HRM Assignment格式范文-平等就业机会与法律合规。本文是一篇留学生人力资源管理assignment写作范文，最近，一些求职者抱怨入门级销售人员职位的选拔程序具有歧视性。作为回应，作者决定使用平等就业机会委员会发布的《员工选拔程序统一指南》。这些准则说明了各组织应如何使用五分之四规则来评估其甄选率，并规定了各组织用于验证其甄选程序的标准。下面就一起来看一下这篇HRM Assignment格式范文的具体内容，并且学习掌握这类assignment怎么写。
Recently, some of the job applicants have complained that the selection procedure for the entry level salesperson position is discriminatory. In response, you decided to evaluate the current staffing practices using the Uniform Guidelines on Employee Selection Procedures issued by the Equal Employment Opportunity Commission (see http://www.uniform.uniformguidelines.com).
These guidelines indicate how organizations should evaluate their selection rates using the four fifths rule and specify the standards that organizations should use to validate their selection procedures.
The Selection Process:选拔过程
Selection for the entry-level salesperson position involves a two-step multiple-hurdle process. Applicants are first required to pass a cognitive ability test, a test similar but somewhat easier than the Scholastic Aptitude Test (SAT). The test is made up of twenty-five verbal items and twenty-five quantitative items.
初级销售人员职位的选拔需要两步多障碍的过程。申请人首先需要通过认知能力测试，这项测试与学术能力倾向测试（SAT）类似，但稍微容易一些。该测试由25个口头项目和25个定量项目组成。
Candidates are required to receive a passing score of 70% (35 of the 50 items correct) to be eligible for the second step of the selection process, the interview. During the interview, a three-member panel of supervisors asks each applicant questions about how they would deal with hypothetical situations which might be encountered on the job. The interviews typically last one-half an hour. At the end of the interview, the three interviewers rate the candidate on ten dimensions such as attitude, motivation, communication, etc. Candidates receiving high scores on most of the dimensions pass the interview. After passing a reference and security check, candidates are hired and asked to report to training.
初级销售人员职位的选择需要两步多障碍的过程。申请人首先需要通过认知能力测试，这项测试与学术能力倾向测试类似，但稍微容易一些。该测试由25个口头项目和25个定量项目组成。
Determination of Adverse Impact:不良影响的确定
You know that the Uniform Guidelines suggest that employers make adverse impact determinations at least once a year. Although records have been kept, Lyle Industries has not calculated the selection ratios at all in the past three years. You feel that the first thing that should be done is to do these calculations. The data to be used for the calculations is provided below. The general guidelines for applying the four-fifths rule are as follows:
你知道，《统一指南》建议雇主每年至少做出一次不利影响决定。尽管有记录，Lyle Industries在过去三年里根本没有计算出选择比例。你觉得应该做的第一件事就是做这些计算。用于计算的数据如下所示。适用五分之四规则的一般准则如下：
Step 1: For each group, calculate the selection ratio – this is the number of applicants who passed the selection device divided by number of applicants who took it.第1步：对于每组，计算选择比例——这是通过选择设备的申请人人数除以使用该设备的申请人数量。
For example, using the data provided on the next page, 134 Caucasian applicants passed the cognitive ability test out of the 282 who took it for a selection ratio of 134/282 = .4752. Ten 例如，使用下一页提供的数据，282名白人申请人中有134名通过了认知能力测试，选择比例为134/282=.4752。
Carroll UniversityBUS 265 – Spring 2017Mini HR Case #1卡罗尔大学BUS 265–2017年春季迷你人力资源案例#1
African American applicants passed the cognitive ability test out of the 36 who took it for a selection ratio of 10/36 = .2778.
在36名申请者中，非裔美国人通过了认知能力测试，选择比例为10/36=.2778。
Step 2: Take the selection ratio for the minority group and divide it by the selection ratio for the majority group (the majority group is typically considered the Caucasian group when examining race discrimination and Men when examining sex discrimination).第二步：取少数群体的选择比例，除以多数群体的选择比率（在研究种族歧视时，多数群体通常被认为是高加索群体，在研究性别歧视时，通常被认为为男性）。
Continuing with the example provided above, we would divide .2778/.4752 = .5846. Since this ratio is less than 4/5s or .80, there is adverse impact in our cognitive ability test on the African American a
