairly or the ...

    Solution Summary

    This paper as a proposal will cover changes to an applicant testing process. It will recommend different testing methods. The organization is construction management. It will discuss four major types of tests: intelligence, job knowledge, situational judgment, and personality. The legal implications, specific employment laws, and adverse impact are reviewed for each test. Comparing all tests, this paper will explain which test method appears to be most appropriate for the organization and the reason why. It will specifically demonstrate that the testing method selected is not as negative ethically and does not have as many legal consequences as the others not selected. Additionally, advancements in technology will be addressed to show how it has helped to make the applicant testing and selection process more efficient and effective.

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