Assignment 3: Evaluating Disparate Impact and Employee SelectionYou are employed as an HR consultant for a mid-sized bank. The bank employs 200 tellers across its branches. You need to recommend to the bank what to consider when hiring for the position of Bank Teller. At this point you have completed Assignment 2 and you have created a selection system for the job of a Bank Teller. Now you are moving to Assignment 3 to verify the selection system works properly. For this second assignment there are two main tasks you need to complete:Assignment 3: Part A Evaluating Disparate Impact DiscriminationAssignment 3: Part B Reflection on Employee SelectionBoth tasks should be included in one document 3 to 5 pages in length, double spaced, use tables when needed, and use APA format for referencing and citing. Include a cover page and a reference page. For the complete instructions see Content> Course Resources> Three Major Assignments.CriteriaGrade A5 pointsGrade B4.25 pointsGrade C3.75 pointsGrade D3.25 pointsGrade F-0 pointsPart A Evaluating Disparate Impact DiscriminationAll answers are correct with a thorough explanation. All answers are correct with a limited explanation. One or more answers are incorrect or unclear.Two or more answers are incorrect or unclear.Completely missing or incorrect.Part B Reflection on Employee Selection Q 1-5All answers are correct with a thorough explanation. All answers are correct with a limited explanation. One or more answers are incorrect or unclear.Two or more answers are incorrect or unclear.Completely missing or incorrect.Part B Reflection on Employee Selection Q6All components of an employee selection process are thoroughly explained. All components of an employee selection process are explained, yet not in detail. One or more components are missing or unclear.Two or more components are missing or unclear.Completely missing or incorrect.Writing MechanicsStrictly adheres to standard usage rules of mechanics: Conventions of written English, including, but not limited to capitalization and punctuation and spelling. No errors found. No jargon used.Adheres to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. One to three errors found.Minimally adheres to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. Over three errors found.Does not adhere to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. Over ten errors found.Completely missing or incorrect.APA Guidelines for in-text citations and ReferencesThe paper correctly cites in-text and lists at least three resources on the References page. If additional sources are used, they are included correctly.The majority of in-text citations and the reference are properly cited; formatting is inconsistent/inaccurate in a few cases.References are cited but incorrectly under APA style. The student has either used another format or incorrectly applied the APA style guidelines.Inconsistent or missing in-text citations; fails to attribute an author’s word through APA citations. Completely missing or incorrect.Overall ScoreGrade A22.5 or moreGrade B20 or moreGrade C17.5 or moreGrade D15 or moreGrade F0 or more
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Running head: HUMAN RESOURCES
1
Human Resources: Assignment 1
Chelsea Love
HRMN 300 7983
HUMAN RESOURCES
2
Human Resources
Part 1: Employee Selection Exercise
There are a number of factors that should be considered when hiring a bank teller and this is
because the kind of tasks that they handle are those that are complex and need one who has skills
and expertise in the field.
1. Education – Selection method: Resume
Justification: A resume is the most appropriate in this case as it will show whether one
has attained or gone through the high school education and also whether one actually
possess a degree in the banking industry (Breaugh & Starke, 2000). The resume will also
help in getting to know the kind of subjects that one has handled while in school and
whether they are in line with the bank teller job at hand.
2. Work Experience – Selection method: Role play exercise
Justification: A role play will help in making one to practically do the teller job so that he
or she can be assessed on the ability and skills that are needed (Breaugh & Starke, 2000).
This will prove whether one has a work experience that is necessary for a bank teller
3. Math skills – Selection method: Test
Justification: the most appropriate method here in the use of tests as the results will show
the kind of skills that one has in math. A teller is supposed to be good in maths as they
will be engaging in calculations and accounting aspects.
4. Verification knowledge – Selection method: Interview
Justification – for knowledge to be verified, there will be a need to use interviews so that
they can provide responses with regards to the issue at hand. The interviews will be used
to assess how one responds to questions and also the portrayal of behaviours
HUMAN RESOURCES
3
5. Interpersonal skills – Selection method: Role play exercise
Justification – the most appropriate technique in this case will be a role play exercise as
one gets to behave in a manner that is in line with a portrayal of interpersonal skills.
6. Work motivation – Selection method: Interview
Justification: Interviews are useful in this case as they help in making one state the kind
of motivation that they have with regards to work (Breaugh & Starke, 2000). Interviews
help in bringing out the ideas and concepts that one has with regards to work motivation.
Part 2: Operationalizing Your Assessment
1. Education assessed via application form
My assessment
Points
Highest Level of Education
10
Bachelor’s level or higher
8
Associate’s degree
6
High School Diploma
Reject
Less than High School Diploma
7. Work Experience assessed via Role play exercise
My assessment
Points
Work Experience
10
4 years as a cashier
8
1 year as a teller
HUMAN RESOURCES
6
5 years as a sales clerk at a national
retail clothing store chain
4
Completed a semester internship at a
bank
2. Math skills assessed via test
My assessment
Points
Math skills
10
Very Strong
8
Marginal
6
Satisfactory
4
Good
3. Verification knowledge assessed via interview
My assessment
Points
Math skills
10
Very Strong
8
Marginal
6
Satisfactory
4
Good
4
HUMAN RESOURCES
5
4. Interpersonal skills assessed via Role play exercise
My assessment
Points
Math skills
10
Very Strong
8
Marginal
6
Satisfactory
4
Good
5. Work motivation assessed via Interview
My assessment
Points
Math skills
10
Very Strong
8
Marginal
6
Satisfactory
4
Good
Part C: Apply Your Assessment Systems
Applicant Information
Education
Hellen
Steve
Mike
Grace
Associate’s
Bachelor’s
H.S Diploma
Less than High
degree
Degree
School Diploma
HUMAN RESOURCES
Work
1 year as a teller
Experience
6
5 years as a sales Completed a
4 years as a
clerk at a
semester
cashier
national
internship at a
retail clothing
bank
store
chain
Math skills
Very Strong
Satisfactory
Good
Marginal
Verification
Very Strong
Satisfactory
Good
Marginal
Marginal
Good
Satisfactory
Very Strong
Marginal
Good
Satisfactory
Hellen
Steve
Mike
Grace
Education
8
10
6
Reject
Work
8
6
4
10
Math skills
10
6
4
8
Verification
10
6
4
8
knowledge
Interpersonal
skills
Work motivation Very Strong
Score of the Applicants
Experience
knowledge
HUMAN RESOURCES
Interpersonal
8
7
4
6
10
Work motivation 10
8
4
6
Total
40
28
42
skills
54
a) Hellen scored the highest at 54 followed by Grace at 42, then Steve at 40 and lastly Mike
at 28. Hellen showed that she was doing well when looking at all the factors and issues
that had been put into consideration. She had a perfect work ethic and also had an
experience that is appropriate for what is needed to be a bank teller. Grace was the
second but she did not get the job because she did not have a high school diploma which
is one of the requirements in this job and therefore, she was rejected. Steve and Mike did
not get the job as they did not meet beat Hellen who scored highly in the entire
assessment at 54.
b) One of the difficulties encountered while applying the scoring system is that it was not
easy to identity the right score to provide with respect to all the factors that had been put
in place. There are requirements that had nearly the same weight and in that case it was
not easy to decide how to rate or rank them in the scoring system.
c) Based on the applicant data, I would not make any changes to the rubrics and this is
because all the factors were put in place in the right manner. All the scores and
techniques of conducting a recruitment process were accurate and led a perfect employee
as a bank teller.
HUMAN RESOURCES
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References
Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So many studies, so
many remaining questions. Journal of management, 26(3), 405-434.
Running head: HUMAN RESOURCES
1
Human Resources: Assignment 2
Chelsea Love
HRMN 300 7983
HUMAN RESOURCES PAPER
2
Human Resources Paper
Assignment 2: Part A Selection Strategy
1. Who scored the highest?
Based on the first assignment, Helen scored the highest at 54 points
2. Do you think this person is the best applicant? Why or why not?
I think this person is the best applicant and this job and it can be proved by all the factors that
were put in place during the recruitment stage or process. For instance, she had an experience
working as teller even though she had done it for a year. A year is enough for one to grasp all the
things that are supposed to be done when working as a teller. She also had an associate’s degree
and this placed her on a better position for being chosen having in mind that her educational
level is always key when dealing tellers. When compared to the rest, she has strong skills when it
came to math. She had a marginal aspect or characteristic when it comes to interpersonal
communication but this is something that can improve with time. She had a “very strong” work
motivation as compared to the rest who showed “good” and “satisfactory” results. Helen was
also the best having in mind that here verification of knowledge was excellent. This must have
been backed up by the fact that she had worked as a teller and had all that it takes to apply the
job.
3. Who scored the lowest? Mike scored the lowest at 28 points and this is because he did not
meet of the requirements that are needed to work as a teller.
HUMAN RESOURCES PAPER
3
Assignment 2: Part B Weighted Compensatory Approach
1. Which of the six factors do you consider the most important in terms of selecting bank
tellers? Defend your choice.
Of the six factors, the one that I would consider to be the most important in terms of selecting a
bank teller is work experience. This is because having an experience as a bank teller exposes one
to all the things are supposed to be done in a practical aspect. One might be good in
communication, math and also in education but he or she is not able to apply them in the field
while working as teller. In that case, one who has an experience is better as a number of things
are learned while working as compared to when reading.
2. Based on your answer to the first question, double the points for the four applicants for
this factor. Record the answers in the table below.
Helen
8
8 (16)
Steve
10
6 (12)
Mike
6
4 (8)
Grace
Reject
10 (20)
Education
Work
Experience
Math skills
10
6
4
8
Verification
10
6
4
8
knowledge
Interpersonal
8
4
6
10
skills
Work motivation 10
8
4
6
Total
54 (62)
40 (46)
28 (36)
42 (62)
3. Of the remaining five factors, which two do you see as least important for selecting bank
tellers? Defend these choices.
Of the remaining five factors, the one that I see as the least important is verification knowledge
and work motivation. This is because there are people who do not have to be motivated to work
but they are aware of the fact that they are supposed deliver the right services. At the same time,
HUMAN RESOURCES PAPER
4
the verification of knowledge is not key as one can apply the teller skills without having to verify
what they know about it.
4. Based on your answer to question 3, divide the points in half for the four applicants for
these two factors. Record the answers in the table below.
Education
Work
Experience
Math skills
Verification
knowledge
Interpersonal
skills
Work motivation
Total
Hellen
8
8 (16)
Steve
10
6 (12)
Mike
6
4 (8)
Grace
Reject
10 (20)
10
10 (5)
6
6 (3)
4
4 (2)
8
8 (4)
8
4
6
10
10 (5)
54 (52)
8 (4)
40 (39)
4 (2)
28 (32)
6 (3)
42 (55)
5. For the three factors not mentioned in questions 1 and 3, copy the scores from the
previous table into the table below.
Total the scores for the four applicants.
Education
Work
Experience
Math skills
Verification
knowledge
Interpersonal
skills
Work motivation
Total
Hellen
8
Steve
10
Mike
6
Grace
Reject
10
6
4
8
8
4
6
10
26
20
16
18
1. Now who scored the highest? Hellen has still scored the highest at 26
HUMAN RESOURCES PAPER
5
2. Do you think this person is the best applicant? Why or why not?
I think that Hellen is the best applicant. This is because even after conducting the weighted
compensatory approach she has still scored highly. She has the right experience and also bears
the necessary interpersonal skills when looked from an in depth perspective. Hellen is still the
best applicant for this job because she has scored highly when focusing on the most important
aspects that are needed when looking for a teller. At the same time, she is in the frontline even
after doing away with the three key factors that had been mentioned to be the most and least
important in the recruitment process
3. Who scored the lowest? Mike scored the lowest at 16 points
4. When you compare your answers using the unweighted to the weighted approach, which
approach do you think was better? Why?
When comparing the answers using the unweighted approach to the weighted approach, I think
that the best one is the weighted approach. This is because the weighted focusses on the most
important aspects and least important when looking for a teller (Breaugh & Starke, 2000). There
are factors that must be considered an in that case the weighted approach is detailed as compared
to the unweighted approach. The results that it provides are those that can be relied on with only
the key factors put in place. At the same time, it was more profound as compared to the
unweighted approach.
HUMAN RESOURCES PAPER
6
References
Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So many studies, so
many remaining questions. Journal of management, 26(3), 405-434.

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