Human Resource Management Program in Electronic Firm in Ontario Case Study - 1

Human Resource Management Program in Electronic Firm in Ontario - Case Study Example Evaluators are likely to dismiss or assign scores based on their liking. Third, the success rate of the test is extremely low which raises eyebrows. If only 20% are likely to pass the test then it seems like its serving a totally different purpose other than the intended. 50% success rate would be reasoning enough if the tests were valid and reliable (Gatewood, et al., 2011). Based on the above-highlighted problems reported on the selection program, a more motivating program that serves a relevant purpose should be adopted. First, the management team should devise and develop academic/mental interview questions and evaluation criteria that can assess employees in the electronic arena which is relevant to their job descriptions and not ask outrageous questions. To test for practical skills, the panel should ask the employees to perform some relevant operations using electronic equipment and replace the metal peg activity (Gatewood, et al., 2011). Also, much more transparency in the manner in which the procedure is undertaken should be enhanced such as openly printing out the results with the score criteria clearly elaborated. The union has valid arguments that can be backed up by the payment/compensation packages offered by the company. It can compare the kind of work the employees do with the remuneration. As reported, the company seeks to hire inexperienced workers so as to pay them as little as possible. Consequently, the confidentiality of the procedure is a point worth noting. The union can claim that the examinees’ results are tampered with since they are enclosed. Thirdly, the invalidity of the test questions is a strong argument to bring across as the activities asked to be performed are irrelevant to the nature of work. This is an indication that there is a hidden motive (Gatewood, et al., 2011).