Monday, June 11, 2012

What are the two objectives of Selection? State the reasons behind conflict in them.

Two objectives of selection

As selection of proper candidates for any organization is very much important for the organization’s success, therefore every selection program should have its objectives. Actually the selection programs should have two objectives. The objectives are as follows –

  1. Maximizing the probability of making accurate selection decisions about applicants, and
  2. Ensuring that these selection decisions are carried out in such a manner as to minimize the chance of a judgment of discrimination being made against the organization.
Reason behind the conflict
These two objectives are not mutually exclusive objectives and overlap considerably in necessary procedures and data. However, it is also true that there are examples of apparent conflict between these two objectives, which we will discuss in appropriate parts of the book. One example is affirmative action programs that, to many, seem to provide an advantage to minorities by specifying numerical goals for selecting among demographic groups. Another is the use of certain paper-pencil tests that, while valid, almost always produce lower average scores for minority applicants than for nonminority applicants. Seemingly, these scores differences provide advantage to nonminority applicants.

The major background issues that lead to the first objective of selection which is making accurate selection decisions. Also the second objective can be discussed as follows –
  • The basic principles of federal regulation of HR activities, 
  • An overview of the specific laws and executive orders appropriate to selection, 
  • The types of evidence used in deciding when discrimination has occurred, 
  • The types and characteristics of affirmative action programs, 
  • Major court cases in selection, 
  • The most important legal issues to consider in developing and implementing a selection program.
Check out the "Relationship among Selection, Recruitment and Job Analysis".

Reference: Human Resource Selection, by R. Gatewood, Hubert S. Feild, & M. Barrick (

No comments:

Post a Comment