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MGMT4402 Human Resource Management HR Case Analysis Adverse Impact This case must be typed and completed individually

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MGMT4402 Human Resource Management

HR Case Analysis Adverse Impact

This case must be typed and completed individually.  Evidence of group work on this exercise will be considered a violation of our academic integrity policy.  Furthermore, you are strictly forbidden from sharing your answers (i.e. write-up) with anyone currently enrolled, previously enrolled, or to be enrolled in this course in the future.

Required Length

There are no specific length requirements for your write-up.  Generally, a well done write-up for this case is probably about 3-6 pages (double-spaced).

Required Formatting
Generally, documents in Size 12, Times New Roman Font with 1” margins that are double-spaced are easiest for me to read.  If you use references, they must follow the rules detailed in the Publication Manual of the American Psychological Association, 7th Edition.  Please see our formatting document for this case in Canvas and prepare your answers accordingly.

 

Due Date

This case must be submitted/uploaded through our LMS on or before the due date (11:59 p.m., ET) listed in the course schedule on your syllabus, unless approved otherwise by the  instructor. Late work will not be accepted.

Purpose

A federal government agency has recently had complaints regarding the selection procedures for one of its entry-level law enforcement jobs.  Presently, applicants must successfully complete a written test and an unstructured interview.  Although their current staffing practices had been adopted ten years ago, the agency has not recently checked the selection rates for adverse impact.  You must determine if the selection procedures meet the requirements of the Uniform Guidelines.  If not, job analysis must be used to ensure the new selection procedures will meet the validation requirements of the Uniform Guidelines.  More generally, the purpose of this case is fourfold: (1) to give you practice recognizing and identifying instances of adverse impact, (2) to demonstrate the importance of doing an appropriate job analysis with documentation, (3) to help you recognize the difference between content and criterion-related validity, and (4) to demonstrate the importance of structure and job relatedness in the development of the selection interview.

Case Questions

First, read both the accompanying case and the Uniform Guidelines on Employee Selection Procedures (http://www.uniformguidelines.com/).  After doing so, answer each of the following questions.  Write your answers in a  professional manner and please number your answers!  Be sure to explain things in your own words.  I know what the Uniform Guidelines say – this is an opportunity for each of you to show you have a thorough understanding of them too.  You should consider how you would explain things to an employee who asked you the same questions posed in the assignment, or if you were at a conference how you would respond to inquiries from the audience that were the same as those posed in the assignment.  Lastly, be sure to answer every question thoroughly, to the fullest degree, and again be sure you answered it in your own words.  Don’t just copy lines from the Uniform Guidelines or textbook.  I know what those have to say.  This is your opportunity to show that you fully understand the idea of adverse impact, how to calculate it, and how to validate a job selection process.

Before beginning this case analysis: (a) Please watch the recorded lecture “Case Analysis Video:

Adverse Impact - How to calculate %’s,” and (b) Carefully review the Uniform Guidelines on

Employee Selection Procedures at http://www.uniformguidelines.com/

1. First, what is adverse impact?  In addition to defining the concept, provide an example.  How is adverse impact different from disparate treatment? (10 points)
2. According to the uniform guidelines, if the total selection process for a job has not shown adverse impact, should the individual components of the selection process still be evaluated for adverse impact? (hint: review http://uniformguidelines.com/uniformguidelines.html)  (10 points)
3. According to the Uniform Guidelines, does the four-fifths rule of thumb mean that we are allowing a selection procedure to tolerate up to 20% discrimination? (hint: review http:// uniformguidelines.com/questionandanswers.html) (10 points)
4. According to the Uniform Guidelines, why is the four-fifths rule called a “rule of thumb?” (hint: review http://uniformguidelines.com/questionandanswers.html)  (10 points)
5. Applying the four-fifths rule to the data in Exhibit 2.7 of this case, is there evidence of adverse impact against any race, sex, or ethnic groups?  Create a table showing your calculations for those who took the test, who interviewed, and overall.  Be sure to incorporate all of the relevant numbers you use in your calculations into your table. (25 points)
6. In the case, Burden and Santos must decide which type of validation to use for their newly developed selection procedures.  In your own words, define each of the following: criterionrelated validity, content validity, and construct validity.  Please provide examples of each type of validity.  If you had to decide which type of validation to use for the newly developed selection procedures in the case, which would you choose?  Why? (25 points)
7. According to the Uniform Guidelines/case, what is the best way to analyze a job?  What is the critical-incident technique and why is it particularly well-suited for the selection process utilized by the government agency in the case?  Further, describe the job analysis procedures used in this case. (10 points)

 

Notes

 

Proper grammar, mechanics, and style are expected in your work at all times.  Your grade on this case analysis may be reduced by up to 20 points for errors in these areas (depending on their severity).

You are responsible for reviewing the debrief that accompanies this case when it becomes available.  This debrief explains the key takeaways for our case and serves as my overall feedback to you.  If you have specific questions about your grade for this case you must contact me within 7 days of our debrief becoming available or within 7 days of receiving your grade (whichever occurs last).  You will need to explain to me, based on your submitted work as contrasted with the case debrief, why you believe your work should be graded differently.