IOP3702
Assignments PACK
(2017-2021)
Tut201 Letters
Questions. Answers
,IOP3702
Assignments PACK
(2017-2021)
Tut201 Letters
Questions. Answers
, IOP3702/201/1/2021
4. MEMORANDUM FOR ASSIGNMENT 01
QUESTION 1
As the Human resource (HR) officer you are confronted by a shop steward who complains about the
lack of fairness in the decision making process regarding policies and practices in the organisation.
Defend your viewpoint by referring to the following:
(a) The concept of fairness (5)
(b) The principles of procedural fairness (5)
[10]
Learning unit 6 and 12 in the Module online (MO) document (Chapters 6 & 12 in the text book)
The Concept of Fairness
(a) Fairness defined (any 5 of these points)
• Each definition of fairness is based on a different set of values, and has different implications for
how selection and other personnel decisions are to be made. In this regard, we may expect
management and unions to have vastly differing views of what constitutes fairness in personnel
decision making.
• Fairness is a social rather than a psychometric or statistical concept.
• Fairness has no single meaning, and therefore no single statistical definition.
• Fairness or the lack thereof, is not the result of the selection instrument or predictor, nor is it
the property of the selection procedure used.
• Fairness is the total of all the variables that play a role or influence the final personnel
decision. This can include the test, predictor, and integration of data, recommendations based on
these data, or the final decision made by line management
• Was the instrument fairly applied to all
The Principles of Procedural Fairness
(b) Principles of procedural fairness (any 5 of these points)
• Objectivity.
• Consistency in the treatment of all applicants.
• Freedom of the selection procedures from any form of manipulation, including adherence to
deadlines of applications, etc.
• Selection process must be developed and conducted by professionals.
• Confidentiality of data to be maintained.
• Final decisions are based on a review of the candidate's data, and the decision made by more
than one individual.
• Protection of the candidate's right to privacy. Personal information may only be sought in so far as
it pertains to the characteristics of the job.
6
, IOP3702/201/1/2021
• Selection procedures in which faking may take place should be considered unfair, as results can
be manipulated to meet the criteria
• Tests used should be valid and reliable.
Additional info students might add that are also considered correct:
Taylor (1992) adds to this the following criteria: Information must be quantifiable, thus ensuring objectivity
and allowing for comparisons between individuals on the basis of 'scores' achieved.
All information used must be directly related and unquestionably relevant to the decision being made.
These principles of fairness are relevant in all personnel decisions, beginning with the selection of job
applicants. Fairness must also be applied when making any decision which is likely to affect the existing
workforce, including decisions regarding training and promotional opportunities, disciplinary steps and
measures, and substantive and procedural decisions regarding dismissal.
QUESTION 2
You are the Industrial and Organisational (IO) psychologist and have been asked to develop a new
selection strategy for psychometric assessment in your organisation. Discuss the various professional
and ethical aspects which need to be considered to ensure fair assessments. Refer to test
classification, the training and registration categories of assessors and the ethical standards.
[10]
Learning unit 5 in the Module online (MO) document (Chapter 5 in the text book)
i. Test classification (4 marks)
The American Psychological Association (APA) proposed guidelines for the classification of tests that are
still relevant today. Assessment measures were classified as:
A-level tests - No psychology registration is required to administer A-level tests.
B-level tests - Knowledge of test construction and training in statistics and psychology is required to
use B-level tests. Advanced training and supervision of a qualified psychologist may also
be required.
C-level tests – Substantial understanding of test construction and moderating and contextual factors are
required. Supervised experience should be obtained during training in order to be
competent in administering, scoring and interpreting these measures. Typically at least a
Master’s degree is required.
In SA an assessment measure is either regarded as a psychological measure or not. Psychological tests
may be used by psychometrists’ under the supervision of a psychologist.
7
Assignments PACK
(2017-2021)
Tut201 Letters
Questions. Answers
,IOP3702
Assignments PACK
(2017-2021)
Tut201 Letters
Questions. Answers
, IOP3702/201/1/2021
4. MEMORANDUM FOR ASSIGNMENT 01
QUESTION 1
As the Human resource (HR) officer you are confronted by a shop steward who complains about the
lack of fairness in the decision making process regarding policies and practices in the organisation.
Defend your viewpoint by referring to the following:
(a) The concept of fairness (5)
(b) The principles of procedural fairness (5)
[10]
Learning unit 6 and 12 in the Module online (MO) document (Chapters 6 & 12 in the text book)
The Concept of Fairness
(a) Fairness defined (any 5 of these points)
• Each definition of fairness is based on a different set of values, and has different implications for
how selection and other personnel decisions are to be made. In this regard, we may expect
management and unions to have vastly differing views of what constitutes fairness in personnel
decision making.
• Fairness is a social rather than a psychometric or statistical concept.
• Fairness has no single meaning, and therefore no single statistical definition.
• Fairness or the lack thereof, is not the result of the selection instrument or predictor, nor is it
the property of the selection procedure used.
• Fairness is the total of all the variables that play a role or influence the final personnel
decision. This can include the test, predictor, and integration of data, recommendations based on
these data, or the final decision made by line management
• Was the instrument fairly applied to all
The Principles of Procedural Fairness
(b) Principles of procedural fairness (any 5 of these points)
• Objectivity.
• Consistency in the treatment of all applicants.
• Freedom of the selection procedures from any form of manipulation, including adherence to
deadlines of applications, etc.
• Selection process must be developed and conducted by professionals.
• Confidentiality of data to be maintained.
• Final decisions are based on a review of the candidate's data, and the decision made by more
than one individual.
• Protection of the candidate's right to privacy. Personal information may only be sought in so far as
it pertains to the characteristics of the job.
6
, IOP3702/201/1/2021
• Selection procedures in which faking may take place should be considered unfair, as results can
be manipulated to meet the criteria
• Tests used should be valid and reliable.
Additional info students might add that are also considered correct:
Taylor (1992) adds to this the following criteria: Information must be quantifiable, thus ensuring objectivity
and allowing for comparisons between individuals on the basis of 'scores' achieved.
All information used must be directly related and unquestionably relevant to the decision being made.
These principles of fairness are relevant in all personnel decisions, beginning with the selection of job
applicants. Fairness must also be applied when making any decision which is likely to affect the existing
workforce, including decisions regarding training and promotional opportunities, disciplinary steps and
measures, and substantive and procedural decisions regarding dismissal.
QUESTION 2
You are the Industrial and Organisational (IO) psychologist and have been asked to develop a new
selection strategy for psychometric assessment in your organisation. Discuss the various professional
and ethical aspects which need to be considered to ensure fair assessments. Refer to test
classification, the training and registration categories of assessors and the ethical standards.
[10]
Learning unit 5 in the Module online (MO) document (Chapter 5 in the text book)
i. Test classification (4 marks)
The American Psychological Association (APA) proposed guidelines for the classification of tests that are
still relevant today. Assessment measures were classified as:
A-level tests - No psychology registration is required to administer A-level tests.
B-level tests - Knowledge of test construction and training in statistics and psychology is required to
use B-level tests. Advanced training and supervision of a qualified psychologist may also
be required.
C-level tests – Substantial understanding of test construction and moderating and contextual factors are
required. Supervised experience should be obtained during training in order to be
competent in administering, scoring and interpreting these measures. Typically at least a
Master’s degree is required.
In SA an assessment measure is either regarded as a psychological measure or not. Psychological tests
may be used by psychometrists’ under the supervision of a psychologist.
7
