Human Resource Selection Ch 1-7 Summary

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The first chapter discusses how develop a selection program and gives an overall introduction to selection. The chapter discusses the multiple steps that need to be taken to develop a program. They include: job analysis, identification of relevant job performance dimensions, identification of knowledge, skills, and abilities necessary for the job, development of assessment devices to measure KSA’s, validation of assessment devices, and use of assessment devices in the processing of applicants. One particular section that stands out in Chapter 1 is this discussion of validation procedures. The selection process needs to be validated and there are multiple ways to do that. There are both empirical and content validation, these are important procedures that are discussed further later on. Chapter two goes into more detail on legal issues in selection. I was not aware how many laws HR had to follow. With having to know all these laws, I could become a lawyer. There are many laws set to eliminate discrimination in the workplace. Some of the equal employment opportunity laws (EEO) include Title VII Civil Rights Act of 1964, Executive Order No. 11246, Age Discrimination in Employment Act of 1967, Americans with Disabilities Act of 1990, and many more. These are all extremely important when it comes to the selection process because if you do not abide by these laws you can be in serious trouble. The Title VII Civil Rights Act helps selection specialists to hire a diverse workforce. This law does not allow employers to discriminate on the basis of sex, race, color, religion, or national origin. When going through the selection process it is comforting to know that everyone has to be given a fair chance. This chapter goes into detail on these laws and what they do to protect people, specifically when it comes to selection. It also explains what happens if someone is

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