Gerrymandering in personnel selection: A review of practice

Gerrymandering personnel selection systems is defined as those practices explicitly intended to improve the outcomes of individual applicants or groups of applicants to the detriment of other individuals and groups. Gerrymandering can serve a variety of purposes, such as enhancing demographic diversity, rewarding political allies, or giving hiring preference to specific individuals. This paper reviews eleven strategies for gerrymandering personnel selection systems. The strategies fall into three categories of decisions: decisions in choosing or designing personnel selection tools; decisions in scoring personnel selection tools; decisions in selecting among passing applicants. Perspectives on the appropriateness and ethics of gerrymandering are then reviewed.     

Statistical Issues Arising in Disparate Impact Cases and the Use of the Expectancy Curve in Assessing the Validity of Pre-Employment Tests

Disparate impact cases concern the potential adverse effect seemingly neutral employment practices, such as passing a pre-employment test or possessing a fixed level of education, have on minority applicants. Their purpose is to eliminate discrimination by subterfuge, i.e., imposing a requirement that eliminates many minority individuals who could do the job but who do not meet the requirement. When a significantly higher fraction of applicants from minority groups fail the requirement compared to majority applicants, the requirement needs to be shown to be job-related. Statistical techniques used at the various stages of a disparate impact claim are described. Properties of the expectancy curve, which describes the utility of a pre-employment test and helps in defining a band of scores defining "equivalently skilled" applicants are discussed.     

英国住宅税中的分级计量法及对我国的借鉴意义

英国住宅税适用的分级计量法在全球独树一帜,对全球财产税改革具有重要影响。分级计量法原理独特,功能明确,充分体现了地方税收的自主权,其税基、税率结构设计对我国开征物业税有一定的借鉴意义。     

宽带薪酬制度设计及其应用

宽带薪酬是兴起于西方的新型的薪酬管理模式，其实质是绩效薪酬。传统的薪酬模式存在诸多弊端，宽带薪酬具有多种优势。宽带薪酬要求企业有较好的人力资源管理基础，设计时应考虑公平性等因素，宽带数量和浮动范围的确定是宽带薪酬的核心问题。宽带薪酬的应用效果是明显的，但应用时需要注意几方面的问题。