Psychology
Student’s Name
Institutional Affiliation
Course
Professor’s Name
Date
Psychology
1) Do you think it was a good idea for MCA to outsource human resources? Why or why not?
It was a good idea for MCA to outsource human resources. This is because they didn’t have sufficient time to expertize or develop an in-house support system. Besides, outsourced human resources helped the company avoid overhead costs and enhance efficiency and flexibility within that department.
2) It was decided to include a personality test based on the Big Five model, how could an organization or I/O consultant test this particular test to ensure that it would not discriminate towards a particular population of individuals?
To ensure that a particular test is not discriminating against a specific population of individuals, it is advisable for the organization or the I/O consultant to ensure that the test is objective, valid, and reliable. Validity means that the test will measure what it is designed to measure. In this case, it’s the interviewee’s personality traits based on the Big Five model. Objectivity means that the test will include factual answers that are not complicated and requires short answers that can be unambiguously and quickly be scored by any interviewee. Test reliability means that the test will be consistent and dependable when measuring the interviewee’s personality traits. That is, if the same person repeats the test, it should yield the same results.
3) After reviewing the screening program’s modifications, what particular change do you believe is going to make the biggest impact on ensuring discrimination is minimal in the hiring process?
The change of engaging both the organization’s Industrial-organizational psychologist as well as the plaintiffs’ Industrial-organizational psychologists in developing the interviewer training and validity study has the most significant effects in minimizing discrimination in the hiring process. With this, the plaintiff’s I-O psychologist will ensure that the interviewees’ questions are relevant and within their capability. On the other hand, the organization’s I-O psychologist will ensure that the questions are relevant to their needs, goals, and objectives. Besides, engaging both the organization’s and plaintiffs’ I-O psychologists will enhance tests’ objectivity, reliability, and validity. The interests of both parties will also be addressed appropriately and effectively.
Reference
Genuit, K. (2019). Reliability and validity of sound quality metrics versus objectivity. The Journal of the Acoustical Society of America, 145(3), 1898-1898. https://asa.scitation.org/doi/abs/10.1121/1.5101882