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A Comparison of Adverse Impact Analysis and Statistical Analysis for Evaluating Group Differences on Written and Oral Selection Procedures

1984 Employee selection
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Release : 1984
Genre : Employee selection
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Book Synopsis A Comparison of Adverse Impact Analysis and Statistical Analysis for Evaluating Group Differences on Written and Oral Selection Procedures by : Susan Marie Hough

Download or read book A Comparison of Adverse Impact Analysis and Statistical Analysis for Evaluating Group Differences on Written and Oral Selection Procedures written by Susan Marie Hough. This book was released on 1984. Available in PDF, EPUB and Kindle. Book excerpt:

Adverse Impact Analysis

2016-12-01 Business & Economics
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Release : 2016-12-01
Genre : Business & Economics
Kind : eBook
Book Rating : 423/5 ( reviews)

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Book Synopsis Adverse Impact Analysis by : Scott B. Morris

Download or read book Adverse Impact Analysis written by Scott B. Morris. This book was released on 2016-12-01. Available in PDF, EPUB and Kindle. Book excerpt: Compliance with federal equal employment opportunity regulations, including civil rights laws and affirmative action requirements, requires collection and analysis of data on disparities in employment outcomes, often referred to as adverse impact. While most human resources (HR) practitioners are familiar with basic adverse impact analysis, the courts and regulatory agencies are increasingly relying on more sophisticated methods to assess disparities. Employment data are often complicated, and can include a broad array of employment actions (e.g., selection, pay, promotion, termination), as well as data that span multiple protected groups, settings, and points in time. In the era of "big data," the HR analyst often has access to larger and more complex data sets relevant to employment disparities. Consequently, an informed HR practitioner needs a richer understanding of the issues and methods for conducting disparity analyses. This book brings together the diverse literature on disparity analysis, spanning work from statistics, industrial/organizational psychology, human resource management, labor economics, and law, to provide a comprehensive and integrated summary of current best practices in the field. Throughout, the description of methods is grounded in the legal context and current trends in employment litigation and the practices of federal regulatory agencies. The book provides guidance on all phases of disparity analysis, including: How to structure diverse and complex employment data for disparity analysis How to conduct both basic and advanced statistical analyses on employment outcomes related to employee selection, promotion, compensation, termination, and other employment outcomes How to interpret results in terms of both practical and statistical significance Common practical challenges and pitfalls in disparity analysis and strategies to deal with these issues

Statistical Analysis of Adverse Impact

2011 Business & Economics
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Release : 2011
Genre : Business & Economics
Kind : eBook
Book Rating : 228/5 ( reviews)

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Book Synopsis Statistical Analysis of Adverse Impact by : Stephanie R. Thomas

Download or read book Statistical Analysis of Adverse Impact written by Stephanie R. Thomas. This book was released on 2011. Available in PDF, EPUB and Kindle. Book excerpt: Written with human resources professionals, in-house counsel and employment lawyers in mind, readers are introduced to the statistical analysis of adverse impact. Various tools for examining disparate impact are presented in a non-technical manner. Concrete examples and simple calculations demonstrate how these statistical tools can be applied to questions of adverse impact in hiring, promotion, and termination decisions. Traditional areas of vulnerability to adverse impact are discussed, and some emerging areas with potential for adverse impact, such as the use of social media in recruiting and current employment status as a candidate screening tool, are presented. The underlying sources of vulnerability are explored and pending legislation is discussed. The importance of litigation avoidance is stressed, and suggestions for minimizing the risk of employment litigation with proactive statistical analysis are provided. The goal is to give human resources professionals and legal counsel a better understanding of the information their statistical consultants are providing. This leads to an improved ability to identify and correct problem areas that may exist within the organization, as well as to prevent problems from arising in the future.

Adverse Impact Implications of Selection Instrument Group Score Differences

1997 Employee selection
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Release : 1997
Genre : Employee selection
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Book Synopsis Adverse Impact Implications of Selection Instrument Group Score Differences by : Jay M. Silva

Download or read book Adverse Impact Implications of Selection Instrument Group Score Differences written by Jay M. Silva. This book was released on 1997. Available in PDF, EPUB and Kindle. Book excerpt: "Human resources decision-makers are concerned when mean inter-group score differences on selection measures are observed. Moreover, they are not concerned with the magnitude of the differences per Se, but rather with whether those score differences will manifest themselves as adverse impact. An analytical approach was used to estimate for various combinations of selection ratio and minority applicant group representation. the maximum group score difference that would not violate the four-fifths rule. In addition. applicant pools of specific sizes with no mean inter-group score difference on the selection measure were considered to compute the conservative likelihood of encountering an adverse impact situation in a specific applicant sample. The results clearly suggest that the identification of adverse impact and its statistical substantiation will often occur in small applicant pools (i.e.-. 100), even when there is a small inter-group difference on the selection measure. For larger samples (i.e., 500), the results suggest that adverse impact will often he indicated when small mean inter-group selection measure differences are present. It is not clear to what degree the adverse impact found would be statistically substantiated. Research focusing on adverse impact and its statistical substantiation is needed for specific inter-group difference/applicant pool size combinations to create a clearer equivalence between intergroup differences and adverse impact."--DTIC.

Adverse Impact Implications of Selection Instrument Group Score Differences

1997
Download Adverse Impact Implications of Selection Instrument Group Score Differences PDF Online Free

Author :
Release : 1997
Genre :
Kind : eBook
Book Rating : /5 ( reviews)

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Book Synopsis Adverse Impact Implications of Selection Instrument Group Score Differences by : Jay Silva

Download or read book Adverse Impact Implications of Selection Instrument Group Score Differences written by Jay Silva. This book was released on 1997. Available in PDF, EPUB and Kindle. Book excerpt: Human resources decision-makers are concerned when mean inter-group score differences on selection measures are observed. Moreover, they are not concerned with the magnitude of the differences per Se, but rather with whether those score differences will manifest themselves as adverse impact. An analytical approach was used to estimate for various combinations of selection ratio and minority applicant group representation. the maximum group score difference that would not violate the "four-fifths" rule. In addition. applicant pools of specific sizes with no mean inter-group score difference on the selection measure were considered to compute the conservative likelihood of encountering an adverse impact situation in a specific applicant sample. The results clearly suggest that the identification of adverse impact and its statistical substantiation will often occur in small applicant pools (i.e.-. 100), even when there is a small inter-group difference on the selection measure. For larger samples (i.e., 500), the results suggest that adverse impact will often he indicated when small mean inter-group selection measure differences are present. It is not clear to what degree the adverse impact found would be statistically substantiated. Research focusing on adverse impact and its statistical substantiation is needed for specific inter-group difference/applicant pool size combinations to create a clearer equivalence between intergroup differences and adverse impact.

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