for any organization to select the perfect applicant for a job position, the organization provides pre-employment testing/screening. Pre-employment testing is beneficial for the company because it can help the company to reduce cost, decrease turnover and save time. Pre-employment testing that is provided must be valid and fair. (Quast, 2011) In addition to the validity of pre-employment testing/screening an organization must never discriminate a person’s age, gender or disability status. Therefore
Personality testing as an employee selection procedure. Super Vision, pp. 9-13. Dessler, G. (2011). A framework for human resource management (6th ed.). Upper Saddle River, NJ: Prentice Hall. ISBN: 9780132556378 Johnson, D.L., & Kleiner, B. H. (2000). A comparative view of employment testing. Management Research News, 23(7), 99-102. Retrieved from http://search.proquest.com/docview/223538226?accountid=32521 Kantrowitz, T. M., Dawson, C. R., & Fetzer, M. S. (2011). Computer adaptive testing (CAT):
It can be argued that drug testing is a waste of money and that not all users are abusers. Just as alcohol can be used responsibly, so can marijuana. The issue seems to be that the employer is familiar with alcohol, but the use of marijuana is an alien subject. Most employers don’t
business sector where the employers do drug testing of the employees. Drug testing in the workplace is done to assist safety mainly. Some companies do drug testing in order to gain public trust. In many of the organization there is an policy, where a person have to take an pre-employment testing for the job. It helps to prevent hiring of individuals who uses illegal drugs. It also ensures, and informs both parties their rights, and responsibilities. Drug testing also ensures the employee to give a reasonable
developing, and retaining the best employees. Personnel assessment is a systematic approach to gathering information about individuals (Dessler, 2011). This information is used to make employment or career-related decisions about applicants and employees. Any test or procedure used to measure an individual’s employment or career-related qualifications and interests can be considered a personnel assessment tool (Dessler, 2011). There are many types of personnel assessment tools that help in the selection
Legal Challenges. When discussing the use of drug testing at the work place for pre-employment screening or on the job testing, we must consider the legal and ethical implications. Those who are in favor of drug testing claim that the testing itself acts as a deterrent in the use of illegal drugs and will also detect the use of illegal drugs which could impair employees resulting in injuries, accidents, lost productivity and ultimately liability concerns. Those in favor also refer to federal laws
middle of paper ... ... violation of the Fourth Amendment. There have been many cases and debates on the decisions made by employers to implement random and/or pre-employment testing as well as subjecting welfare applicants to the same testing guidelines. With the high unemployment rates, there are many Americans in search of employment who will be subjected to a drug test so why not utilize the laws to control the abuse of government benefits. Until this issue is controlled and the laws are clear
could be in families, schools, and workplaces then it will affect all the society. Drug testing keeping to be a common strategy to monitor drugs abuse in the workplace; the testing is based on the type of employees and bussiness policies this issue pushed many companies to create strategies to protect its workplace. Some companies did inclusive programs to control subestance abuse employment drug testing is a sensitive matter because of how to balance productivity demands with how to protect
controversy in today’s world is drug testing in selection. With this dispute comes a multitude of ethical dilemmas. Some believe it is an infringement of rights while others believe it is a necessary requirement for workplace safety and organization protection. In the world of business it is important to push the organization for success while maintaining employee/employer safety and consumer satisfaction. One way to accomplish these requirements is to utilize drug testing in the selection process but it
Personality Testing for Employee Screening In an attempt to hire the best possible candidate and to properly analyze current workers, many companies have used some form of personality testing to attempt to better know their employees. Personality testing has shown the employers are desperately trying to fit the perfect person into the perfect position. Some of the "master chefs" of the selection business are paying special attention to the new chemistry between personality tests, competency requirements
military service. Over the years, many different personality tests have been developed to evaluate the best type of personality traits for the workplace. The information provided for this essay presents one of the flaws that can happen with personality testing. Personality tests are set up to measure specific characteristics that will help the HR manager make a good hiring choice. In my opinion, personality tests should not weigh highly when making a hiring decision. Personalities are measured in two ways
to come up with drug testing programs in their individual institutions so as to identify the current and the prospective employees and employers having drug habits. It is evident in the works of the formative author Moore (2011) who exp... ... middle of paper ... ... and Analysis, 2(8), 367-376. Ball, K., Daniel, E. M., & Stride, C. 2012. Dimensions of employee privacy: an empirical study. Information Technology and People, 25(4), 376-394. Faragher, J. 2013. Drug testing at work. Occupational
(2011, Sept 09). Pre-employment testing: A helpful way for companies to screen applicants.Forbes.com, Retrieved from http://www.forbes.com/sites/lisaquast/2011/09/13/pre- employment-testing-a-helpful-way-for-companies-to-screen-applicants/ Tips for hr to manage an overload of resumes and avoid legal issues. (2009, Ape 03). Retrieved from http://www.hrhero.com/hl/articles/2009/04/03/tips-for-hr-to-manage-an-overload-of-resumes- and-avoid-legal-issues/ U.S. Equal Employment Opportunity Commission
Conversely, an off-duty recreational activity is a “reasonable expectancy” of employment if the employee is placed under direct or indirect employer influence and is pressured to perform said activity. Kidwell, 33 Cal. App. 4th at 1139. In the Kidwell case, petitioner Linda Burnett Kidwell (Ms. Kidwell) suffered an injury to her thumb while practicing a standing long jump – a required annual mandatory physical performance program (PPP) fitness test – in her home. If she passed the PPP fitness test
Drug and Alcohol Testing in the Workplace Despite still being relatively new, the phenomenon of drug and alcohol testing is one of the most controversial topics in the realm of human resources. The controversy that surrounds this practice emanates from the fact that it evokes ranging from key business subjects such as social responsibility and the personal issues of privacy (Pidd & Roche, 2014). Some businesses perceive that they have the right of testing their employees. However, others
it for pre-employment selection stage. The 16PF Questionnaire consists hundreds of multiple-choice questions, at the end of which, the algorithm
Introduction While employment screening in the healthcare sector is decidedly standard, the law does often not require drug and alcohol testing. Substance abuse is one of the leading causes of disciplinary action against a nursing license in the U.S. Random drug screenings are used to detect the use of unapproved or illegal drugs for the purpose of upholding patient safety (National Council of State Boards of Nursing, 2006). The American Nurses Association (ANA) estimates that six to eight percent
determine if they are a great fit for the position or not. It helps the employer get a glimpse of the type of characteristics an individual possess. In some cases there may be several interviews that a prospective candidate must go through to gain employment. In reference to a law enforcement career this is common and as you progress through these interviews the individual or group conducting them usually gets higher in rank when determining if they are indeed the person for the position. Then we have
Today, places of employment such as schools and hospitals, among others, conduct mandatory drug testing, and more and more employers are implementing drug screening of their choosing. It may come as a surprise to some that recent data revealed that 67.9 percent of all adult illegal drug users are employed full or part time. Source https://www.drugabuse.gov/related-topics/drug-testing In the workplace, substance abuse can manifest itself into tardiness and absence, diminished productivity, workplace
strict supervision. Because drug testing is intrusive, federal and state laws place certain restrictions on when, how and if you can do it. In general, current workers have more rights in this field candidates because workers who lose a job they already are if the test is positive; Applicants must have a single chance of losing a job. Potential employers can not force you to take a drug test. They can, however, generally require that you take as a condition of employment, provided they follow the rules