Analysis of Internet of Things-Related Employment Tests Through the Uniform Guidelines

Document Type

Article

Publication Date

Winter 2017

Abstract

The Uniform Guidelines of Selection Procedures (Uniform Guidelines) administers a lens for interpreting IoT-associated employment tests through three key metrics. The three key metrics and sections in this papers’ review are validity, reliability, and adverse impact. To provide some context, the paper expounds upon what these three metrics actually entail. Validity quite simply relates to insuring that we are measuring what we intend to measure. Reliability is increased by the calculated decline in inconsistencies. Adverse impact analyzes if discrimination was allowed to take place toward minority groups unbeknownst to those performing the selection tests. The Internet of Things (IoT) continues to grow in both its popularity and its speculation by many. Its popularity can be tied to potential increased economic value added, employee health, productivity, efficiency, and safety to name just a few on a potentially endless list. Conversely, there is inherent risk in the reliance upon devices, specifically inevitable error and misinterpretation of various devices in charge of potentially critical measurements and events. This is what can be referred to as malfunctioning sensors.

Data Results

IoT can deliver employers important information, but can also deliver misleading or even false information. The advantages to employers is assistance in choosing prospective employee candidates, developing those eventual employees, pay associated metrics and other HR associated tasks. Conversely, difficulties can arise due to unnecessary sensors, deployment of sensors which create unforeseen repercussions, faulty sensors, and even illegal use of sensors. The Uniform Guidelines administers a rubric for the impact of the advantages of IoT related to employment tests and minimizing the negative impact of employment tests. In regard to IoT monitoring policy, it is clear that businesses reserve the right to monitor the behavior and actions of its employees as long as those actions are business-related. This naturally implies that employees would in turn be willing to work alongside digital devices which possess sensors for the purpose of monitoring. Before monitoring of employees begins, management should clearly inform employees that monitoring will be deployed and in which manner this will take place and why. To keep business in check, employees do have legal right to question the validity and results associated with the data by utilizing certain appeal procedures specific to the organization. A comprehensive IoT implementation plan will take into consideration both potential advantages and disadvantages, risks and rewards, as well as clearly defining the monitoring with business objectives, strategies and mission in mind.

Thanks to Steve Silva, Graduate Assistant, Boise State University, for writing this original abstract/summary of the paper.

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