BCGInstitute: Serving the HR Community

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The Uniform Guidelines on Employee Selection Procedures apply to all selection procedures used to make employment decisions, including interviews, review of experience or education from application forms, work samples, physical requirements, and evaluations of performance. The guidelines are designed to aid in the achievement of our nation's goal of equal employment opportunity without discrimination on the grounds of race, color, sex, religion or national origin.

Wed Dec 30, 2009 5:53 pm

mcallen

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A job analysis is a foundational document that is designed to identify the duties performed on the job as well as the knowledge, skill, abilities, and personal characteristics required to perform those duties. A job analysis can be used to identify/validate minimum qualifications, document the validity/job-relatedness of assessment and selection procedures, assist in the development of training programs, and focus the design of performance appraisal/performance management systems on those aspects of a job that are most critical. There is not single "right" way to conduct a job analysis but there are many key elements. BCGi (http://www.bcginstitute.org) offers free webinars on how to conduct a job analysis. You can also post questions and give responses related to job analysis here on BCGi's online community.

Fri Jan 22, 2010 2:20 pm

JimHiggins

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The surest way to protect your organization from accusations of discrimination in hiring, promotional decisions and even termination/reductions in force decisions is to base all such decisions on a valid and reliable assessment instruments. This forum provides a place where you can ask BCGi representatives and members of the larger HR community questions related to conducting validation studies. Additional free training of often provided through the BCG Institute for Workforce Development at http://www.BCGinstitute.org.

Wed May 05, 2010 10:09 am

mcallen

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Even a validated personnel selection test is not appropriate if decisions are based on invalid or inappropriate pass points. This forum provides a place where you can ask questions about the best methods of setting pass points as well as provide information related to how your own organization applies pass points. More information on pass point setting can be received from training offered through the BCG Institute for Workforce Development at http://www.bcginstitute.org.

Thu Jan 21, 2010 1:15 pm

JimHiggins

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For many years now there have been promises that computers and later the Internet would revolutionize personnel testing and selection. In retrospect, this has not turned out as rosy as many expected. While computer-based testing is used widely in large organizations and in educational settings, many problems have yet to be addressed. Some of these include whether a test should be proctored vs. unproctored, must such tests be based on Item Response Theory or can it work with Classical Test Theory, and how can one be sure that test results were provided by the right candidate? This forum provides a place to ask and receive answers to questions such as this.

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Large-scale item banking can provide a cost-effective way to increase your organization's ability to quickly create and launch personnel selection tests. In addition, item banks provide the basis for computer-based testing. This forum is intended to provide BCGi members a place where they can talk about issues related to item banking, review available software, or talk about other aspects that will enable them to establish their own item bank.

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(Links to Statistics in HR > Adverse Impact Analysis)

Thu Aug 19, 2010 11:50 am

cvick

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Tue Mar 30, 2010 4:46 pm

clindholm

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Thu Aug 19, 2010 12:17 pm

cvick

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All federal contractors and subcontractors are required to analyze their pay practices on an annual basis to ensure that they are designed and are operating in a fair and unbiased manner. The Office of Federal Contract Compliance Programs (OFCCP) has established and published guidelines regarding how they will analyze contractor pay practices using Multiple Regression. This forum is intended to provide members of the HR community a place where they can discuss issues related to compensation analysis and receive answers to questions as they conduct their own studies. The BCG Institute for Workforce Development provides regular free training on this topic. You can register for this and other training topics at http://www.BCGinstitute.org.

Mon Feb 22, 2010 11:51 am

dankuang

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Once it has been determined through a valid compensation analysis analysis that pay disparities exist between groups (e.g., males and females, etc.) the next step is to make pay adjustments to eliminate these disparities. It sounds simple but actually it can be very complicated. This forum is designed to allow HR professionals and members of the contracting community a place where they can ask questions and get answers related to the best way to make pay adjustments. For more information and free training, visit http://www.BCGinstitute.org.

Tue Jan 12, 2010 6:44 pm

JimHiggins

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Even in a "down economy" employee recruitment is a critical part of business competitiveness. This is because, even in the face of lay-offs, employees are often required to do more with less. With large numbers of the workforce out of work, it may appear easy to find someone to hire. The real question, however, involves finding the "right" person for the job. This does not change whether the economy is suffering or booming. This forum is intended to provide HR professionals a place to discuss recruitment questions and to get the answers that will help every organization meet their staffing challenges.

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Deciding to downsize a workforce is never easy. The decisions have an impact on real people and their families. The best organizations understand this. They also know that there is a right way and a wrong way to conduct reductions in force. The right way involves retaining the best employees based on data and not simply based on intuition. Additionally, contractual issues apply. A misstep can lead to significant litigation exposure. This forum provides HR practitioners a place to discuss downsizing, how to do it right, things to avoid, what records to keep, etc.

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It sometimes appears that the notion of planning for succession has fallen by the wayside in the wake of the recent economic downturn. However, this should not be the case. As employees, especially in the public sector, are faced with pay cuts, reduced benefits, and a deterioration in working conditions an upward swing in retirements is likely. This could lead to a rapid increase in the need to address issues of succession. This forum provides you a place to discuss the issues related to succession planning with other members of the HR community.

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A valid job analysis is the foundation to most important personnel-related decisions. A job analysis can help you validate personnel selection instruments, set minimum qualifications, design training programs, and create performance management systems. Especially in large organizations, in organizations required to conduct regular job analysis, or where there is a significant exposure to employment-related litigation, a job analysis is a critical line of defense. One way to make conducting job analyses more cost effective is to take advantage of automation. This forum is designed to provide people a place to discuss issues and software that can make the job analysis process easier.

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With the advent of a computer work station at nearly every desk, pre-employment testing software became a near-necessity for HR departments. No longer was it reasonable to use paper and pencil to measure general office skills. This forum is intended to provide a place where members of the HR community can share experiences and talk about the best practices and software they have found to assess skills and abilities.

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This forum is dedicated to providing a place to discuss the kinds of statistical analysis that help ensure employees are being treated in a fair and unbiased manner. This, in turn, will help protect employers from exposure to litigation while maximizing the quality and productivity of the workforce. A variety of statistical procedures can be discussed. If you have a question, regardless of how statistically technical, BCGi experts will do our best to explain the answers and to foster and exchange with other HR professionals to build knowledge of how statistical tests are effectively calculated and used.

Thu Apr 01, 2010 7:18 am

a1trainer

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For 30 minutes after each BCGi webinar, the attendees will be available to answer questions that were not addressed at the conclusion of a webinar. You are encouraged to click on this forum and then click on the link to the webinar you attended to pose a question, share a response, and participate in the discussion.

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Total posts 59 | Total topics 29 | Total members 140 | Our newest member cvick