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We can look at the following which relates to the concept of fairness:
Fairness relates to a social rather than a psychometric or statistical concept. In our organization, this is
collaborative and engaging, taking into account the uniqueness of employees and their work
environment.
Fairness has no single meaning, and therefore no single statistical definition. It is a value-based
judgement about actions or decisions made based on test scores.
Fairness or the lack of fairness, does not result from the selection instrument or predictor, it is also not a
property of the procedure used in selection.
Fairness is the total of all the variables that play a role in or influence the final personnel decision.
When the decisions are made regarding policies and practices in the organization, we take all aspects
into account in order to ensure that the decision is fair and not discriminatory.
It is important to ensure that the instrument was applied in a fair manner to all.
We believe our policies to be fair as our policies involve providing information on job relatedness,
providing feedback and establishing good rapport. To ensure fairness we also consult with all the
stakeholders.
Principles of procedural fairness
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.
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.
, Licensing and certification of psychologists:
o HPCSA is a statutory body, established in terms of the Health Professions Act, which, together with the
professional board, is committed to promoting the health of the population, determining standards
of professional education and training, and setting and maintaining fair standards of professional
practice.
o In order safeguard the public and indirectly the professions, registration in terms of the Act is a
prerequisite for practising any of the health professions with which the council is concerned.
o Registration confers professional status upon a practitioner and therefore the right to practise his
chosen profession.
o Practitioners enjoy the security of being registered in terms of an Act in the knowledge that no
unqualified person may practise the profession.
o If any person feels that he has been abused by people who claim to be knowledgeable about the
field of industrial psychology or claim to have been registered as an industrial psychologist, a formal
complaint can be lodged with the HPCSA.
o The council will protect the human rights of practitioners and the public. Any complaint made
against a practitioner by any member of the public will be investigated by the council.
o All professional and practicing psychologists must be registered with the HPCSA, which through the
Professional Board for Psychology controls and applies the laws regarding psychological training and
professional actions.
o The requirement for registration at the Board for Psychology as a psychometrist, HR counsellor, career
counsellor, or employee wellbeing counsellor is a 4-year or honours degree in I/O psychology and a
completed approved 6 month practicum.
o In order to register as an industrial psychologist with the Professional Board, a master’s degree and a
formal internship are required. The duration of the internship is one year.
o the board allows Industrial Psychologists (IP), individuals to complete an internship while performing
their normal work with their employer. The internship programme must be approved in advance by the
board.
Ethical standards for conducting research in organisations have 4 basic requirements:
o No harm should come to an individual as a result of his participation in a research study.
o The participant must be fully informed of any potential consequences of his participation
(informed consent).
o Interviewees must understand that their participation is voluntary
o All reasonable measures should be taken to ensure that the anonymity and confidentiality of the
data collected are maintained.
Industrial psychologists who do not adhere to ethical principles in their research can be subjected to
professional censure and possible litigation. This is especially important where studies involve physical
or psychological risk.
Ethical codes protect the rights of research subjects and prevent the possibility of research being
conducted by unqualified people
Job analysis outcomes are often the result of subjective judgements which leads to inaccuracy
Inaccuracy can be social, like conformity or desirability or it can be cognitive, like information
overload
Sources of inaccuracy affect reliability and validity of job analysis data
There are two broad categories that affect job analysis reliability and validity which are social and
cognitive.
Reliability refers to the extent to which the data collected by means of a specific job analysis
procedure or technique would be consistently be the same if it was collected again, at a different
time or if different raters where used.
Reliability is affected by the consistency across raters which are often expressed in intra-class
correlations and by means of pair-wise correlations.
Intra-rater reliability refers to a type of test retest measurement.
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