PLEASE RESPOND TO THIS, I MUST COMPLETE A PEER REVIEW ON THE BELOW. Thanks
Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and/or course concept(s), but perhaps comment on concepts directly applicable to your workplace.
For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.
1. The top-down approach is among the list of scoring method. This method is fairly simple in which all of the applicants are rated in order of the most desired to least likely in according to scores, etc. This type of selection is ideal for positions that are along the entry level in which requires minimal work experience, however, this method doesnt necessarily equate the level of experience the applicant has.
Applicants will be offered a position. Should the applicant deny the offer, the next applicant on the list will be offered the position, so on so forth (Gatewood, Feild, & Barrick, 2011). This method is ideal because it is simple and easy to hire an individual. While this method is easy, it can result in an adverse impact as the high score doesnt equate to the level of experience. Another disadvantage of this method is that it could be open for potential racial liability issues. The adverse impact against protected groups (e.g., minorities, women) that is often associated with a top-down approach to selection test decision making. This is because Whites, on average, tend to outperform certain minorities on commonly used written multiple-choice selection tests measuring factors such as cognitive ability and job knowledge. Given this situation, Whites will be chosen at a substantially higher rate in comparison to members of these minority groups if a strict top-down rank order approach is used (Psychology, n.d.).
The most important elements of Job Analyst would be the job description. This information will allow both the employer and employee to understand the scope of the position and what exactly the employee is required to do (HR Guide, n.d.). Additionally, the job description will allow the employer to set minimal limitations such as required lifting or standing periods, etc. During periods of performance reviews or written letter of consuls, the employer can refer back to the job description and discuss their expectations for the position and what they agreed to.
Gatewood, R. D., Feild, H. S., & Barrick, M. (2011). Human resource selection (7th ed.). Mason, OH
Psychology. (n.d.). Banding. Psychology. Retrieved from
https://psychology.iresearchnet.com/industrial-org… to an external site.
HRGuide. ( n.d.). Hr Guide to the Internet Job Analysis Overview. HR Guide. Retrieved from http://www.job-analysis.net/G000.htmLinks to an external site.