Employee Industry Hospitality - Tourism Dissertations - Free Essay Example

Sample details Pages: 12 Words: 3496 Downloads: 1 Date added: 2017/06/26 Category Medicine Essay Type Argumentative essay Did you like this example? The issue of grievance handling has not been new in organizations and it has been one of the most persistent problems of all times. In the course of running an organization, there are many complaints that are handled daily by the management which constitute the process of grievance handling. Grievances are common not only in organization but also in our social life. However it has been shown that the nature of the grievances is not that important than the process that is used to handle the grievances. Before we look at the process of handling a grievance in an organization, let us look use first understand the nature of a grievance. What is a grievance? (Dentron and Boyd 2005, p. 61) Don’t waste time! Our writers will create an original "Employee Industry Hospitality Tourism Dissertations" essay for you Create order A grievance can be defined as any complaint that is raised by an individual worker of a group of workers in an organization. A grievance is usually raised in allegation of violation of the terms of agreement in the workplace. Therefore it can be said to a complaint that is raised and which is aimed at expressing the dissatisfaction of the employees by what is happening in the organization. A grievance however differs from a complaint in that while a complaint can be verbally expressed, a grievance is usually stated in writing. A grievance can be caused by many things. It has been shown that some of the most controversial issues which usually ends up in a grievance include the discharge of employees from their workplace, lack of a process of collective bargaining for the employees which can be used to express their dissatisfaction, unfair labor practices, and others which are likely to happening in the work places. (Rahul 2005, p. 31) Therefore we can expound on this point by looking closely at the process which is usually used to handle these complaints. For the effective functioning of an organization, there is usually a need to look at the welfare of the employee. Any management will recognize that the employees are the most important asset that an organization holds and therefore the most important thing in the management of the resources of an organization will be first to look at the welfare of the workforces. It has been shown that most of the grievances which hare not well looked at often precipitate to a form of dissident by the workforce which in most case comes as strike. A strike in an organization will not only have economic effect on the organization but it will also have effects on the image of the management of the organization. Therefore many organizations have come up with an effective procedure that can be used to handle complaints of het employees. In order to ensure that there is less participant of the workforce in mass movement of labor unions, many organization came up with human resource departments which are well positioned to handle the complains of the employees. Therefore it is the duty of the human resource department to come up with a well structured way that can be used to look at the welfare of the workforce. The human resource department is the one which is entrusted with the duty of handling all the complaints regarding the employees. Human resource department must come up with a grievance handling procedure. (Finegan 2004, p. 71) A grievance handling produced clearly defines a process which is used by the organization to look at the complaints that has been given by the employees. It presents a process of initial resolving of the complaints through arbitration. It is a process that is used to indentify and resolve the companies in a timely manner in order to promoted the prevail a constructive discussion between the management and the representatives of the employees. therefore the aim of the grievance procedure is to ensure that there is a proper mechanism in place that is used by the management to look at the issues that pertains to employees in order to ensure that there is constructive resolving of the complains at they arises. (Dana 2001, p. 231) The hospitality industry has been one of the rapidly growing industries in the world. In a short period of time, the industry has grown short of its former self. In the last few decades there has been increased travelling by people all over the world. This has been enabled by the increasing wave of globalization which has opened the world and increased the interaction between people. As a result individuals have been able to travel from one corners of the world to the other with no political or legal limitation. The improve modes of transport has been the main factor that has contributed to the rapid growth of the industry. The industry has been one of the most important industries in the world that have been supporting the increased globalization and polarization of world culture. Therefore there has been unprecedented growth of the industry in a very short period of time. The industry has been offering supportive services in the tourism sector. Apparently tourism has emerged to be one of the most important industries in the world. It has been fueled by increased spending culture in the world and increased openness. Tourism has taken many dimensions in its growth in areas of cultural tourism, business tourism, leisure tourism, education tourism, medical tourism, and other areas. In all these segments, individual usually travels away from their homes to go to foreign countries. Therefore they need to be accommodated and given other services. In this regard the hospitality industry comes in hand as it offers them support in accommodation and other necessary services. The hospitality industry has therefore hinged its growth on the tourism sector. (Leornard 2001, p. 52) One of the emerging natures of the hospitality industry has been diversity that has been experienced in the customers that the industry target and also in the workforce. There has been an increasing trend in the industry towards culture convergence in which one hospitality facility in the world is serving people of diverse culture. Therefore there has been an aspect of standardization of culture in the industry. Cultural homogeneity is considered to be one of the competitive factors that need to achieve in order to survive in the competitive market. With the market become more diverse due to divers needs of the customers, the hotel industry have therefore tended to have a divers nature of employees in order to help their customers to feel at home every time they are being served. Therefore there has been an increasing trend of multicultural workforce in the industry. This of course has come with its own challenges to human resource management. One of the most challenges that faces any human resource management is a multicultural workforce is the way to handle complains by the employees. Many a times, employees feel that their welfare is not looked at as needed in the organization and there are usually incidences of unfair treatment of the employees. But due to the diverse nature of the employees, the human resource department may not be in a position to come up with standardized way of dealing with all the demands that employees have. Therefore there are incidence of complaints that are based on the favors in the workforce and discontent in the allocation of duties. Many of het case studies that have been presented about complain in the hospitality industry have all been based on issue of favors in the workforce which arise due to the diversity in the workforce. Therefore in the contemporary human resource management issues, diversity in the workforce in the hospitality industry have been one of the causes of complains in the workforce. The hospitality industry is one of the most hectic industries as visitors check in and checks out. As a result there is a lot of work that needs to be done by the workforce. The nature of services in the industry is based on the fact that the visitors have to feel as comfortable as they want and find value for the amount of money that they are charged. Therefore there has to be a lot of work that is done by the employees in order to meet the demands of the visitors. Some of the visitors can be a little nagging and may require excessive attention than others. Going by the nature of definition of the duties the employee have to perform some employee will always find themselves doing extra work that they have not bee assigned at the time they were hired. Therefore there is usually a conflict with their supervisors who have to make sure that the guest gets all what they want and therefore will have to assign extra duty to the employees. At the end to the day employees will feel that they have done more that they are supposed to do in their duties. This has been shown to be another source of complains from the employees who feels that they are unfair treated and their initial duty assignment is not respected. (Andrew Kurth LLP, 2008) In most cases supervisors are faced with a hard task of ensuring that employee perform all the duties that they have been assigned to and also perform the extra duties that the guests wants to be attendee to. Therefore there is a situation between the supervisors and the employees. The hospitality industry peaks with seasons. This means that there are periods when there will be an inflow of guest while there are other seasons when there will be less guest checking in. In there regard there is a fluctuating need of employees in the industry. When the season peaks, the industry will need to hire more employees and when the season is low the industry will need to lay off some of the employees. In this regard the tourism industry is most affected by the seasonality. Most of the hotels which operation in leisure industries will find the there are periods when there will be more guest especially during holidays and weekend while there are other when there will be less guest. The industry is also prone to political stability and other factors and therefore the times when there is a serene atmosphere will see an inflow of guest while the times when there is political turmoil there will be less guests who will be checking in. As a result the industry is force to keep on hiring and lying off some of the workers. It has continuously become difficult for the industry to hire more employees on permanent bases due to the fact that there are period when the industry will need more workers while the off seasons will need less workers. Therefore there is a factor of the way in which employees are hired and retained in the industry. This has been one of the most contentious issues especially when it come to the labor unions which have been arguing that there is need for the industry to hire employee on permanent bases. There are a times when the industry is forced to lay off the employee unexpected due to the prevailing circumstance. For example in Kenya which is one of the famed tourism destinations in Africa, the last year skirmishes had a negative effect in the industry. It is recorded that though it was the high season when the tourism and hospitality industry expected a great inflow of guest, more than 10,000 employees were laid off. This was due to massive cancellation of bookings that had been done. The industry has apparently hired more workers in anticipation for the high season that had just started to pick up. There has been a conflicting situation in the industry as the employee who had been hired on contracted bases want to be paid all the money as their contract had defend while the industry is trying to recover from a massive losses incurred due to the massive cancellation. The hospitality industry has also been shown as one of the industry which pays the workers low salaries. This has been caused by the fact that the industry sometime will need to hire more employees and other times it will have to lay off some the employees. Due to the fact that the industry goes on of very lean seasons when it has to maintain its operation, there have been incidence of some players in the industry paying their employee very low salaries in a bid to cover the expense in the low season. Therefore there have been conflicts between the workforce and the management on the issue of salaries. This is one of the most conflicting issues that have led to formation of labor unions in the industry. Most of the operators in the industry agree with the fact that the industry pays less money to its employees especially during the low seasons but they try to equate that with the operation of het industry during that period. It has been shown that although the industry has been growing at a high rate, there have been fewer incidences of increased salaries for the workforce even at times when the industry is performing well. There has also been incidence of customer complain in the industry. It has been shown that in most cases customer have been complains about the quality of service that they receive from particular employees in the industry and also from the facility in general. This has been a difficult situation for the human resource department especially since it has to ascertain the nature of the conflict between the employee and the guest. In most case the guest may have rubbed the employee on the wrong side and therefore there must be a way of asserting the truth before punishing the employee. Though the issue of customer complains has been shown to be a responsibility attached to the customer service department, at the end of the day it ends up as a management issue that has to be resolved. Both hotel and hospitality industries fall under any industry in the country. Therefore they are exposed to the same labor laws like any other industry. However the nature of employee relation in the industry has been changing due to some of the factors that have been shown. Although there has been increasing labor unionization of the industry there has also some legal aspects that have been protecting the employees in the industry. One of the laws that protect employee in the industry has been the National Labor Relation Act which are aimed at redressing complain of any employees that has been unlawfully discharged from their duties. Through the law the employee is able to seek redress in the law court. However there has been conflicting situation when it comes to address this issue and when it comes to the application of the law. This is because every time an employee is dismissed from their duties for a genuine reason, they run to the court to place complains and what follows is an argument about the rights of het employees. Although the employer has the responsibility of recognize the rightist of the employee, there has been the question of the responsibility of the employee especially when it comes to the nature of the operation of the industry. Being in an industry that calls for meticulous performance of duties in order to ensure the satisfaction of the employee, there has been incidence where the employee have been dismissed on the ground of misbehaving with the guest or failing to perform their duties and what follows is a lawsuits for the company. (Mitchell, 2007) There has been increasing misinterpretation of the National Labor Relation Act when it comes to the employees working in the hospitality industry. There has been a need to becoming familiar with the law and its interpretations. There has been misinterpretation of the act when it comes to the employers also. It has been shown that there are many incidences when the employers back off from their earlier salary agreement and fire off employee who complains. But the law has shown the act is inclusive even of the employee who works in the hospitality industry who are likely to work for part time bases. Holiday Inn has been one of the most prosperous hotels that have become major player in the hospitality and tourism industry. It has been able to spread its wings all over the world and has grown to be a multinational in a very short period. It has positioned itself in all the corners of the world which have tourism potential and therefore it has a world wide presence. Like any other play in the industry, the hotel has been receiving a number of complains from the customers as well as from the workers themselves. Since the hotel has been relying on tourism activities in its overseas operation, the hotel has been experience same problems as we have mentioned above which are all hinged on the satisfaction of the employee and on other factors. But is has successfully put in place a mechanism that is used to handle all these complains. It has been dealing with a range of complains about its employees and at the same time there have been complains from the employees on the way they are beign treated. (Dilts 2006, p. 34) In order to handle all these complains, the hotel first steps which were aimed at streamlining it relationship with the employees was the formation of the human resource department which was supposed to look at the welfare of the employees. The human resource department was apparently responsible for looking at the welfare of the employee and also it was to handle complains from the employee. Therefore it was given the authority to deal with issue of hiring and firing of the employees. In areas where the hotel has been hiring seasonal workforce, it has been putting the employee on a contractual agreement where they are supposed to be paid according to there performance and not on the bases that eh were hired. This has been made in order to avoid many complains that come from the workforce once they are dismissed from their employee when the low seasons comes. The hotel has also made sure that it has put in place a board that is supposed to scrutinize all the complains that are received from the employees so that it can look into the way of making sure that they are well addressed. The board or the arbitration body is supposed to work in close conjunction with the human resource department to make sure that there is a well defined procedure that is followed while dealing with the complains. Therefore there have been systematic efforts by the hotel that has been aimed at reducing the level of complains with the workforce. These efforts have also been aimed at ensuring that all the employees are handled as equal and that complains are dealt with as a matter of urgency. From time to time there will be complains from the workforce. These complains are most of the time genuine and they indicates that there is a problem that need to be fixed somewhere in the work process. The human resource department that has been given the mandate of dealing with the issue of these conflicts understands that employees are the most important treasure that ht organization holds. It has to deal with the employee well, so that it will gain a competitive edge in the market. Therefore it is good for the management to come up with proper way of dealing with these complains in order to avert further action from the employee. Most of the time if these complain is not dealt with they are likely to precipitate to strikes which will have a negative effect on the productivity of the industry and also on the image of he industry. The tourism and hospitality industry has been one of the industries that have been suffering major grievances from employee due to issues of off and on season employment and low payment. There have been major labor action in the industry which has been caused by these complain that has been expressed by the workforce. Therefore there is need for the players in the industry to handle some of these complains well and take the example of Holiday Inn which has come with effective mechanisms that are meat to deal with the problem firmly. Andrew Kurth LLP, 2008, Hospitality and Hotels: Employment and Labor, Retrieved from https://www.andrewskurth.com/industries-22.html on 10th May 2008 Dana, D 2001, Conflict Resolution, McGraw Hill Dentron, K. Boyd, C 2005, Employee Complaint Handling, Greenwood Publishing Group Dilts, D 2006, Cases in Collective Bargaining industry relations, McGraw Hill, New York Finegan, J 2004, The rigorous customer-complain, Harvard Business Review12 Leornard, A 2001, The service Driven Company, Harvard Business Review 69 Mitchell, M 2007, Union organization Trend in the Hospitality Industry, Retrieved from https://www.4hoteliers.com/4hots_fshw.php?mwi=2363 on 10th May 2008 Rahul, J 2005, Corporate Reputation, John Willey, New York

Effects Of Liver Cancer And The Presence Of Cyanobacteria...

Majority of the studies conducted including ones mentioned above, there was a strong correlation between the chronic symptoms i.e. liver cancer and the presence of cyanobacteria in the drinking water. The presence and study of cyanobacteria dates back to the 1930’s, therefore, this is not a particularly new field of study. This gives the current researchers/ investigators with important retrospective information to use to build on current research. It also appears that most of the cyanobacteria species have been identified and studied upon. Their characteristics such as toxin produced, cell structures etc. have been examined (Table 4). With this said, the study area has been made feasible. 5. Weaknesses of studies Most of the studies†¦show more content†¦In my opinion, this does not create such a strong case for causality. Because the years are so far apart, one might argue that there were other events that took place that may have influenced the PLC rates in these particular region. 6. Current status/Data gap Current drinking water treatment practices in Serbia do not regularly monitor or actively remove these toxins from the drinking water because this is a relatively new field of study and would involve extremely expensive measures (SVIRÄÅ'EV et al., 2009). This is not only a problem in Serbia, but in many developing countries. Priority always seems to be placed on other issues while study areas such as this tend to be ignored. Furthermore, the relevant governing bodies cannot be trusted as they might provide misinformation to the general public regarding the quality of drinking water. Although global organizations such as the World Health Organization has prescribed allowable levels on microcystin in drinking water, several questions proceed in relevance to the individual countries. Questions such as; who is responsible for monitoring and reporting unsafe levels of microcystin in drinking water, what is the frequency of water quality monitoring?, who are the responsible parties that s hould be held accountable in case of an outbreak? Unfortunately, his type of vigilant and stringent monitoring is often times a miss. In the case of the Serbia

Job Analysis Recruitment and Selection †Free Samples to Students

Question: Discuss about the Job Analysis Recruitment and Selection. Answer: Introduction The spread of globalisation has greatly affected the competition between business organisations. Processes and operations can now be easily replicated using reverse engineering and it has become very difficult for business organisations to attain market competencies. In such a scenario, business organisations are highly relying upon their human resources to help them achieve an advantage over their competitors. A talented pool of human resources, which is committed to their jobs and their organisations, can prove to be a great plus and the need to recruit the right people for the right type of job has also increased. Thus, business organisations are using all the strategies that they can to strengthen their recruitment process and hire the best candidates available in the market. To achieve this, business organisations design recruitment processes that can include a number of tests, such as personality test, aptitude test, psychometric test, ability tests, psychological tests, etc. All these tests are aimed at assessing the ability of a candidate to adjust in the workplace environment that the company has to offer and also to predict his or her performance is he or she is recruited to work at a particular job position. Most of the business organisations follow traditional models of personality and ability assessment, such as the big five personality traits, Myer-Briggs type indicator, Personality inventory model, etc. but some research in the field have concluded that these tests have become obsolete and there are that the business organisations should modify these tests to a certain degree to solve a greater purpose. In this report, a detailed account of the past research has been reviewed to understand the importance that personality assessments and ability tests can have on the hiring process and their credibility in predicting the performance of a candidate. Further, relying upon the literature reviews, certain ethical issues related to personality assessment and ability testing have also been discussed. A personality of a person is defined a set of characteristics, though process, thinking pattern, etc. that governs his or her behaviour in a social setup. The personality traits of an individual can be greatly helpful in predicting his or behaviour in the future and how he or she might perform in a particular job role under a given set of conditions (Huang, et al., 2014). As a result, the personality traits of an individual can be really helpful to recruiters in different industries in making the right selection choice so that they can hire the right candidate for the right job and can avoid situations of high employee turnover. Therefore, recruiters and selectors in the business world have been relying upon personality traits as a great predictor of performance of an individual. According to Philip E. Vernon, the process of assessing the personality traits of an individual, in order to predict his or her suitability for a job, is known as personality assessment (Vernon, 2014). Recent research on personality assessment Personality assessment tests have been used as one of the most important tests during recruitment and selection processes to predict the performance and suitability of a candidate in a particular job role. There have been a number of personality assessment tests that have been used in the past, such as the big five personality traits, Myer-Briggs type indicator, personality inventory, etc. and all of them have their own unique method of judging the personality traits of an individual. Due to the rapidly changing environment, there are new researches being conducted every day and new ideas have been evolving regarding the use of personality assessment as a key performance indicator. In a recent research carried out by William Fleeson and Eranda Jayawickreme, it was concluded that the people, who carry out research in the field of personality or are using personality assessments in the hiring process, should modify the existing models and should include a mechanism of differential reactions to situations in the all the models that they use. They also stressed upon the Whole Trait Model and its effectiveness in helping recruiters in assessing the personality trait of an induvial even more accurately (Fleeson Jayawickreme, 2015). The crux of their work was divided into five main points i.e. 1) the descriptive side of the traits should be conceptualised as density distributions of states 2) whenever using the big five traits for personality assessment, an explanatory account should be provided for it 3) the whole traits can then be prepared by joining the two parts formed out of the big five traits the descriptive part and the explanatory part 4) the whole trait t heory ultimately proposes that the explanatory part of the traits identified in the big five are comprised of social cognitive mechanisms and 5) the social cognitive mechanism that are the attributes of the big five personality traits should then be identified to maximise the efficiency of personality assessments. Even though a number of organisations have been relying upon the personality assessment tests from the past, such as the Myer-Brigg and the big five personality traits, the changing business environment and the new trends in the field of human resource management have been making them outdates and ineffective. According to Barbara Ehrenreich (2006), a number of tests, even the Myer-Briggs test, have no scientific credibility or predictive value. Further, Anny Murphy (2005) wrote in her book that using Myer-Briggs test to assess the personality of an individual at different point of time can render different results altogether. Brent W. Roberts (2009) in his paper, performed an efficient research on the personality assessment and personality development concepts. He used a number of resources from the past to find out whether personality tests can actually have an impact on the performance levels of an individual or if they can actually be used to predict the performance levels of an individual. In his paper, Brent W. Roberts talks about the work done by Mischel (1968) in personality and assessment and how the personality traits were criticised. Mischel (1968) basically used four key points to develop a negative view point towards the usage of personality traits as a mean to determine the performance of an individual in a particular job role. These four points are listed below: Due to the failure of the personality traits in mustering a correlation, or the infamous personality coefficient, they had a limited utility in predicting the behaviour of an individual. The personality traits assessed by an individual can also be influenced by his or her own thought and perception. It was also included that the traits are in the eye of the beholder. If there is a stability in the personality traits assessed, it can be attributed to the similarity of the situation and not to the behaviour of a person. Behaviour is not cross-situationally consistent i.e. the behaviour of a person can differ from one situation to another. A number of future researches proved that the first three arguments made in personality and assessment (1968) were not valid while the credibility of the fourth argument paved the way for future researches in the field of personality and assessment. In conclusion, Brent W. Roberts took a different way to define personality assessment or personality traits. He said that personality assessment should be used to identify personality traits, which are the relatively enduring patterns of though, feeling and behaviour that reflect the tendency of an individual to respond in a certain way under a given circumstance. Thus, the research clearly indicates that the personality assessment models being used in the past were never able to lay a stress on the effect of a situation on the personality traits shown by an individual. Further, another research was conducted by John J. Donovan, Stephen A. Dwight and Dan Schneider (2013) to study the impact of applicants faking on selection measures on the hiring decisions and employee performance predictions (Donovan, et al., 2014). To conduct the study, the researchers took a sample of 162 candidates who had applied for a sales position in a pharmaceutical company. A self-report measure was obtained from each of the candidate before and after they had appeared for the selection process. Further, training performance data was also collected at the completion of their training program while the sales data was collected five months later. With such credible data at hand and in use, the researchers were able to find that applicant faking was a common occurrence and almost half of the candidates that had appeared in the selection process had faked on at least one of the dimension contained in the self-report measure. In the conclusion, it was also identified that appli cant faking had a negative impact on the psychometric properties of the selection measure and on the hiring decisions. Further, it was also concluded that fakers exhibited lower levels of performance at the end as compared to the performance levels demonstrated by the applicants that did not fake. From the information collected above, it can be believed to a certain extent that the pioneers of the subject and their theories have been helpful for the business organisations only up to a certain extent. The researches carried out in the past few years have been successful in redefining the process of personality assessment and the meaning of personality traits. It can be seen from the above information that the behaviour demonstrated by an individual, when going through a personality assessment test, can be influenced by the situation that he or she is put through. As a result, individuals are likely to demonstrate different personality traits and behavioural patterns when they are subjected to different situations. The researches being carried out in the past few years also raise an ethical issue in the field of personality assessment. As seen above, out of 162 candidates, more than half of the candidates have been found to demonstrate a fake behaviour that could make their sele ction easier and their act of faking their behaviour also had an impact on the decisions taken by the selectors. Therefore, an ethical question that rises after going through all these research models is, that under such circumstances and after such fruitful researches, is is ethical for the employers to continue with the personality assessment tests as they were designed by the pioneers of the subject, such as the Myer-Brigg type indicator, the big five personality traits, etc. If some candidates are able to demonstrate certain personality traits that they are not otherwise capable of, just in order to grab a job opportunity, while the other candidates are not able to pass the personality assessment tests due to a difference in the situations, no matter how capable they are, then it is unethical for the recruiters to use the personality assessment tests as an indicator of an induvial performance in the long run. Thus, the concept of applicant faking their behaviour and the impact o f a situation on the personality traits demonstrated by an individual should definitely be taken into consideration in the future researches and better models to assess the personality of the candidates should be devices. According to psychology and in a human resource management context, ability of a person is defined as the talents or skills that he possessed, which are necessary to perform a task or a duty (Nugent, 2013). A lot of times, skills, abilities and aptitudes are used interchangeably but all the three terms are distinct. Skills are used to define the things that a person has learned in the past. Abilities are used to defined the things that a person can do in the present while aptitude defines the things that a person is capable of doing in the future. The need to recruit the right candidate for the right job and at the right point of time is haunting the recruiters throughout the world. Employers from all industries are eyeing upon the perfect talent suited for the vacant jobs as a right selection can help them in increasing employee retention rates and in increasing the overall performance of their companies. To increase the efficiency of the recruitment process, employers are using a number of ability test in the selection process to check the abilities of an individual in performing a certain kind of job. Some common types of tests covered in ability test are problem solving tests, mental ability, reasoning ability, general intelligence and so on. According to Tomas Chamorro-Premuzic (2015), more than 76% of the business organisation, that have a workforce in excess of 100 employees, rely upon aptitude and personality tests for external hiring. The figure is expected to climb up to 88% in the coming few years. The tests are not just used to assess the personality traits of the candidates belonging to the lower part of the hierarchy. The senior the role, more is the likelihood of the employers to use ability assessments to identify the skills possessed by a candidate. It has also been found that aptitude tests are used for 72% of the mid-managerial positions and 80% for the senior level positions whereas such tests are used for only 59% of the entry level position. According to Tomas Chamorro-Premuzic (2015), there are three main reasons for attributes and business organisations use ability tests to assess these attributes. These three attributes are emotional intelligence, competence and work ethics. Another area of assessment, related with ability testing, is the cognitive ability test. According to David W. Arnold, cognitive ability tests are designed to measure attributes like induvial reason, problem solving capability, learning ability, abstract thinking, etc. in a candidate. According to him, employers throughout the world have used cognitive ability testing as a tool to predict the performance of a candidate in a particular job and these tests have been the best predictors of job performance. Using cognitive ability testing as an assessment tool has certain evidences from the past that have concluded its effectiveness in predicting the job performance of a candidate during recruitment. According to an article published in the Psychological Bulletin (1998), a research conducted by taking 19 different types of employee selection techniques, such as reference check, experience, cognitive ability testing, interviews, etc. into account, concluded that tests like the Wonderlic C lassic Cognitive Ability Test, also known as WPT, have the highest validity and credibility when it comes to predicting the job performance of a candidate, as compared to another method (Arnold, n.d.). Another research carried out by Peter A. Hausdorf, Manon Mireille LeBlanc and Anuradha Chawla (2003) points at an important issue that arises as a result of ability testing. The research says that an important issue that rises due to the impact of cognitive ability testing on the hiring process is that the minority loses a lot of jobs, while the majority is able to score more jobs. It has been found that there is a huge variation in the score of majority and minority groups when they take a cognitive ability test. For example, General Aptitude Test Battery, also known as GATB, is one of the most widely used ability test that helps in the measurement of a candidates cognitive ability. Even though the test has a high credibility in predicting the job performance of a candidate, it has found to have a differential prediction and adverse impact on the job performance of African Americans in the United States (Hausdorf, et al., 2003). As a result, to overcome the biasness that is related with the cognitive ability tests, researches have suggested the use of culture-fair tests for the minority groups which can strengthen the hiring process even more. The basic idea behind the usage of culture fair test is to remove the impact of differences in languages, literacy level and the value that is attached with the rapid performance between cultural groups by minimising the the emphasis on verbal tests, reading tests or language tests. John E Hunter (1986) prepared another paper in which he studied hundreds of studies that had been conducted in the past that were aimed at studying the effect of a candidates ability on his job performance. In his study, he concluded that the abilities of a person can actually have an impact on his or her job performance. He also suggested that importance played by the abilities of a person in his or her day to day job activities (Hunter, 1986). After researching so many papers from the past, John E Hunter (1986) came to a conclusion that it is the general cognitive ability of a person that can predict his or her performance levels while working at a particular job position and not his or her specific cognitive aptitudes. Cristina Bertua, Neil Anderson, Jess F. Salgado (2005) conducted another research by taking a sample of 283. The primary objective of the study was to predict the validity of ability testing in predicting the job performance and training success of a candidate. The results found that general mental ability and specific abilities of a candidate are actually valid predictors of his or her performance on a job and training success. Thus, it would not be wrong to say that testing the abilities of a candidate during the hiring process can actually help recruiters in predicting his or her job performance in a particular job profile and the training success. The ability assessment tests that are widely used by the recruiters in the contemporary business world also have certain ethical and legal issues associated with them. As studied above, the ability tests have been found to have different results for different sections of the society. In general, the minority groups have been found to have a lower score in ability testing as compared to the majority groups. Under the legal system, it is prohibited for any business organisation to show an act of biasness in the recruitment process. In certain ability testing techniques, business organisations are questioned whether they have been carrying out the recruitment process according to the legal guidelines or has there been an act of unintentional discrimination. Therefore, using ability tests, such as the physical ability tests is a question on the ethics of an organisation as it can cause unintentional discrimination between minority and majority groups, which can also be an invitation to l egal trouble. Conclusion The research and findings discussed above were prepared by different scholars at different points of time using different samples and data collection techniques. In the first phase, we realise that personality assessments tests have lost their credibility and validity in predicting the job performance of an individual or his training success to a certain extent. The fresh research articles suggest that using the pre-designed personality assessment tests, such as the Myer-Brigg type indicator or the big five personality model, cannot predict the actual job performance level of an individual as the results of one model can differ when a same candidate is subjected to different situations at a different point of time. Further, it has also been found that some candidates can demonstrate fake personality traits when they are aware about the traits required for the job that they are being tested for. The act of faking can create an impact on the recruiters, who can make a hiring decision o n the basis of the fake personality traits demonstrated by the candidates. On the other hand, we have also been able to find that testing the abilities of an individual can actually help in predicting the job performance of a candidate and even his or her training success. Even though some scholars have pointed out the difference in ability test results for minority and majority groups, there are other scholars that have been able to eliminate the differences using efficient tools and techniques. The recruitment and selection process can be designed differently by the employers from one industry to another. There can be a number of tests that the employers can include in the selection process but most of the present day employers are largely relying upon personality assessments as a mean to predict the suitability and job performance of a candidate. Therefore, it is important for employers and human resource managers to review their selection processes and include new testing techniques in their process because the business world has changed to a great extent and it is not possible to achieve success by using models that were designed decades ago. One of the best ways to strengthen the hiring decision and accurately predicting the job performance of all the candidates can be to assess their personality by subjecting them to a unique job related situation and combining the personality assessment results with certain ability testing techniques. References Vernon, P. E., 2014. Personality Assessment (Psychology Revivals): A Critical Survey. s.l.:Routledge. Abou-Moghli, A., 2015. 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