Workforce Planning Human resource (HR) professionals play a critical role in employee selection and workforce planning, key determinants in the success of any organization. Effective selection procedures can assist HR in recruiting talent that is best equipped to advance organizational objectives. Interviewing, testing, realistic job previews, assessment centers, and reference checks all bring unique value to the selection process. HR must have a thorough understanding of employment legislation such as the Age Discrimination in Employment Act (ADEA) and the Americans with Disabilities Act (ADA) in order to reduce organizational risk. Although nothing can guarantee a perfect hire, a well-designed selection process can provide the best opportunity
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A key consideration for HR is that any test used must be clearly related to the job and a proven predictor of success (Reed & Bogardus, 2012). Testing can be used to assess cognitive ability, personality, and knowledge, all of which have a long and proven history in the prediction of job performance (Kantrowitz, Dawson, & Fetzer, 2011). Advances in technology now allow organizations to administer many of the tests online. Internet-based testing can efficiently screen candidates, reduce hire time, and reduce recruitment costs (Kantrowitz et al., 2011). Computer adaptive tests (CAT), where questions are populated from a large pool based on previous answers, have become a popular tool due to their ability to improve security and decrease the opportunity for cheating (Kantrowitz et al., 2011). Assessing integrity has become a …show more content…
The ADEA protects employees and job candidates 40 years of age and older against discrimination in hiring, promotions, termination, and any other employment condition (Reed & Bogardus, 2012). HR must be proactive in the provision of diversity training to assist hiring managers in the prevention of either purposeful age discrimination or decision-making that unintentionally gives off the appearance of it. HR should also track hiring statistics in the attempt to detect any appearance of age discrimination. The ADA protects disabled employees in the same way as the ADEA. In addition, it requires employers to make reasonable accommodations for qualified persons with disabilities with regards to facility access and reasonable adjustments to position requirements (Reed & Bogardus, 2012). When a request
A key consideration for HR is that any test used must be clearly related to the job and a proven predictor of success (Reed & Bogardus, 2012). Testing can be used to assess cognitive ability, personality, and knowledge, all of which have a long and proven history in the prediction of job performance (Kantrowitz, Dawson, & Fetzer, 2011). Advances in technology now allow organizations to administer many of the tests online. Internet-based testing can efficiently screen candidates, reduce hire time, and reduce recruitment costs (Kantrowitz et al., 2011). Computer adaptive tests (CAT), where questions are populated from a large pool based on previous answers, have become a popular tool due to their ability to improve security and decrease the opportunity for cheating (Kantrowitz et al., 2011). Assessing integrity has become a …show more content…
The ADEA protects employees and job candidates 40 years of age and older against discrimination in hiring, promotions, termination, and any other employment condition (Reed & Bogardus, 2012). HR must be proactive in the provision of diversity training to assist hiring managers in the prevention of either purposeful age discrimination or decision-making that unintentionally gives off the appearance of it. HR should also track hiring statistics in the attempt to detect any appearance of age discrimination. The ADA protects disabled employees in the same way as the ADEA. In addition, it requires employers to make reasonable accommodations for qualified persons with disabilities with regards to facility access and reasonable adjustments to position requirements (Reed & Bogardus, 2012). When a request