Answer to Question #261536 in Management for rimix

Question

write validity and reliability assurance on Employment equity practices and Implementation

Answer 1

Discussion

 Validity is the accuracy of representation of features of the phenomena that it is intended to describe, explain or theorize. Any research can be affected by different kinds of factors which, while extraneous to the concerns of the research, can invalidate the findings. Reliability is defined as a test that ensures that the measuring instrument produces stable and consistent results. In other words, reliability is an agreement between two efforts to measure the same thing with the same methods.

The Employment Equity Act is the law that promotes equity in the workplace, ensures that all employees receive equal opportunities and that employees are treated fairly by their employers. The law protects people from unfair treatment and any form of discrimination. The law states that the employer can't discriminate employee directly or indirectly through employment policy or practice on the grounds of: race, gender, pregnancy, marital status, ethnic or social origin, colour, disability, religion etc. The law aims to redress injustices of the past by implementing affirmative action measures. According to the legislation, it isn't unfair discrimination to promote affirmative action consistent with the Act or to prefer or exclude any person on the basis of an inherent job requirement.

The purpose of the Act is to achieve equity in the workplace, by promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination, implementing affirmative action measures to redress the disadvantages in employment experienced by designated groups (e.g.-black people, women, or people with disabilities) to ensure their equitable representation in all occupational categories and levels in the workforce. A designated employer must prepare and implement a plan to achieve employment equity, which must have the following; Objectives for each year of the plan, include affirmative action measures, have numerical goals for achieving equitable representation, have a timetable for each year, have internal monitoring and evaluation procedures, including internal dispute resolution mechanisms, and identify persons, including senior managers, to monitor and implement the plan.

Employers must ensure that any selection tests are reliable and valid, yielding consistent results that predict success on the job; if not, discrimination claims are likely to ensue.

Reference

Mgolombane, P. (2010). Perceptions of Progress in Implementing Employment Equity at the University of Johannesburg. University of Johannesburg (South Africa).