Effective Strategies For Improving Assessment Process In Business Organizations

Suggestions for Improving Assessment Process in Business Organizations

1. What would you suggest Stanley and BSS do to improve their assessment process?
2. What initial and substantive assessment methods would you recommend and why?
3. Is there any information BSS should avoid obtaining for legal or EEO reasons?

1. On the basis of the given scenario, it is observed that, the firm Bio Server Systems (BSS) was doing good in order to provide computer services to the customers. Along with this, it should also be noted down that, BSS was also aware about the security of the system. It is because of BSS developed a special security encryption software protocol to protect the systems as well as from the hackers (Heneman, Judge and Kammeyer-Mueller, 2012). Moreover, as a consequence of these software protocols, hackers would be unable to access the server of the organization. But, BSS faced the security issue at what time one of the customers Lee Rogers (Head of Biotechnology for Mercelle-Poulet) of BSS expressed concern about BSS's security. Lee said that, I have no doubt on software but I am worried about the people those are running sever or software. It is because of one of Mercelle-Poulet researcher has been arrested to sell certain cultures information to an overseas client. BSS became worried after the incident. The major subject of concern for BSS was that its employees are accessing and misusing the personal information of its customers (CTI Reviews. 2016). 

On the other hand, BSS used different initial assessment methods such as: interviews with Stanley & other BSS managers, application blank, and a follow-up with the former employer of applicant to improve the security of its customers. Moreover, according to me, there are a lot of effective strategies that Stanley and BSS must use to improve their assessment process. For case, BSS should mainly focus on its recruitment, hiring and process in order to improve its assessment process. BSS should hire expert and qualified people to maintain the privacy of the organization (Caruth, Caruth and Pane, 2008). On the other hand, BSS should conduct appropriate training program to provide proper training to its employees. Moreover, BSS must tell its employees that they are obliged to follow the rules, regulations, and guidelines of the organizations strictly. The firm should inform them if any of them break the rules & regulations and also perform actions or activities that are against the firm then they will be responsible for the punishment.

Initial and Substantive Assessment Methods for Business Organizations

In addition to this, to improve the assessment process, BSS should cross check all the forms of applicants. BSS must check the background of its employees (Heneman and et al. 2014). Along with this, BSS must ask to provide two to three job references from each applicant; so they can verify that the qualified candidates are not linked to criminal backgrounds. Moreover, if the firm hires experienced people then it must check their records at their pervious jobs. In addition to this, BSS must conduct a personality test of job candidates in order to identify the people who may have a high vulnerability to engage in unethical/illegal behavior on the employment. A professional psychologist test may also be helpful to identify the mental conditions of the candidates in a proper way. Moreover, BSS should inaugurate employee surveillance cameras to monitor all the employees’ activities and incoming & outgoing e-mail transmissions properly (Hayes, Kane and Kotwica, 2013). In this way, according to me, these all the strategies would be beneficial in order to improve the assessment process of the organization in an effective and a more comprehensive manner.

2. Initial and substantive assessments are helpful for the business organizations in order to screen candidates for a job position. Initial assessment is useful to condense the pool of candidates on the basis of the results of some initial assessment methods such as: application blanks, reference & background checks, genetic screening, biographical information, initial interview, etc (Edenborough, 2007). Apart from this, substantive assessment is useful to lessen the candidates’ pool on the basis of the results of some substantive assessment methods such as: ability test, personality test, job knowledge & performance test, structured interview and so on. On the other hand, there are some important initial and substantive assessment methods that I would recommend to the organization. For case, the firm must use BFOQ (Bona Fide Occupational Qualification), reference & background checks, application blanks and genetic screening methods under the initial assessment method. The main reason behind it is that these all methods are the subject to legal considerations (Bohne, 2006).

In addition to this, initial assessment methods these methods would also be advantageous to expose toxic substances and to reduce the chances of errors in an effective and a more comprehensive manner. Apart from this, emotional intelligence tests, personality tests, situational judgment tests, ability tests, Interest, values & preference inventories, performance tests & work samples and structured interview are the substantive assessment methods. These methods would be helpful to BCC in order to recruit expert and genuine employees for the success of the business (Leviton, Khan and Dawkins, 2010). In this way, both initial and substantive assessment methods would be helpful to reduce the errors and to improve the organizational efficiency in an effective and a significant manner.

Legal Considerations Relevant to Obtaining Certain Information During Assessment Process

3. Yes, there are some information’s that BSS must avoid in order to obtain for legal or EEO (Equal Employment Opportunity) reasons. For example, as per the provision of EEO, the firm cannot demand for the information that are related to the sex, age, height, marital status, national origin, weight, religion, race, genetic, disability of the people. The firm must avoid getting these types of information for legal as well as EEO reasons (Gutman, Koppes and Vodanovich, 2010). On the other hand, if the firm forces to employees in order to provide the information that are related to proceedings filed by the candidates in the past then it would also be illegal and unethical for the organization. Moreover, it would also be illicit for BSS to demand information that are linked to a lawsuit that employees filed in their previous under the unfairness or injustice circumstances.

Along with this, the EEO law also prohibits to the firm in order to obtain any information that may create discrimination at the work place.  Moreover, according the rules and guidelines of the EEO, BSS is also banned to apply unfair employment practices as well as policies. It is because of these types of practices and policies may have adverse impacts on the race, sex, religion, origin and color of the applicants or workers. Under the legal provision of EEO, BSS is obliged to follow all the rules in an appropriate way. If BSS violates any rules or provision of EEO then it may face numerous issues that would be dangerous for the success of the organization (Heneman, Judge and Kammeyer-Mueller, 2012). In addition to this, under the legal prerequisite of EEO, it is also clear that if BSS does not follow these rules, it means the firm is infringing all the rules of business acts.

In addition to this, according to the provisions of EEO, a job test of the company must be related to the employment only. The firm should not judge the employees on the basis of their sex, races, color, origin, religion, and so on. It is because of it may create a situation of conflict and prejudice within the organization. Along with this, in a case of disability of employees, the firm must have a sign language interpreter to provide proper accommodation on the demand of the applicants (Gutman, Koppes and Vodanovich, 2012). In this way, it can be said that, BSS must take care of all the legal rules and regulations in order to operate its business in a legal and an ethical manner. The firm must avoid all the things and information that may create the situations of inequity and conflict to the organization.

References

Bohne, E. (2006). The Quest for Environmental Regulatory Integration in the European Union: Integrated Pollution Prevention and Control, Environmental Impact Assessment and Major Accident Prevention. USA: Kluwer Law International.

Caruth, D.L., Caruth, G.D. and Pane, S.S. (2008). Staffing the Contemporary Organization: A Guide to Planning, Recruiting, and Selecting for Human Resource Professionals, 3rd Edition: A Guide to Planning, Recruiting, and Selecting for Human Resource Professionals Third Edition. Australia: ABC-CLIO.

CTI Reviews. (2016). Staffing Organizations: Business, Business (7^th ed.). Australia: Cram101 Textbook Reviews.

Edenborough, R. (2007). Assessment Methods in Recruitment, Selection & Performance: A Manager's Guide to Psychometric Testing, Interviews and Assessment Centres. USA: Kogan Page Publishers.

Gutman, A., Koppes, L.L. and Vodanovich, S.J. (2010). EEO Law and Personnel Practices. Australia: Psychology Press.

Gutman, A., Koppes, L.L. and Vodanovich, S.J. (2012). EEO Law and Personnel Practices, Third Edition. Australia: Psychology Press.

Hayes, B., Kane, G. and Kotwica, K. (2013). Corporate Security Organizational Structure, Cost of Services and Staffing Benchmark: Research Report. USA: Elsevier.

Heneman, H. G., and et al. (2014). Staffing Organizations (8^th ed.). NY: McGraw-Hill.

Heneman, H. G., Judge, T.A., and Kammeyer-Mueller, J.D. (2012). Staffing organizations (7^th ed.). NY: McGraw-Hill.

Leviton, L.C., Khan, L. K. and Dawkins, N. (2010). The Systematic Screening and Assessment Method: New Directions for Evaluation, Issue 125. USA: John Wiley & Sons.