Personnel selection is any process that is used to make a personnel decision. It can include tests, work samples, biographical data forms, background investigations, interviews, and reference checks. The process is used to assess candidates and to predict future job performance. Throughout history, issues related to personnel selection have led to various court cases. In December 1970, the NAACP Legal Defense and Educational Fund (LDF) presented its argument to the Supreme Court on behalf of 13 African-American employees of Duke Power Company’s Dan River Steam Station. Duke Power Company had a history of limiting African-Americans to the labor department, which was the lowest paying department in the company. After Congress passed Title VII of the Civil Rights Act of 1964, Duke Power stopped blatantly limiting African-Americans from working in other departments, but they announced new requirements for hiring, promotions, and transfers. Applicants had to have a high school diploma or scores on standardized IQ tests equal to those of the average high school graduate in order to work in other departments. The LDF argued that the company’s hiring, promotion, and transfer standards perpetuated discrimination within the organization, and that Duke’s standards did not measure ability for successful job performance. In the landmark case of Griggs v Duke Power Co., the Supreme Court ruled against Duke Power because the company could not prove that its selection procedures predicted job performance. In its ruling, the Supreme Court explained that Title VII does not prohibit personnel selection standards, such as testing and diploma requirements, but those selection standards must predict job performance (NAACP, n.d.). This is an example of not using job analysis in personnel selection. This example has implications in personnel selection from human resources, financial, and legal perspectives. For this Discussion, read the legal case, Griggs v Duke Power Co., and consider the implications of job analysis in the case.
NAACP Legal Defense and Educational Fund, Inc. (n.d.). Case: Landmark: Griggs v. Duke Power Co. Retrieved January 26, 2012, from http://naacpldf.org/case/griggs-v-duke-power-co
With these thoughts in mind:
Post by Day 3 an explanation of one implication of job analysis in personnel selection from a human resources perspective. Then, explain one implication of job analysis in personnel selection from a financial perspective. Finally, explain one implication of job analysis in personnel selection from a legal perspective. Be specific and use examples.
Your post should be three paragraphs. Be sure to support your postings and responses with specific references to relevant literature. APA format.