Q Case Study on Staffing the organisation based on determination of selection adverse impact on the selection procedure Home, - Staffing the organisation Staffing the organisation Nkomo 38 Case: A solution for adverse impact Description of the case The given case is based on determination of selection adverse impact on the selection procedure. Various guidelines have been set by federal government in order to overcome the unemployment and discrimination issues ( Nkomo, et al., 2010). Various personal specialists have adopted uniform guidelines so as to ensure that there is no such discrimination in the selection procedure and also to determine the potential problems of the adverse cause against the minorities and the women. Bob santa tabulated the rates of selection and derived the adverse impact on both over tests and interviews. The results of the test were validated through uniform guidelines and it was concluded that the analysis of job was performed poorly. Tasks that consist of significant area of job duties were not rated based on their significance, difficulty, train ability and frequency. Calculations: To provide the adverse impacts of the selection procedure, the rate of passing of the minorities shall be divided by the rate of passing of the majority so as to derive the adverse impact on the procedure of selection. Like, Pass rate of Blacks were 27.8 against the majority rate that was 47.5 27.8/47.5= 58.52 percent Since the rate of passing of the blacks were below 80 percent, this justifies adverse impact. The rate of passing of the Hispanics were 43.1 against the majority rate was 47.5 43.1/47.5= 90.74 percent Since the rate of passing of the Hispanics is greater than 80 percent, this justifies absence of any adverse impact. Analysis: It was identified by Ron Burden that the procedure of selection do require some modifications in order to be as per the job analysis, that is mostly very crucial. In order so as to determine the the roles and responsibilities of supervisors and agents, Ron applied critical incident methodology in addition with situational questions in the analysis of job for determination of performances. After allocation of the data, Bob and Ron prepared a list of the tasks to be performed and assigned those jobs appropriately in a subtle manner (Nkomo, et al., 2010). The list of intents was further sent to the supervisors associated with the job and a conference of two days was also planned so as to determine adequate skills, knowledge, required abilities and various other characteristics, tha were quite a significant. Ron did planned all the critical incidents that were to be used in the process of interview that was very significant. Validation: The most important query is that the letter of intents and objective was still not resolved that was questions which of the intents and objective shall be applied in order to validate new procedure of selection. As per Ron, the best methodology in general sense in order to validate the procedure of selection considering the criteria related with the validation technique shall be demonstrating the important question that was still left unresolved and questions which process shall be implemented for implementation of the new selection procedure in an effective manner. The methodology will enable them to collect the important data in relation to tests, interviews an subsequently it can provide them training for appraisal of their skills and performance. As per Bob, the predictive validation study for the list of intents and objectives was unnecessary and involved huge costs in a broader sense. The new procedure of selection was to be based on job, therefore the validation of content for the objective list and purposes must be suited, showing further that the new procedure of selection shall particularly be job oriented. Lastly it can be concluded that, in order to make the selection procedure more effective, the people shall be selected not based on old uniform processes but they shall be firstly given some training to appraise their skills and performances and based on their job, selection shall be done. This will create number of skillful employees in the area that are required in the industries and it will solve the problems of the economy through reduction in the rate of unemployment.