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英语翻译
Employment Testing:The Debate Goes On
Many employers rely on tests to help them make hiring decisions.An employer’s test may fall into one of three general categories:skills or per formance test,general aptitude tests(math,verbal,and spatial ability),and personality tests(motivation to do a certain job,willingness to follow orders,and so on).
Testing began as one way to ensure that qualified applicants were not excluded on the basis of race,creed,or color.The rules and regulations have indeed led to more hiring of women and minorities.They have also led to improvements in the tests themselves.Over the years ,the tests have increased in their predictive ability about whether a job applicant will be a good employee for a given company and a given job.
Any one method that is used to select a candidate as “best” for a job can be abused.Richard Seymour of the Lawyers’ Committee for Civil Rights points out that it is important to use different types of information,including job interviews and reference checks as well as tests.
The problem with tests is that sometimes they have the effect of excluding applicants who may actually be qualified for the job.The nature of the test itself may do this if the test is supposed to screen job applicants for certain characteristics or skills that will be important in the positions being filled.Supposed,for instance,you were applying for a job to pack cartons with materials based on filled-in order forms.You would need to be able to read the forms and find items to be packed.Now suppose the screening test included arithmetic problems ,or suppose it included an essay question designed to show your writing skills doing poorly on that test would no mean you would do poorly as an order-filling carton packer!
Such a test is not testing what it should.It will not help the employer achieve a competent work force,and it will not discriminate where it should discriminate-on factors related to job performance.Critics of testing are saying mainly that some tests fail to test a job candidate’s ability or competency for the job in question.
Lawrence Lorber,a lawyer representing companies in discrimination lawsuits,notes that businesses in general do not take issue with using tests if they are valid.The tests help them to meet affirmative action goals .sometimes,however,businesses feel compelled to change the scores in order to meet those goal:the don’t like it ,says Lorber,but the’lldo it to avoid a lawsuit.
Employment Testing:The Debate Goes On
Many employers rely on tests to help them make hiring decisions.An employer’s test may fall into one of three general categories:skills or per formance test,general aptitude tests(math,verbal,and spatial ability),and personality tests(motivation to do a certain job,willingness to follow orders,and so on).
Testing began as one way to ensure that qualified applicants were not excluded on the basis of race,creed,or color.The rules and regulations have indeed led to more hiring of women and minorities.They have also led to improvements in the tests themselves.Over the years ,the tests have increased in their predictive ability about whether a job applicant will be a good employee for a given company and a given job.
Any one method that is used to select a candidate as “best” for a job can be abused.Richard Seymour of the Lawyers’ Committee for Civil Rights points out that it is important to use different types of information,including job interviews and reference checks as well as tests.
The problem with tests is that sometimes they have the effect of excluding applicants who may actually be qualified for the job.The nature of the test itself may do this if the test is supposed to screen job applicants for certain characteristics or skills that will be important in the positions being filled.Supposed,for instance,you were applying for a job to pack cartons with materials based on filled-in order forms.You would need to be able to read the forms and find items to be packed.Now suppose the screening test included arithmetic problems ,or suppose it included an essay question designed to show your writing skills doing poorly on that test would no mean you would do poorly as an order-filling carton packer!
Such a test is not testing what it should.It will not help the employer achieve a competent work force,and it will not discriminate where it should discriminate-on factors related to job performance.Critics of testing are saying mainly that some tests fail to test a job candidate’s ability or competency for the job in question.
Lawrence Lorber,a lawyer representing companies in discrimination lawsuits,notes that businesses in general do not take issue with using tests if they are valid.The tests help them to meet affirmative action goals .sometimes,however,businesses feel compelled to change the scores in order to meet those goal:the don’t like it ,says Lorber,but the’lldo it to avoid a lawsuit.
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