In Her Role as the Vice-President Human Resources for a Large

Multiple Choice

In her role as the Vice-President Human Resources for a large meat processing plant in Manitoba, Paloma Capuno was responsible for ensuring that the human resource needs of the company were met. Most recently, she was concerned about trends she was seeing related to production staff on the processing lines. In the past 10 years, the company had 400 processing line production staff. According to her most recent report as compared to results from two years ago, she found the following:

- 78% of the workers in the production area are male, up from 56% only two years ago;
- a reduction in the number of recruitment methods used, resulting in much smaller candidate pools of only 60 applicants per selection cycle, down from over 100 applicants per selection cycle in previous years;
- a high level of employee turnover at 30% per year, up from 12% in previous years. The company continues to have three selection cycles per year.
- 88% of the hires over the past two years required work visas (required when hiring individuals who were not citizens or permanent residents of Canada) ; and,
- 95% of the new hires had names of Philippine origin.

-The great increase in the number of males hired in the past two years has resulted in 78% of the workers in the production area are now male.Paloma wonders whether the new physical coordination tests implemented by the company are creating this result.As a consequence,she is considering reviewing the change in screening tests to determine whether separate validation studies for different demographic subgroups should be conducted.These studies are referred to as

A) minority validity.
B) construct validity.
C) predictive validity.
D) differential validity.
E) demographic validity.