this is not to say that information obtained from psychological tests, application blanks, physical examinations, or other selection tools, whether stored in a computer data blank or not, cannot be misused by unscarupulous individuals. there are important security problems here, and there can be a major ethical problem as well if information is used for some purpose other than that anticipated by the application-that is, the evaluation of qualifications for employment.
To protect the public against such misuse of employment data psychologist and other have devoted considerable time and energy to the formulation and the enforcement of appropriate ethical controls.
nevertheless, the pressures in this area are real, and should they derive from sources, such as consumers, lending institutions, and the like, that are of central significance to a company, they can be sufficiently strong to influence company selection procedures.
Union influence
Unions may provide another source of or pressure to limit or eliminate the use of tests, and on occasion other selection techniques as well. A union may wish to establish seniority as the only basis for promotion, assignment, and layoff. the existence of test data would provide objective support for ability or merit claims and thus might be used to override seniority considerations.
in addition, some unions have been able to exert considerable influence, if not outrigth control, over the hiring process, in spite of the outlawing of the closed shop. to the extent that selection techniques might threaten this influence, they have been opposed.
this is not to say that information obtained from psychological tests, application blanks, physical examinations, or other selection tools, whether stored in a computer data blank or not, cannot be misused by unscarupulous individuals. there are important security problems here, and there can be a major ethical problem as well if information is used for some purpose other than that anticipated by the application-that is, the evaluation of qualifications for employment.To protect the public against such misuse of employment data psychologist and other have devoted considerable time and energy to the formulation and the enforcement of appropriate ethical controls. nevertheless, the pressures in this area are real, and should they derive from sources, such as consumers, lending institutions, and the like, that are of central significance to a company, they can be sufficiently strong to influence company selection procedures.Union influenceUnions may provide another source of or pressure to limit or eliminate the use of tests, and on occasion other selection techniques as well. A union may wish to establish seniority as the only basis for promotion, assignment, and layoff. the existence of test data would provide objective support for ability or merit claims and thus might be used to override seniority considerations. บางสหภาพแรงงานได้สามารถจะมีอิทธิพลมาก ถ้าไม่ outrigth ควบคุม การจ้างงาน แม้ outlawing ร้านปิด แค่เลือกเทคนิคอาจคุกคามอิทธิพลนี้ พวกเขาได้ opposed
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