HRM1501 ASSIGNMENT 3 SEMESTER 2 2022
QUESTION 1
1.1
A Selection test is part of the selection process and is used to choose the best individual
from those that applied for position. When Veeshnee is using selection tests, she must
ensure that it used in terms of the Employment Equity Act (EEA) 55 of 1998
According to the act, selection tests may only be used in employee selection if the test has
the following characteristics:
The test must be able to be applied fairly to all individuals
It must not be biased or discriminate to an individual or a group of people
It must have scientific proof demonstrating that it is reliable and valid to the process
An example of these tests include:
Job knowledge tests
Work sample tests
Cognitive aptitude tests
1.2
Halo Effect: is when a manager fails to distinguish between different aspects of
performance being rated. The manager assigns performance ratings based on a
overall impression about the employee instead of evaluating each objective
independently. Example, is when an employee consistently performs well at sales
and is subsequently given good performance ratings, the employee is seen as being
a top performer. The halo is seen by the manager as the individual is overall good
QUESTION 1
1.1
A Selection test is part of the selection process and is used to choose the best individual
from those that applied for position. When Veeshnee is using selection tests, she must
ensure that it used in terms of the Employment Equity Act (EEA) 55 of 1998
According to the act, selection tests may only be used in employee selection if the test has
the following characteristics:
The test must be able to be applied fairly to all individuals
It must not be biased or discriminate to an individual or a group of people
It must have scientific proof demonstrating that it is reliable and valid to the process
An example of these tests include:
Job knowledge tests
Work sample tests
Cognitive aptitude tests
1.2
Halo Effect: is when a manager fails to distinguish between different aspects of
performance being rated. The manager assigns performance ratings based on a
overall impression about the employee instead of evaluating each objective
independently. Example, is when an employee consistently performs well at sales
and is subsequently given good performance ratings, the employee is seen as being
a top performer. The halo is seen by the manager as the individual is overall good
