BUS 356: Staffing Organizations Practical Assignment - Winter 2020

This assignment analyzes staffing organizations, focusing on measurement, legal foundations, and employment equity. The solution includes an evaluation of employment group representation, availability, and utilization rates, identifying gaps and suggesting improvements. It also explores the importance of MBA degrees in screening processes, discussing their reliability and validity, and the role of screening tests. The analysis covers the concepts of reliability and validity in the context of selection tools and the impact of measurement bias and adverse impact. The document also examines the use of the Wonderlic test score and education in predicting job performance. The assignment uses real-world examples to illustrate how to address employment equity using public reference materials. The solution offers a comprehensive understanding of staffing foundations and their practical application.

PART-III
Explanation of the Model to Boss
There are different uses of the model in identifying the job performance for
an individual. This is an effective tool. There are four attributes in the
assessment tool. As per the model, it is clear that educations plays a major
role and are connected with three different attributes in the model also. With
proper education, the job performance can be increased. The Wonderlic test
Score is also directly related with the job performance and the job
performance score.
Should the firm continue to rely on an MBA degree in their
screening process?
The company should rely on an MBA degree while undertaking the screening process.
MBA is a degree that makes the students expert in business administration. This is a reliable

degree in terms of jobs and markets. The course structure of the degree provides knowledge of
several areas to the students(Beenen, Pichler &Davoudpour, 2018). The students who have
completed the MBA course and holda degree is expected to have a thorough concept of the
business and marketing aspects. However, total dependency on an MBA degree is not good for
the company. As this is a course and there are such students also who have not enough idea of
things but holding a degree, a proper screening test is always beneficial in the screening process.
The degree of MBA can be used as the basic criteria for applying in the company. However, total
dependency on the degree could berisky for the company.
Reliability and Validity are two different concepts. If the outcome produced can be
reproduced, the process and data are reliable. On the other hand, if the outcome is as the desired
one, the process and data are valid (Mohajan,2017). Validity is related to the correctness of a
process or result. There may be some data that are reliable but not valid. On the other hand, valid
data is always reliable. MBA degree and the screening process is reliable as the outcome is
reproducible. However, there always remains uncertainty regarding the validity of the process.
Not always the proper selection is done by the company depending o the MBA degree. The
overall process is not very valid but is completely reliable (Andrade, 2018). With an additional
screening test, the cognitive abi9lity of a student can be measured which is important in case of
hiring.

References
Andrade, C. (2018). Internal, external, and ecological validity in research design, conduct, and
evaluation. Indian journal of psychological medicine, 40(5), 498.
Beenen, G., Pichler, S., &Davoudpour, S. (2018). Interpersonal skills in MBA admissions: How
are they conceptualized and assessed?. Journal of Management Education, 42(1), 34-54.
Mohajan, H. K. (2017). Two criteria for good measurements in research: Validity and
reliability. Annals of SpiruHaret University. Economic Series, 17(4), 59-82.