Human resource Management – Screening

Question One

A bona fide occupational qualification (BFOQ) is a quality that an employer seeks from an employee during the hiring and retention process in an organization(Rynes, Orlitzky, & Bretz, 1997). For a given job in the organization that I work for, there are different approaches that I would employ regarding BFOQ. I would make sure that the bona fide occupational qualification will not depend on the race color or religion from which a person comes from. Equity for all would be highly regarded, and the best candidates would only be chosen through merit and not discrimination. Title VII of the American constitution the law states that it would not be unlawful for an employer to decide on the hiring of individuals by religion, sex, or national origin. With this, the courts use the article as the reference when determining the cases involving the bona fide occupational qualification (BFOQ) question.

Question Two

Screening is the process that involves the deciding of who should and who should not include n an organization. Its relationship with staffing is that the two depend on each other and those who score highly in the screening tests are considered for the vacant positions in the staff of the organization. The main difference between the two is that one can pass the screening test but still end up not being selected depending on the number of vacant spaces in the job description(Heneman, Judge, Kammeyer-Mueller, 2011). The legal implications of the screening methods depend on what the employer is looking for from the candidate. However, this is different from the legal implications of the selection methods where the law gives different provisions. Conducting an employment selection is legal as according to the law. However, these criteria must coincide with the intended use that its provider had hoped to achieve through its formulation.

Question Four

Genetic screening is an experiment used to identify and select an individual who has a trait that is of interest to the host from a population of people. One example of an instance where genetic screening can be used to predict job effectiveness is that of when an employee displays characteristics of being a genius in terms of decision making. Many jobs require their staffs to portray the attributes of critical thinking and accurate decision making. After the identification of this through genetic screening, the attribute of job effectiveness would be guaranteed(Arthur, & Doverspike, 1997). The reason as two why the genetic screenings are not legal and not recommendable is because of the possible mixed reactions that may be caused by the results. Sometimes these screens cause some moments of relief, fear, guilt, and emotions to the person being tested. That suspicion of having to wait or the results without the knowledge of whether they are positive or negative is not good for the job performance.




Arthur, Jr., W., & Doverspike, D. (1997). Employment-related drug testing: Idiosyncratic characteristics and issues. Public Personnel Management, 26, 77-87.

Heneman, H. H., Judge, T. A., Kammeyer-Mueller, J. (2011). Staffing Organizations (7th ed.).      New York: McGraw-Hill. Chapters 8 & 9. These chapters will be used for modules 7, 8,          and 9.

Rynes, S.L., Orlitzky, M.O., & Bretz, R.D., Jr. (1997). Experienced hiring versus college  recruiting: Practices and emerging trends. Personnel Psychology, 50, 309-339.

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