Technological Environment, the Most Important Case Study

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As for the retaliatory discharge claim, this provides for the it is "unlawful for an employer to discriminate against an individual with respect to compensation, hire, terms, conditions or privileges of employment." In my opinion, in this case it is exactly the employee who aims to discriminate the other employees as related to compensation and, especially, to conditions. He is aiming to use his illness to receive a similar compensation as other employees in his position, but by working in a less stressing environment. I don't think he has a case to prove either of the claims against the employer.

1. The most important advantage is its efficiency. The fact that you can automatically interview people and that you can use the computer to eliminate some of the candidates spares the final interviewers a lot of time and increases the chances of completing the recruitment process as soon as possible.

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On the other hand, the computerized selection has practically given out excellent results, as we have seen a decrease in employee turnover etc.

Among the disadvantages, we can point out towards the fact that some of the variables used are rather subjective. The fact that the potential employee is not necessarily enthusiastic about sports does not make him a potentially bad sales person. In this case, it is his capacity to sell and to interact with other individuals, potential buyers, that needs to be tested rather than his interest in sports. You can have no interest in sports, but be an excellent salesperson. In this sense, the recruitment process most likely passed on some potentially good employees.

Retaliatory Discharge. On the Internet at http://www.state.wv.us/WVSCA/jury/retaliatory.htm

Last retrieved on July 12, 2007.....

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