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IOP3701
Assignment 01
2023
Due date
28 February
2023
10:00 PM
Unique Number:650312
, Question 1
Discuss the following statement: The Employment Equity Act (EEA) gives clear
guidelines on the use of psychological assessment tools. In your discussion,
also make an argument for or against the adequacy of the Act to address
concerns of psychological assessments.
The Employment equity Act (No.55 of 1998, section 8) certainly makes reference to
psychological tests and assessments and states that "Psychological testing and other
similar assessments of an employee are prohibited unless the test or assessment
being used meets the following criteria as follows:
+27shown
a) has been scientifically 81 278 3372
to be valid and reliable; +27 81 278 3372
b) can be applied fairly to employees;
c) is not biased against any employee or group;
d) Have been certified by the Health Professions Council of South Africa established
under the Health Professions Act, 56 of 1974 or any other body which may be
authorised by law to certify such tests or assessments.
It is widely known that psychological tests make up one of the methods being used,
from a number of selection tools used by employers to select employees for
recruitment. It is also noted that no test is completely objective. When looking at the
South African context, such tests can often be culturally biased against previously
disadvantaged people. This therefore indicates that a form of indirect discrimination
exists and should be in alignment with the Employment Equity Act, No.55 1998. More
importantly, the type of assessment must be suited and appropriate to the kind of work
that the potential employee has applied for. Those specific tests which are used to
understand the health of an employee should be differentiated from tests that are
meant to assess the employee’s ability to perform the duties of the job. These should
only be conducted post the person being placed into the job and in such time that the
person is competent to perform the main functions that the job requires. This does not
mean that sufficiently high standards for assessment requirements must not be
adhered to.
Call or Whatsapp +27682021794
www.myassignments.co.za
+2784 985 6061
IOP3701
Assignment 01
2023
Due date
28 February
2023
10:00 PM
Unique Number:650312
, Question 1
Discuss the following statement: The Employment Equity Act (EEA) gives clear
guidelines on the use of psychological assessment tools. In your discussion,
also make an argument for or against the adequacy of the Act to address
concerns of psychological assessments.
The Employment equity Act (No.55 of 1998, section 8) certainly makes reference to
psychological tests and assessments and states that "Psychological testing and other
similar assessments of an employee are prohibited unless the test or assessment
being used meets the following criteria as follows:
+27shown
a) has been scientifically 81 278 3372
to be valid and reliable; +27 81 278 3372
b) can be applied fairly to employees;
c) is not biased against any employee or group;
d) Have been certified by the Health Professions Council of South Africa established
under the Health Professions Act, 56 of 1974 or any other body which may be
authorised by law to certify such tests or assessments.
It is widely known that psychological tests make up one of the methods being used,
from a number of selection tools used by employers to select employees for
recruitment. It is also noted that no test is completely objective. When looking at the
South African context, such tests can often be culturally biased against previously
disadvantaged people. This therefore indicates that a form of indirect discrimination
exists and should be in alignment with the Employment Equity Act, No.55 1998. More
importantly, the type of assessment must be suited and appropriate to the kind of work
that the potential employee has applied for. Those specific tests which are used to
understand the health of an employee should be differentiated from tests that are
meant to assess the employee’s ability to perform the duties of the job. These should
only be conducted post the person being placed into the job and in such time that the
person is competent to perform the main functions that the job requires. This does not
mean that sufficiently high standards for assessment requirements must not be
adhered to.
