...Considerations in Employment Selection Cardinal Stritch University Cathy Carew Instructor John Koehler MGT-445 Human Resource Management II July 25, 2013 Legal and Ethical Considerations in Employment Selection Organizations use screening tools such as assessment tests, medical tests and drug testing to effectively find applicants or current employees that are best qualified for a particular job. There are legal and ethical considerations that need to be applied when using any type of assessment test, or medical and drug testing; the selection process should follow federal employment laws, show reliability and validity, exclude bias, as well as protect the test taker’s individual rights and security of information. Assessment tools that are used by employers to make hiring decisions must follow professional and legal principals. Employment laws and regulations disallow discrimination and give equal employment opportunities for all. The U.S. Department of Labor Employment and Training Administration created an assessment guide for organizations to use as a guide in the employment selection process. In the assessment guide Title VII of the Civil Rights Act of 1964 and the Tower Amendment to Title VII state that professionally developed workplace tests can be used to make employment decisions only if the test does not discriminate against any one particular group (U.S. Department of Labor Employment and Training Administration, 1999). The Equal Employment Opportunity...
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...Introduction The topic of this paper deals with the selection and managing of employees as it relates to discrimination and sexual harassment. Discrimination and sexual harassment are two very hot topics that are indicative of bias in the hiring process and an environment of hostility and offensiveness in the workplace. It is unlawful to discriminate against an applicant and with anti-discrimination legislation in place; the employment recruitment and selection can only be based on the potential candidate's ability to perform assigned tasks. Attributes such as the level of experience, degree of education, and the quality of skills should be the only factors of consideration with no regard to disability, age, ethnicity, gender, or other distinguishing characteristics of the applicant ("Discrimination in the Selection Process”). Sexual harassment in the workplace can come in form of sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. There are two types of sexual behaviors that are unlawful: quid pro quo sexual harassment and hostile-environment sexual harassment. Quid pro quo sexual harassment happens when an individual's submission or rejection of sexual advances is used as the basis for employment decisions or as a term or condition of employment (“Sexual Harassment”). Hostile environment sexual harassment occurs happens when there is unwelcome sexual conduct that interferes with an individual's job performance and creates...
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...Randstad: Recruitment and the Selection Process Randstad: Recruitment and the Selection Process Randstad Holding is a global provider of HR services and the second-largest staffing organization in the world. Randstad was founded in Amsterdam over 50 years ago in 1960 by Frits Goldschmeding. The company represents more than 90 percent of the global HR services market. In July of 2008, Randstad acquired the human resources company Vedior. The acquisition of Vedior has made Randstad the second largest human resource services provider in the world. The company mission is “to be a world leader in matching demand for and supply of labor and human resource services.” [ (Randstad US, 2012) ] The Randstad Group holds top positions in multiple key markets such as Argentina, Belgium & Luxembourg, Canada, Chile, France, Germany, Greece, India, Mexico, the Netherlands, Poland, Portugal, Spain, Switzerland and the United Kingdom. They also hold major positions in Australia and the United States. Randstad Holding has 28,700 corporate employees working from 4,711 different branches, and is employing over 576,000 people every day. Randstad Holding nv is headquartered in Diemen, the Netherlands, The Randstad Holding organization is a $22.5 billion, global Fortune 500 Company, with operations in 40 different countries providing professional employment solutions and services. Some of the solutions provided include: temporary staff, temporary to hire, direct hire and outsourced...
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...| Issues and Challenges in Recruitment and Selection of Employees | | Contents Introduction 2 Recruitment 3 Recruitment & Selection Process 4 Importance of Managing the Recruitment and Selection Process 7 Issues in Recruitment & Selection 9 Challenges in Recruiting and Selection 11 Discussion and recommendations 14 Conclusion 20 References 21 Introduction Organisations today are increasingly transforming from regional company to a Multi-National Company. However; the effects of such operations do not end up with international markets and consumer products. In fact, Managers today are faced with several breath taking challenges of leading a true global workforce. As we can remember the good old days when we can find staff by advertising in the local newspaper, and graduates and apprentices were plentiful and grateful for a job. Due to the scaled- back university courses/intakes and apprenticeship schemes, the aging population and the resources have left Australia desperately short of qualified people, and thus, now HR managers are often required to think globally to fill out positions. Recruiting efficient staff in an international context is the process of identifying and attracting potential candidates outside the country and initiate the process of evaluating them for future employment. Once candidates are identified, organisations can begin their selection process. This process includes: collecting, measuring, evaluating information...
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...Varied Selection Tools Paper NAME PSYCH/705 DATE PROFESSOR The Employee Selection Process The employee selection process in the mid-1970s dramatically changed through a crucial development that was introduced simultaneously into different research areas (Aguinis, Pierce, & Culpepper, 2009). The development of meta-analyses was the partial event which had arguably been of one of the most influential methodologies in the recent decades to be developed in research. According to Schmidt and Hunter (1977), this research development introduced validity generalization, an application of meta-analysis that is used for employment tests to provide validity to the data. Through this development, qualitatively gathering results from large numbers has provided by small scale studies results in a quasi-massive multipurpose scale study (Brannick & Levine, 2002). Through the meta-analysis, it aids the way that generalization validity studies of employee selection are conducted. This knowledge is relevant as because of the introduction of this occurrence, it has provided researchers with the weight of being able to connect in consider the effects of artifacts such as range restriction, measurement error, and sampling error (Brannick & Levine, 2002). This process therefore has revolutionized employment selection and testing for an organization. The proposal lists valid as well as reliable test tools that are suggested by Iwamoto Crews Coe in order be used during the employee...
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...Recruitment and Selection Strategies Recommendations HRM/561 March 28, 2016 Recruitment and Selection Strategies Recommendations “Recruitment is a form of contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most qualified people” (Cascio, 2013). Atwood and Allen Consulting has been working with Marylee Luther from Clapton Commercial Construction. Mrs. Luther reached out to Atwood and Allen Consulting to help her in organizing an expansion for the company. The business is originally located in Michigan and they are expanding to Arizona. The Arizona location will have a workforce of 20% of the 650 employees at the Michigan location. The information to follow is for Mrs. Luther to use as recommendations for the growth and allow Clapton Commercial Construction to be up to date on employment laws, organizational brand, interviewing tactics, and how they can make the right selection when hiring new employees. Organizational Goals Atwood and Allen Consulting learned that Clapton Construction currently has 650 employees at their Michigan location and are going to add 20% of that to the Arizona location. They have a $10,000,000 in annual net revenue and are expecting the revenue growth after the expansion to be -3%. The turnover rate is expected to remain the same at 20% annually. Not having recognition in the Arizona market, this...
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...Discussion Board Forum Liberty University BUSI 642 Employment Cycle Taking on the responsibility of hiring a new worker is one of the many functions within the human resources field. I would approach hiring a new worker for my unit by following the establishment phase of the employment cycle. Based upon text published by Wiley and Sons, the establishment phase of the employment cycle consists of “identifying staffing needs, job analysis, recruitment, selection, employment arrangements and remuneration”. Considering that I have been given the task for conducting the recruitment and selection process; I would begin by determining what the company’s staffing needs are. Forecasting Labor Supply and Demand. Gomez-Mejia et.al (2016) discusses the human resources labor supply and demand. Labor supply is defined as “the availability of workers with the required skills to meet the firm’s labor demand. In other words the labor supply consists of the employees that already work for the company who have the capability to perform the job as outlined in the job description. Labor demand is defined as the amount of workers the company will need in the future to meet the needs of the company (Gomez-Mejia, Balkin, & Cardy, 2016, p. 155) .According to Lunenburg ( 2012) the planning function of the human resource management process consist of “defining an organization’s goals, establishing a strategy for achieving those goals, and developing a comprehensive set of plans to integrate...
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...compliance. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective Human Resource Managers enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. Human Resource Management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of Human Resource Managers involves strategic direction to demonstrate value. (Heathfield) The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of...
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...recruitment & selection. * Identify the protected groups with regards to discrimination. * ------------------------------------------------- Provide at least one example of acceptable discrimination. ------------------------------------------------- During the recruiting and selection process, it’s important to be aware of certain legal issues in order to avoid risk. It is the responsibility of the human resource manager to make sure that all the policies and rules take legal aspects into account. The legal aspects of human resource management play a significant role in strategic planning and decision making. There are 4 major types of legislation that affects employment practices recruitment and selection: * Constitutional Law (Nationwide) * Human Rights Legislation (in ON, there are Ontario human rights commission) * Employment Equity * Labour Laws (including unions as an extension) 1) Constitutional Law (Nationwide): Constitutional Law is the supreme law of Canada. It consists of series of acts and orders passed in 1867 by the British and Canadian Parliaments. It has precedence impact on employment practices and all other legal means. The Canadian Charter of Rights and Freedom was passed in 1982. It is the part of the Constitution of Canada; because of this, the Charter is a very powerful document. However in a practical matter, the constitutional law does not affect directly on recruitment and selection process unless it has been...
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...recruitment process, contracts of employment, deployment and monitoring of employees, training and development, budget monitoring, relationships; role and purpose of HRM, soft HRM, hard HRM Human resource planning: planning eg the creation of the human resource plan, analysing demand and supply, internal and external factors influencing human resource planning, human resource planning in a changing environment LO2 Understand the effect of employee relations and employment law on service industries businesses Employee relations: unionisation eg structure, culture, collective bargaining, negotiation, consultation; employee participation, involvement and conflict management, empowerment; grievance procedures, disciplinary procedures Employment law: employment legislation eg Employment Relations Act, Employment Rights Act; equal opportunities; contracts of employment including termination eg resignations,redundancy procedure, ill health retirements, retirement, dismissal, maternity and paternity rights, parental leave; tribunals, Advisory, Conciliation and Arbitration Service(ACAS) LO3 Understand the recruitment and selection process Recruitment: effects eg factors affecting the labour market, organisational needs analysis, job analysis, job design, organisational needs, job descriptions, person specifications, methods of recruitment advertising Selection: process eg selection methods and practices, barriers to effective selection, evaluating recruitment and selection processes...
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...American Journal of Business and Management Vol. 1, No. 2, 2012, 70-75 The Recruitment and Selection Process of Pharmaceutical Companies in Bangladesh: A Case on GlaxoSmithKline Bangladesh Limited Laila Zaman* East West University, Dhaka, Bangladesh GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits to improve the quality of human life with an immense status and brand image all through Bangladesh over last 60 years. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through interviewing the HR employees of GlaxoSmithKline Bangladesh Limited. Findings show that the case study organization is doing a very good practice in recruitment and selection process that could help many other employers in Bangladesh and around the world to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process. Keywords: GlaxoSmithKline Bangladesh Limited, recruitment and selection, pharmaceutical companies Introduction GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline...
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...Introduction of Selection: The process of interviewing and evaluate the candidates for a specific job and selecting an individual employment based on certain criteria. Employee selection can range from very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-decimation must be obeyed during the employment selection. Strategic Selection: Strategic Selection engages the stakeholders and knowledge experts within the client company. The process identifies the characteristics and attributes required by “the job” to ensure success. Strategic Selection is a patented and scientifically validated benchmarking process that allows our clients to identify high potential candidates, create career development fast-tracks and, as appropriate, promote from within by identifying “best fit” personnel. Promoting from within helps maintain a true company culture while boosting morale and keeping employees engaged. This thorough job benchmark will • Assess the position’s contribution to your company’s strategic goals • Ensure that Key Stakeholders and Knowledge Experts are on the same page • Evaluate the job/talent fit for the subject position • Optimize the talent you already have • Provide a powerful tool in the hiring process • Improve ramp up time, or “Quick Start” the new hire • Reduce time to hire and workforce turnover • Establish a training/coaching plan to help your people achieve superior performance...
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...Management 2013 – 2014 Term 5 The selection process of new Employees can be a very complicated process. In some cases, it can be a very time consuming one, as well. Employers often use tests and other selection procedures to screen applicants for hire and employees for promotion. There are many different types of tests and selection procedures. (“Employment Tests and Selection Procedures, n.d.”) The test and procedures that we are going to look at in this paper are cognitive tests, personality tests, medical examinations, credit checks, and criminal background checks. All of these tests are designed to provide the best person for the job. On some occasions, these tests and procedures can violate the federal anti-discrimination laws. If an employer uses the test to, intentionally discriminate a person bases on race, color, sex, national origin, religion, disability, or age. They can also violate these laws, if they are used to exclude people that are in a particular group by race, sex, or another covered basis. The employer must be able to show that the testing does not violate any person, based on these criteria. Employers should administer tests and other selection procedures without regard to race, color, national origin, sex, religion, age (40 or older), or disability. They should ensure that employment tests and other selection procedures are properly validated for the positions and purposes for which they are used. The test or selection procedure must be job-related and...
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...of report is to focus on the recruitment and selection process that will enhance our skill and broaden our area of knowledge about the interesting world of human resource and management. Recruitment and selection process is such type of task that is based more on projections and creativity and it involves lot of effort to be successful. By making this report we will be able to reach to the in-depth of recruitment that will help to identify our lacking of job analysis and this will be helpful for our future career. This term paper being made as the requirement of the course human resource Management objectives. 1.2- Limitations We are really grateful to our course instructor Ethica Tanjeen as for her that we have got the opportunity to do such analytical task. Through making this term paper; we will be able to gain the practical knowledge. It will help us to improve our communication and analytical skill that will benefit us in future. As we are just studying in BBA so we have some lack of knowledge to do such task efficiently and effectively and there must be some mistakes in this report. But through doing such analytical job we can overcome our lacking. Chapter 2 Theoretical Frame Work 2.1- Recruitment and Selection Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet...
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...RECRUITMENT AND SELECTION AT EMAMI 1. Authority to recruit Recruiting a new member into in the organization represents a major investment. Hence it is to be done with adequate pre work ensuring optimum utilization of existing human resource. Recruitment process should be taken into consideration the manpower need duly approved by the appropriate authority involving user department & HR. Manpower requirement for each department will be based on current approved figures. Any amendments or additions will be accepted only after sanction by the appropriate authority based on merit & proper justification. 2. Manpower need assessment/ Job Description/ Requisition a. Before raising a requisition for filling up a vacancy caused due to retirement/ death/ resignation or creation of additional job, it is necessary to investigate fully whether the need can be met without further recruitment i.e., by reorganization, redistribution of work, redeployment or ceasing to perform a non-essential/ non value adding work. Attempt should also be made to fill in such vacancies from within by promotion or from amongst personnel in the same company on the nature of the job and the availability of personnel from the stand by employees. b. Job description & personal specification - A job description and the personnel specification should be carefully drawn up by the Line Manager. The job description should contain all the tasks that the post holder may need...
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