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Human Resource Organization Behavior and Leadership
As the hiring component of a business, HR has a responsibility to represent the best interests of that business while also representing the values and commitment to society that the organization promotes in its organizational culture. Businesses must respect all stakeholders and work to please each and every one -- including shareholders, employees, customers, clients, and members of the community. When it comes to hiring the right individuals for the right job, HR must assess each applicant individually on a case by case basis to see if his or her personality and skill level aligns with the position. In order to reduce the rate of job turnover, which can be costly for businesses, HR must address the issue of "negligent hiring" while at the same time complying with EEOC (2017) rules and regulations regarding discrimination against applicants who have a criminal past. This paper will discuss the approaches that HR can take towards properly and effectively addressing this issue and ensuring the best steps in hiring are taken for both the organization and the community.
When considering possible hires, HR must place emphasis on looking for the candidate who will help the organization best. Part of this focus depends upon proper risk management. In order to mitigate the risk of hiring a candidate who may not be trustworthy, who may steal from the company, or who may injure the company's reputation,...
Therefore, a prior record should not end one's career chances.
The stress involved in these two contradictory positions on hiring can lead to a state of cognitive dissonance for HR -- yet, if it is considered that stress can actually be beneficial, a new outlook emerges that can help HR reduce the dissonance and restore a sense of proportionality, propriety and beneficence. The key in reducing stress is to change one's outlook, change the facts, or change one's actions. For HR, it is important to be realistic, so changing the facts and the outlook can lead to problems related to disillusionment further down the road. What HR could do, though, is to change actions and seek a balanced approach (Waldo, 2012). To this end, HR could work with organizational administrators to establish a program that works directly with applicants who have a criminal background -- a program designed to get them working again so…
References
EEOC. (2017). Pre-Employment Inquiries and Arrest & Conviction. eeoc.gov. Retrieved 1 February 2017, from https://www.eeoc.gov/laws/practices/inquiries_arrest_conviction.cfm
Sondik, K. (2016). Ban the Box Leaves Employers Liable for Negligent-Hiring Lawsuits - NYTimes.com. nytimes.com. Retrieved 1 February 2017, from http://www.nytimes.com/roomfordebate/2016/04/13/should-a-jail-record-be-an-employers-first-impression/ban-the-box-leaves-employers-liable-for-negligent-hiring-lawsuits
Waldo, M. (2012). Second Chances: Employing Convicted Felons. SHRM. Retrieved 1 February 2017, from https://www.shrm.org/hr-today/news/hr-magazine/pages/0312waldo.aspx
Zeidner, R. (2014). The Dilemma of Criminal Background Screening. SHRM. Retrieved 1 February 2017, from https://www.shrm.org/hr-today/news/hr-magazine/pages/0614-criminal-background-screens.aspx
Another option could be fro Bug to use a defense of proximate cause which states that for a negligent act or omission to be a proximate cause of damage, it must be a natural and probable (not just possible) result of a sequence unbroken by any intervening causes. 6. [See situations b. And c. For background information.] The attorneys for BUG have completed their investigation of WIRETAP and its employee,
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