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All judges of the above courts are appointed by the president with the approval of the Senate (USCourts, 2012).
In all cases, the court serves as the arena where disputes are argued, and a fair verdict pronounced. The court is normally, replete with what is called a workgroup which comprises the prosecutor, the attorney for the defense and Judge, apart from the various other court clerks, attorney's assistants and other court functionaries. The prosecuting attorney is to lay all facts and evidence and the details of crimes and witnesses before the honorable court and convince the court why the suspect should be found guilty and sentenced. The defense attorney will argue the case for his client and try to get him maximum remission (Lawrence, 1996). Having heard the arguments, of the defense and prosecution, the judge considers it thoroughly and provides a judgment.
Once the pretrial procedures are completed, and…
Justice.gov, (2012) Victim Witness Program, Available at
Seeing how the applicant reacts to the vast space of a warehouse, the busy nature of a supermarket filled with customers eager to check out with their purchases, or how he or she interacts with people in general is best assessed face-to-face rather than over the phone or on paper. If desired, the applicant could also be asked to 'try out' some of the basic tasks of the job -- for example, can a stockroom man or woman lift the heavier boxes, as required by the job, or could the new bakery employee maneuver him or herself around the cramped area of this area of the store. This would also be an excellent time to assess the motivation of a candidate -- is the candidate not only capable, but interested in actively listening as to how to do and then try out some of these occupational tasks?
However, for a…
Litvin, Janice Schooler. (11 Nov 1996). "Tough Interview Questions and the Answers
Managers Want." Retrieved 10 Jan 2007 at http://www.microsearchsf.com/intrvucw.htm
Synthetic Validity': Selection Tool Could Revolutionize Hiring, Online Dating." (Mar 2006). Science Daily. Retrieved 10 Jan 2007 at http://www.sciencedaily.com/releases/2006/03/060308085903.htm
Once I had determined who the most optimistic candidates were for the position I would then begin an interview process by which I would use a job skills test and knowledge test to determine who the final few candidates should be for the position.
Out of all the original candidates I would choose the 10 that got the top scores on the optimism test, and ask them to come in and take a job skills and job knowledge test for the company.
Once that was complete I would select the candidates with the top five scores on that testing process and ask them to come into the human resource office for personal interviews.
Personal interviews provide a feel for the person and how he or she would ultimately fit into the organization.
Once I conducted interviews with each of the five candidates I would then choose the three that I…
H Case Study Analysis
In order to test which method would work best, it is necessary to do some calculations with the numbers andy and Professor Higgins have generated as an estimate of how much each process would be. In order to compare each method, this current research will use the Dollar Value Gain formula in order to determine which method would prove the best in regards to keeping costs down and optimizing the total dollar gained from the process, considering that one is slightly more reliable than the other. This would allow andy to see how much potential gain would result from hiring candidates using the two hiring process methods, the interview, and the work sample trial.
The formula for the expected dollar value increase is as follows: NsTrSDyZs-NC. In this equation, T = tenure of selected group in years (assumed to be one year) = 1, Ns =…
Bryan, C. (2013). Using pre-employment tests in the hiring process. Legal Answers. Web. http://jobs.answers.com/legal/using-pre-employment-tests-in-the-hiring-process
HR Council. (2014). Getting the right people. Selection & Hiring. Web. http://hrcouncil.ca/hr-toolkit/right-people-selection.cfm
University of California Riverside. (2014). Recruitment & selection hiring process. Human Resources. Web. http://hr.ucr.edu/recruitment/guidelines/process.html
pre-Employment hiring process.
In regards to pre-employment hiring, organizations must first identify the skills and abilities needed to perform the given task correctly. By identifying the proper skill set, the organization can effectively ascertain the competency of viable candidates. Core competencies are very important as the candidate must possess skills to perform the necessary functions of the job. As such the first step should be identifying the skills needed to perform the given task.
Next, the company must then determine what questions to ask in order to properly ascertain the skill level of a given candidate. These questions must first eliminate all biases associated with the interviewer. The questions should be behavior based, showcasing competency in the actual skill, and how that competency will transfer directly to the organization. Pre-employment tests and talent assessments are also good methods in which to determine the skillsets of a candidate. These tests are…
1) Toussaint v. Blue Cross & Blue Shield of Michigan, 408 Mich. 579, 601; 292 N.W.2d 880, 886 (1980).
2) Rothstein. Mark, Andria S. Knapp & Lance Liebman, Cases and Materials on Employment Law (New York: Foundation Press, 1987), 710-738
esource Planning, Job Design and ecruitment
Job analysis is defined as the process of identifying and determining in complete detail the specific job requirements and duties and the proportional importance of the duties to the job (Sanchez & Levine, 2012). Job analysis is conducted on the job and not the person. The data collected from a job analysis describes or specifies the job, not the person to fill the position. Some of the approaches for conducting a job analysis are interviews, questionnaires, observations, and specialized analysis methods. Depending on the organization and situation, a combination of the methods can be used to conduct the job analysis.
Using the interview method to gather information would require the H manager to visit the job site and talk with some of the employees doing each job. The manager would use a standardized form to record the information collected. For the H…
Doverspike, D., & Arthur Jr., W. (2012). The role of job analysis in test selection and development. The Handbook of Work Analysis: Methods, Systems, Applications and Science of Work Measurement in Organizations, 381-399.
Grant, A. M., Fried, Y., & Juillerat, T. (2011). Work matters: Job design in classic and contemporary perspectives.
Holman, D., Totterdell, P., Axtell, C., Stride, C., Port, R., Svensson, R., & Zibarras, L. (2012). Job design and the employee innovation process: The mediating role of learning strategies. Journal of Business and Psychology, 27(2), 177-191.
Sanchez, J. I., & Levine, E. L. (2012). The rise and fall of job analysis and the future of work analysis. Annual review of psychology, 63, 397-425.
Yes, Christ was making a demand, not a suggestion, when he said to "…teach them to obey everything I have commanded you" but how could this apply to fairness in employment in 2012? "All authority in heaven and on earth has been given to me" (Fairchild, 2008); and hence, his words become commandments.
Indeed, the Great Commission has been the "foundation for evangelism and cross-cultural missions work in Christian theology" (Fairchild) but on the other hand, in the Beatitudes Christ preached fairness and grace. "Blessed are the peacemakers, for they will be called the sons of God" (Bible.org). Those who hire workers based not on their religious affiliation but on their competence and honesty, their experience and aptitude, it seems are the peacemakers. Those who don't hire someone because he is a Jew, or a Hindu, are not peacemakers.
If the two decided to open a school could they discriminate…
Bible.org. The Beatitudes (Matthew 5: 1-12). Retrieved February 14, 2012, from http://bible.org .
Brandenburg, Stacey M. (2000). Alternatives to Employment Discrimination at Private Religious
Schools. New York University Law School. Retrieved February 14, 2012, from http://www.law.nyu.edu/ecm .
Chapter 13. Civil Rights and Employment Discrimination.
The advantages of external recruitment consist in bringing people with new ideas within the company and continuing to the diversity of the company. The disadvantages are represented by the high costs and resources this type of recruitment requires. Most companies use this type of recruitment for lower level positions.
When analyzing these types of recruitment, it is recommended to associate them with various situations. This is because they have been developed in order to be used in situation characterized by different conditions, instead of addressing similar situations. The inefficiency associated with these recruitment techniques must be attributed to their incorrect application.
Another important issue derived from the hiring process is considered to be the retention of the employees. In some specialists' opinion, retention problems begin during the hiring process. The recruiting factors that are considered to influence personnel retention are represented by: hiring people focused on money, recruitment sources, their…
Owen, C. (2005). Human Resource Management. International Digest. Retrieved March 13, 2011.
Perry, a. & Kleiner, B. (2002). Management Research News. Patrington. Retrieved March 13, 2011.
Employee Hiring Policies on Private Security
Employee hiring policies can have an impact on the private security of a given business or company. One way in which private security is protected within a company or firm is via a hiring probation period. A probation period can be useful in helping to determine the nature and the character of the person involved so that one can adequately determine the character of the person that one is dealing with and to see if this person can be considered to be adequately trustworthy: "Probation policies can help to increase the amount of time spent with the employee and teach an employer about different behaviors that the screening process may lack" (UofP, 2005). Hiring policies need to protect the private security of a given business so that all can run smoothly and so that reliable employees are located: the more detailed the hiring policies…
Desert Paalce Inc. Vs. Costa, 539 (U.S. 90, 2003).
Griggs v. Duke Power Co., 401 (U.S. 424-1971).
Naacpldf.org. (2003, June). Gonzalez v. Abercrombie & Fitch Stores. Retrieved from Naacpldf.org: http://www.naacpldf.org/case-issue/abercrombie-fitch-employment-discrimination
UofP. (2005). Employee Hiring Policies and Security. Retrieved from expertscolumn.com: http://crazyjenn33.expertscolumn.com/article/employee-hiring-policies-and-security
How do you justify to your staff the fact that Muffy is making a higher salary than any of them and that they did not have the chance to interview for the position?
There are two answers that immediately come to mind - I can't or she was way qualified... From the perspective of I can't, I would focus on two specific points. Either she is getting too much or the staff is getting too little. The results of this hire already created morale issues that undermine relations. It will be critical to make sure that the staff understands that they are being treated in a fair and consistent manner and that the lower-paid employees are getting paid at the appropriate level that incorporates a full range of upper and lower limits for their particular jobs.
The second point would be to demonstrate her credentials including relevant experience, knowledge and…
Hiring an individual with a criminal history could put your business' financial success and safety at risk.
The professional reference verification is another common form of pre-employment screening. The professional reference verification gives one the means to not only discuss the employee with the listed reference, but to check to make sure the listed individual is qualified to act as a reference. Without a professional reference check, one has no way of knowing whether or not the listed reference is in fact who they are claimed to be.
Another important pre-employment verification that should occur before making a hiring decision is to verify the applicant's employment history. Like the professional reference section, without a verification of this information there is no way for one to know for sure whether or not the applicant has actually worked where they say they have. Further, an employment verification search will also provide one…
Werther, W. And Chandler, D. (2006): Strategic Corporate Social Responsibility: Stakeholders in a Global Environment. Thousand Oaks: Sage Publications.
Williams, C. (2006): Effective Management: A Multimedia Approach. (2nd Ed.). Mason: Thomson.
growing imperative to be globally competitive as well as the increasing sophistication of customer needs, organizations must hire the highest quality employees. Unfortunately, however, many companies do not have an effective hiring system in place. Since the hiring process has been such a fundamental part of an organization's human resources ongoing responsibility for such a long time, it is often taken for granted and not reviewed and critiqued on a regular basis. Many organizations believe that since people are being hired to fill the openings, the hiring process is working effectively. Yet they do not understand why they have a high turnover rate or employees who cannot meet their responsibilities. The organization may be hiring candidates, but not those who fit in with the culture or want to stay with the organization. Filling the necessary number of positions is important, but choosing people who will appreciate, share, and promote the…
Bohlander, George, and Scott Snell. Managing Human Resources. Mason, OH: Cenage, 2010.
Bowen, Brayton. Recognizing and Rewarding Employees. New York: McGraw Hill, 2000.
Bratton, John and Jeff Gold. Human Resource Management. Houndsmills, England: Macmillan, 2001.
Brewster, C., Sparrow, P.R. And Harris, H. (2005, in press) "Towards a new model of globalizing human resource management." International Journal of Human Resource Management 16,6 (2005), 434-445
internal environment seems to be an environment where the competitive forces that form between the employees within a company and that relate to the individual need to be promoted and rise above the others (with all the ugly details this implies) are subordinated to obtaining the best working environment possible. It is also an internal environment where the company's added value comes, in great part, from the connections and correlations that are formed between the employees and, indeed, through the value of the human resource.
As for the external environment, the demographic factor first comes to mind once we have had a look over the statistics. 52.2% of the Rochester population is female and this may mean that the "social" policy that the company is promoting is likely to pay off, as women are known for their more social inclinations.
On the other hand, the educational factor can also provide…
Human resources managers are increasingly called upon to contribute to ethical decision making in their hiring practices. Hiring policies and practices are a critical gateway to fulfilling organizational ethical commitments. Using standard screening methods like background checks or screening applicant social media accounts present ethical dilemmas, pitting the need for due diligence against the need to resist any form of discrimination in hiring. By engaging in hiring policies and practices that reflect legal ground rules and also ethical codes, human resources managers achieve critical security goals and also protect the legal and ethical rights of employees. Key issues to take into consideration in hiring decisions include the legal ground rules that govern organizational codes of conduct and codes of ethics. Many organizations also craft codes of ethics and codes of conduct specifically to craft organizational culture, promote security, while also insuring against legal breaches.
Codes of Ethics vs. Codes…
The job may require x% travel, which might eliminate one of the candidates, etc. Essentially, hiring the female simply based on the demographics would discriminate against the other candidates and therefore, is illegal (Federal Laws, 2009).
Situation 5 - Our Company has a service contract with the U.S. Government (Department of Defense) to provide nurses for a military hospital. Contractual obligations require employees with patient contact to pass a physical exam and drug test; those handing fiscal matters must pass a drug and polygraph test. Because this contact is with the Federal Government, any employee is subject to laws under the Federal egister, Agencies affiliated with the Federal Government who require drug testing must follow standardized procedures established by the Substance Abuse and Mental Health Services Organization, use certified SAMHSA testing facilities, and comply with appropriate privacy laws (Section 7 -- Drug Testing, 2010). The Employee Polygraph Protection Act (EPPA)…
Americans With Disabilities Act of 1990, as Amended. (1990). United States Department of Justice. Retrieved from: http://www.ada.gov/pubs/ada.htm
Federal Laws Prohibiting Job Discrimination Questions and Answers. (2009). The U.S. Equal Opportunity Employment Commission. Retrieved from: http://www.eeoc.gov / facts/qanda.html
Section 7 -- Drug Testing. (2010). United States Department of Labor. Retrieved from: http://www.dol.gov/elaws/asp/drugfree/drugs/screen92.asp
The Employee Polygraph Protection Act (EPPA). 2010. United States Department of Labor. Retrieved from: http://www.dol.gov/compliance/laws/comp-eppa.htm
The idealism of the 1960's civil rights movement left the United States with social and moral standards that do not necessarily reflect the reality of the culture of business and opportunity. ithin the words of the civil rights activists and even the non-activist everyday person there are ideals associated with diversity that are rarely reflected in the work place. For many compounded reasons including opportunity, de jure segregation and even outright discrimination women and minorities still hold fewer positions of power in the work place, especially in representation to their statistical occurrence in the larger population. It was for this reason that many organizations adopted hiring quotas as a part of what is today known as affirmative action. Yet even though these quotas have engendered change in the diversity of the workplace, these quotas are being challenged today, by some, as unnecessary and even unjust.
Stepping away from…
Broadcast Hues." The Washington Times 2 Aug. 1998: 2. Questia. 25 Aug. 2004 http://www.questia.com/ .
Bryner, Gary C. "2 Affirmative Action: Minority Rights or Reverse Discrimination?." Moral Controversies in American Politics: Cases in Social Regulatory Policy. Eds. Tatalovich, Raymond and Byron W. Daynes. Armonk, NY M.E. Sharpe, 1998. 37-65.
The Company for Cooperative Insurance cites the origins of its name and how it affects their corporate culture: "Tawuniya is the simplification of the Arabic word for 'co-operative' and was already established amongst the related customer base by this name. The new name and identity takes ownership of this insurance category and evokes a strong emotional connection to customers as 'co-operative,' which is the only accepted form of Islamic insurance" Tawuniya Overview, 2010, para. 3).
According to Chaudry, though, the enormous amounts of oil-based revenues flowing through Saudi Arabia's coffers has created a very real need for informed and well-managed insurance companies that are capable of competing in an increasingly competitive financial market. In this regard, Chuadry notes that, "The financial systems that developed in [Saudi Arabia] in the 1970s was the product of capital abundance, not scarcity. Unlike most countries in the initial stages of economic development,…
Ala Hamoudi, H. (2007). Jurisprudential schizophrenia: on form and function in Islamic finance.
Chicago Journal of International Law, 7(2), 605-606.
Chaudhry, K.A. (1997). The price of wealth: Economies and institutions in the Middle East.
Ithaca, NY: Cornell University Press.
Staffing Unit Leadership Talent
Staffing Unit Leadership
Our company's standard procedures for search, recruitment, and selection of employees is designed to ensure a high level of process efficiency, procedural consistency, regulatory compliance, and overall fair[footnoteef:1]ness to all stakeholders. We recommend the following steps to create structure for the recruitment and selection process: 1) Identify the vacancy (vacancies) and evaluate the staffing qualifications needed for the position(s); 2) Develop a job description specific to each position; 3) Develop a recruitment plan; 4) Select a search committee; 5) Post the position(s) and implement the recruitment plan; 6) eview applicants and develop a short list; 7) Conduct interviews; 8) Select the person(s) to be hired; and 9) Finalize the recruitment.[footnoteef:2] [1: Liu, C. (2001, March 11). The fairness factor (I): In recruiting hiring & interviewing. CM Learning. [Web]. H.com. etrieved http://www.hr.com/SITEFOUM?&t=/Default/gateway&i=1116423256281&application=story&active=no&ParentID=1119278127660&StoryID=1119644188812&xref=http%3A//www.bing.com/search%3Fq%3Dhiring+selection+process+army+fairness%26qs%3DAS%26form%3DQBLH%26filt%3Dall%26pq%3Dhiring+selection+process%26sc%3D4-24%26sp%3D2%26sk%3DAS1] [2: ____. (2013). ecruitment & Selection Hiring Process, University of California at…
____. (2013). Recruitment & Selection Hiring Process, University of California at Riverside. Retrieved http://hr.ucr.edu/recruitment/guidelines/process.html #step3
____. (2014). Tourism and Economic Development Director, Town of Red River, New Mexico. LinkedIn.
____. (2014). The Selection Process. Gallup. [Web]. Retrieved http://www.gallup.com/careers/108163/Selection-Process.aspx
____. (2014). The 4 hiring practices of highly successful organizations. Finding the right person for the right job fuels success. Inc.com. [Web]. Retrieved http://www.inc.com/articles/2002/01/23815.html
recruitment, hiring and training of employees. It involves research approaches to ensuring a hiring process that complies with legal requirements for an equitable workplace and design elements that includes your recommendations for an internal process to design jobs that properly describe the duties and responsibilities of the position and comply with ADA. A recruitment process that guarantees equal opportunity access for all potential employees as well as a selection process that includes all legally acceptable interviews, relevant testing only, a new employee orientation, and training process that fosters a diverse workplace
Job Design Process That Comply With ADA
The process involves analyzing the positions requirements by listing and describing of all the tasks under taken by the position holder. Then follows a careful examination of the performance of these tasks, how the position holder executes the tasks. The process considers aspects of people with various disabilities and the type of…
Above the Standard Procurement Group. (2010). Orientation -- Training New Employees.
Anastasio, M. (2011). Office of Equal Opportunity and Diversity. Retrieved from www.lanl.gov:
Uzoma, K. (2009, August 9). How to Foster diversity in the workplace. Retrieved from www.livestrong.com: http://www.livestrong.com/article/199487-how-to-foster-diversity-in-the-workplace/
(Frederickson, 2000, p. 3) Police forces became the fodder for systematic research on the need for and development of improved minority representation in public service as well as a frequently attached public entity with regard to minority status in the community. (Frederickson, 2000, p. 3) As early as the 1960s and 70s police forces all over the nation began to be scrutinized for limiting their hiring pool to white males and began to make changes to support the reduction of this reality. (Broadnax, 2000, p. xx)
The development of police forces within the guidelines of public scrutiny as one of the most significant and public hiring authorities in the public sector has created a hiring protocol that though variant to some degree is similar in most agencies and is reflective of public demand for diversity in representation. Many would likely call the last frontier of this more egalitarian hiring process…
Broadnax, W.D. (Ed.). (2000). Diversity and Affirmative Action in Public Service. Boulder, CO: Westview Press.
Frederickson, H.G. (2000). Part One Representative Bureaucracy and Equal Employment Opportunity. In Diversity and Affirmative Action in Public Service, Broadnax, W.D. (Ed.) (pp. 1-4). Boulder, CO: Westview Press.
Hahn, H., & Jeffries, J.L. (2003). Urban America and Its Police: From the Postcolonial Era through the Turbulent 1960s. Boulder, CO: University Press of Colorado.
Kogut, C.A., & Short, L.E. (2007). Affirmative Action in Federal Employment: Good Intentions Run Amuck?. Public Personnel Management, 36(3), 197.
Radical Revision of Hiring Processes
Antiquated hiring procedures -- like written tests, formal interview meetings with HR directors in sterile office space, quick reference checks and making decisions based on a "gut feeling" about a prospective employee -- are often proven to be unacceptable in the 21st century. Given that the cost of hiring talent is substantial (salary plus insurance, benefits, etc.), it behooves HR leaders to come up with innovative hiring practices.
Three project goals and three project objectives
One goal is to omit the old style of interviewing, which entails collecting and sorting through resumes, calling references, and interviewing candidates in boring, stale environments. A second goal is to involve existing, proven company talent to be a major part of the selection process. A third goal is to bring new talent on board that represent diversity in background, that show intellect, and strong aptitude for the quickly grasping…
Kerfoot, K.M. (2013). Is Experience Overrated? Nursing Economics, 31(1), p. 39.
Ethics Code and Hiring Strategy
Working within a field with such ever-evolving technologies can cause daunting problems for new start-up companies. As such, it is extremely important for new business owners to develop strong and efficient strategies to deal with the hiring and maintenance of employees to best ensure that operations run smoothly. With Ken Burton needing to focus on fulfilling orders for two companies, he must put together a proper plan to hire the right people and get the ball moving on operations and productions.
As a new business owner, it is crucial for Burton to ensure that all his new employees are handled responsibly in order to promote the best business practices and thus the most efficient production force. In order to care for employees, a strong code of ethics needs to be developed before the hiring process can actually take place. Such a code must "encourage high…
American Staffing Association. (2012). ASA code of ethics and good practices. Members. Retrieved August 6, 2012 from http://www.americanstaffing.net/members/code_of_ethics.cfm
Park, Josh. (2011). Best hiring strategies for small businesses. Course Park. Retrieved August 5, 2012 from http://www.coursepark.com/blog/2012/01/best-hiring-strategies-for-small-businesses
To firms of any size, the selection of qualified and able employees is a huge thing. Indeed, selecting the wrong employee can cause major issues and is simply expensive even in the best of circumstances as hiring and training new people just adds to the expenses and such that come up. As such, firms and organizations need to know precisely what they are looking for and how to find it. Just one organization that has had massive struggles in this regard, up to and including the leadership, would be the Veteran Affairs Administration. Even with a recent change of leadership, they are still having issues from top to bottom. While the Veteran Affairs Administration has had some gaffes and issues when it comes to hiring and selection, the core processes they have in place are actually very solid.
The introduction to this report mentions the Veterans Affairs…
Carpenter & Dunung, Chapter 1 "Effective Selection and Placement Strategies" pages 639 to 648
in Challenges and Opportunities in International Business (v. 1.0)
With this ruling the Court upheld legality of affirmative action. In considering the reasoning behind the Court's upholding of the highly debated principle, the rationale was that to remedy past discrimination, a program that is race-based must be put into effect. Clearly, the Court was concerned with becoming intertwined in the daily administration of academic programs, and the same would have likely held true for the workplace.
The Bakke case had two primary effects in the workplace. It gave the employers the power to enact programs that it felt were necessary in order to promote diversity in the workplace without the risk of being sued for discrimination or having their program being declared invalid by the courts. One interesting observation regarding the history of affirmative action programs in the workplace was that the traditionally government enforced programs and were not applicable against private employers under the U.S. Constitution and the…
Almanac of Policy Issues (1995 July 19). "Affirmative action history and rationale."
Affirmative Action Review: Report to the President, Clinton White House Staff.
Hiring Processes for Employment
One of the most critical determining factors of whether an employee will succeed in a position or not takes place before the employee even becomes part of the organization in the form of the hiring process. Employers may use a wide variety of potential methods to notify candidates about potential jobs. The most straightforward method is that of advertisements on websites, both general and trade-based.[footnoteRef:1] While this has the advantage of casting a wide net for potential applicants, it also is relatively diffuse and relatively random in terms of the candidates it solicits. Internal postings ensure that candidates have a good idea of the job and the company but this technique obviously limits the scope of the job search and can shut the organization off from developing potentially valuable new talent. Still, internally-based approaches are preferred by many organizations. "It makes sense: it takes a certain…
Carbonara, Peter. "Hire for attitude, train for skill." Fast Company. August 31, 1996.
http://www.fastcompany.com/26996/hire-attitude-train-skill [December 32, 2015]
Heathfield, Susan. "20 ways Zappos reinforces its company culture." About.com.
http://humanresources.about.com/od/organizationalculture/a/how-zappos-reinforces-its-company-culture.htm (December 31, 2015)
Outback derives competitive advantage by hiring higher quality employees. In the casual dining segment of the restaurant industry, many restaurants fail to be discerning with respect to the staff they hire. They do not provide an enticing pay and benefits package, and they do not screen their workers well. Thus, when a firm like Outback does screen their workers well, this gives Outback a competitive advantage. Better employees are more capable of implementing the company's strategies effectively. Better employees also take more initiative in customer service. In addition, hiring higher quality employees initially makes it easier for Outback to find quality management candidates from within.
The competitive advantage ultimately derives from having a generally higher level of productivity and customer service satisfaction from Outback employees vs. others. The productivity would be measured in revenue/employee and this figure can be impacted both in the numerator or denominator. Employees can sell…
The major reason why social media plays a vital role in the recruitment process is because of the fact that applicants reveal more information about themselves via social media than during the normal hiring process.
However, while it continues to exist in the public domain, many applicants oppose the use of their social media profiles as part of the recruiting process ("Social Media's Place," n.d.). This opposition raises public debate about public vs. private life and the right to an individual's privacy. Majority of job applicants argue that social media profiles shouldn't be part of an employer's decision making process since personal life should be regarded as private life. Actually most of them consider reviewing their social media profile as a practice that is equivalent to conducting a security check. On the contrary, employers use social media to vet a candidate when they feel that this person does not portray…
Jackson, R.M. (2010, January 11). Social Media Permeate the Employment Life Cycle:
Employers Must Address their Use and Misuse Before, During and After An Employee's Tenure. Retrieved June 11, 2011, from http://www.law.com/jsp/nlj/PubArticleNLJ.jsp?id=1202437746082&slreturn=1&hbxlogin=1
"Pre Employment Background Checks for HR -- A Much Better Choice Then Social Profiling."
(2011, May 19). Pub Articles: Better Articles Pub. Retrieved June 11, 2011, from http://www.pubarticles.com/article-pre-employment-background-checks-for-hr-a-much-better-choice-then-social-profiling -- 1305791090.html
Legal Advice for CADWAE's ecruitment Situation
CADWAE's BFOQs in Job Advertisement
As part of promoting its growth and development, CADWAE Inc. wants to hire more workers based on the increased trend of more female than male shoppers. The company has created an advertisement in which it's looking for a sale or marketing preferred, youthful, athletic, and energetic salesperson with the capability to sport its clothing line with style. This advertisement is based on its preference for slender, young employees who can keep its image of being sporty as reflected in marketing theory of several high-end clothing stores. This ad has contributed to a series of events including the hiring of Noah Dahl, which has angered Petunia otunda, an applicant, and contributed to the death of Hetty Whitestone who was passing by the mall store.
In light of these events, especially Petunia's claim that she was discriminated against based on her…
"An Employer's Liability for Employee's Acts." (n.d.). Find Law. Retrieved October 10, 2015,
"Employer Liability for an Employee's Bad Acts." (n.d.). NOLO Law for All. Retrieved October
10, 2015, from http://www.nolo.com/legal-encyclopedia/employer-liability-employees-bad-acts-29638.html
Google's internal business processes are surprisingly informal for a group of engineers. Rather, Google likes to encourage the creative side of their workers, and so there is an emphasis on projects, even where there is no clear objective at the outset. The company also embarks on projects where there is no clear profit potential -- such is life at a company with $50 billion in the bank. The reality is that Google does all of this because it recognizes the importance of intellectual property in its success. The company hires great people, but then it allows them to innovate and perform, and the internal operations are specifically design to remove constraints to innovation.
On the more conventional side of the business, where Google runs the advertising business that makes all of its money, the company does have more formalized business processes. There is still an element of innovation…
"For example, selecting your next executive, who will have a great deal of responsibility over the company and its people, is a High Impact hiring decision. In other words, the risks and consequences of a bad hiring decision are severe, which necessitates a greater investment into a quality assessment program. However, hiring someone to clean your warehouse is a relatively Low Impact hiring decision, as the consequences of selecting a poor employee are relatively limited" (Haywood 2009).
Haywood's blithe assertion not only flies in the face of participatory management approaches, but is blatantly unsubstantiated by any evidence in his article. It is possible to argue, for example, that a lower-level technician capable of swiftly fixing an error in a user's Blackberry service is just as, if not more important, than an upper-level manager. After all, if an executive loses a million-dollar deal because his or her connection is not working…
Haywood, Chad. "How to choose the right assessments for your next hiring project."
Fast Company. June 24, 2009. January 18, 2009.
journal that relates to equal employment opportunity. The article reviewed for this report covers the subject of employment interviews as conducted and participated in by black and white prospective employees and employer representatives. The crux of the report is that when dealing with either identity-blind or identity-conscious interview structures, a stigmatizing can occur that is not illegal but is still intimidating and hurtful to the overall process. While good intentions regarding race and hiring practices are good, focusing too much or improperly on race or other personal traits not mundane to the job can actually hurt the process and/or people involved.
The article starts out by stating that employers use one of two general tactics when it comes to hiring of protected classes and/or diversity candidates. Indeed, the United States has a long and storied history of racial and ethnic challenges with the more poignant examples being that of slavery…
Madera, J.M., & Hebl, M.R. (2013). "Don't Stigmatize": The Ironic Effects of Equal
Opportunity Guidelines in Interviews. Basic & Applied Social Psychology, 35(1),
The use of technology and computer aided assistance in the corporate world has fulfilled many of the needs of this area of society. Human resources management has also begun to use computers and information technology to assist in performing their role within an organization who is seeking to maintain or promote a competitive advantage within any given industry or market. The purpose of this essay is to explore and discuss several key issues dealing with Human esources Management (HM) and this subject's application of knowledge towards administering proper behaviors and rules.
This essay will first discuss how managers can use online recruiting to perform their jobs at a higher level and support the company mission. The essay will then investigate four strategies to mitigate the unintended consequences associated with e-ecruiting. To help explain the rationale behind these ideas, the essay will next propose an approach that seeks to meet…
Dhamija, P. (2012). E-recruitment: a roadmap towards e-human resource management. Res World J. Arts Sci Commer, 3, 33-39.
Ghazzawi, K., & Accoumeh, A. (2014). Critical Success Factors of the E-Recruitment System. Journal of Human Resources, 2(2), 159-170.
Holm, A.B. (2012). E-recruitment: The move towards a virtually organized recruitment process. Human resource management in the digital economy: Creating synergy between competency models and information, 80-95.
Parry, E. (2011). An examination of e-HRM as a means to increase the value of the HR function. The International Journal of Human Resource Management,22(05), 1146-1162.
HR and Social Media
HR and the Use of Social Media
The technology we use everyday is developing rapidly. One of the greatest trends in technology today is the use of social media. Social media is prevalent in our daily lives and hundreds of thousands of users log on each day. Today, even businesses have begun to tap into the use of social media in regards to tailoring cost effect marketing campaigns to reach their consumer base. However, one area that has not seen a whole lot of research in how social media can be used is in Human Resources. HR is an important part of how businesses function, yet it has been slow to adopt social media as a cost effective way to achieve HR strategies. Thus, there are gaps in regards to how HR might be able to adopt social media practices as a way to improve hiring…
knowledge steps required recruit staff important segment workplace demonstrate strategic skills CEO. You share essential strategic administrative steps important function Human esources include metrics evaluate recruitment selection approach implemented.
Director of the HSS Human esource Department,
Proposition of new recruitment and selection processes for senior staffs at HSS
HSS is one of the largest companies within its sector of operations, and the quality of its services, as well as its competitive position are highly influenced by the quality of its staff members. With this realization in mind, the scope of the Human esource Department is that of improving the processes of recruitment and selection for the senior staffs of the company. Throughout the following pages, three methods of recruitment, selection and metrics will be presented, followed by an analysis and a final recommendation of a method to be used.
The three proposed alternative methods to recruiting the higher…
Jacobsen, D. (2013), "16 HR metrics smart HR departments track," Globeforce, http://www.globoforce.com/gfblog/2013/16-hr-metrics-to-track / accessed on April 2, 2015
Sullivan, J., (2004), "What are the best HR metrics for a large organization?" http://www.yourerc.com/blog/post/20-Common-HR-Metrics-and-their-Formulas.aspx accessed' target='_blank' REL='NOFOLLOW'>
Recruitment, Hiring, And Retention of Acute Care Nurses
The strategy needed for hiring recruiting nurses in acute care units
Personnel management constitutes of selection and recruitment. Recruitment is an arduous process of selecting and hiring the appropriate candidate. Recruitment is a part of human resource planning. The aim of the recruitment here is to hire the best qualitative acute care nurses to produce maximum productivity. The process of recruitment and selection is to hire the best available nurses from the available pool. The right candidate will be an amalgamation of creativity, attitude, work experience and education. There are three stages of recruitment:
Outlining the requirements: It consists of designing job descriptions, job requirements and kind of person wanted
Bring best candidates: This can be achieved in so many ways, explain later.
The proper and suitable candidate will be picked up from the applicants. Recruitment is an ongoing process:
Wards Cove Packing Company vs. Atonio, I do not feel the company hiring practices are discriminatory. When looking at the larger picture, one must realize there is more to running a company than mere canning and preparing salmon, the companies must function year round regardless of being salmon season or not.
It is unfortunate for the cannery workers to only be employed during summer months. However the employees are aware they are hired on a temporary basis. By being only temporary employees the company could indeed pay it's cannery employees more because they are only temporary.
It is very difficult being a Fishing and Gaming business because it is only seasonal. If salmon were in season year round the non-cannery employees would have full time, permanent employment.
If the cannery employees wish to "move up" within the company they must obtain qualifications. The companies themselves could offer to pay for…
March 1st 2003
Affirmative Action Fact sheet
Salesmanship is no longer based on creating trust between buyer and seller, but rather on long-term relationships driven through facilitative roles rather than pure salesmanship. Marshall's analysis has a profound impact on my understanding of sales, it is no longer a static and traditional medium of attempting to convince and out maneuver customers, but rather a process of creating strong rapport and developing deep relationships for future business. The skills that Marshall found sales managers most craving are much different from traditional qualities sought after in salesmanship. The role of sales in general has shifted dramatically from direct to indirect. While the information within this study was very good, it provided me with deep insight into what managers now look for within their salesman, there are some gaping holes in Marshall's analysis. He does not adequately explain the causes behind the shifting mentality of salesmanship, but only provides the statistical…
One of the biggest challenges all organizations will face are issues related to employees and managers working inside different locations. This is problematic, as they have to find someone who embraces the most experience, skills and expertise. During this process, they will use different techniques to identify individuals who are embracing these attributes. This is supposed to help the administration to determine the right candidates for the position. In the case of Tanglewood, the company is facing challenges with identifying the right managers for key positions. To assist the firm requires developing a selection plan, interview questions and scoring criteria. Together, these elements will illustrate how the company can address these problems.
Develop a detailed selection plan for this position. In this case, you should determine what you want to measure by analyzing KSAOs from the job description and the information on organizational culture in the case, and fitting…
Cowan, D. (2011). Managing Conflict in Organizations. New Brunswick, NJ: Transaction.
Gallos, J. (2008). Business Leadership. Hoboken, NJ: Wiley.
Kohlrieser, G. (2011). Hostage at the Table. Hoboken, NJ: Wiley.
Matha, R. (2008). Beyond the Babble. Hoboken, NJ: Wiley.
HR Case Studies
The author of this report will be answering several questions relating to compassion and proper management skills in the workplace whilst using UPS and their CIP as the prism through which the topic will be assessed. There are a total of four questions that will be answered including whether compassion is something that can be taught in a training program, whether the CIP program can help better manage work/life conflicts, what negative outcomes could result from the CIP training and why only 50 of the 2400 managers with UPS are included in the training. While compassion in the workplace seems to make sense and thus should be used, it can create additional and bigger problems if not wielded and used properly.
An associate "learning" compassion in a training seminar is a bit of a stretch. Either someone has it in their proverbial DNA…
international business expansion process.
International recruitment and selection brings a number of challenges for business organizations. They not only face difficulties in hiring the desired skillful staff from the host country, but may also have to deal with severe financial and cultural diversity issues. Through this research study, an effort has been made to highlight the major challenges and issues which make the international recruitment and selection process more complex and challenging for multinational organization.
The research report starts with an ample introduction to the esearch question and proceeds by highlighting the core objectives of the research study. The research question clearly states the major objective of this research study in a quite precise and succinct manner. The most important section of the research report is Literature review which has been written after a comprehensive research from a number of academic and industry journal articles and books; most of which…
Ashamalla, M.H. 1998, International Human Resource Management Practices: the Challenge of Expatriation. CR, 8 (2): 54-63.
Andeason, A.W. 2003, Expatriate Adjustment to Foreign Assignments. The International 6 tyJournal of Commerce and Management, 13 (1): 42-60.
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Baudler, C.R. 2011, Employee Engagement: Through Effective Performance Management by Edward M. Mone and Manuel London, Personnel Psychology, 64 (3): 813 -- 816.
Any department adopting the civil service procedure to hire is expected to use a hiring ratio, which in most cases is based on criteria that are non-objective. In conjunction with the civil service process, a federal process known as the affirmative action is used, and its main aim is to ensure there are no gender discriminations or biases in relation of ethnic background. it, therefore, helps in transparency during the selection of law enforcement officers. The police agencies should be ready to abide to these criteria for them to acquire the best workforce (Bagley, 2007).
The issues of promotions in the police workforce are also determined by the civil service agency, and the police departments hardly have any mandate to promote their employees. After a certain study, there was a revelation that over 80% of the police bodies and departments in most of the cities, including Iowa, were under the…
Kotchegura, a. (2008) Civil Service Reform in Post-Communist Countries: Netherlands, Amsterdam University Press.
Bagley, P.D. (2007) the Everything Guide to Careers in Law Enforcement: A Complete Handbook: New York, Everything Books.
Cordner, G.W. & Scarborough, K.E. (2010) Police Administration: New York, Elsevier.
Richard, M.A., Emener, W.G. & Hutchison, W.S. Jr. (2009) Employee Assistance Programs: Wellness/Enhancement Programming: New York, Charles C. Thomas Publishers.
job analysis is the process of identifying the best person for a job based on examining the tasks performed, the competencies required to perform those tasks, and the connection between the task and the competencies ("Assessment & Selection," 2013). Performing such an analysis allows the company to better understand the requirements of a given job in the hopes of finding the person best suited to fill the role. There are four main elements involved in performing a thorough job analysis. The first is a description of the work activity that is gathered through a vigorous review of the job and the all the tasks related to adequately performing the work. Second, the knowledge, skills, and abilities or competencies required to perform the job are assessed and catalogued. A large amount of data is compiled to study the range of allowable job performance and the characteristics of the workplace (Prien, Goodstein,…
Assessment & selection: Job analysis. (2013). U.S. Office of Personnel Management. Retrieved February 28, 2013 from:
Biddle, D.A. (2008). Are the Uniform Guidelines outdated? Federal guidelines, professional standards, and validity generalization. The Industrial-Organizational Psychologist, 45(4),
God has created every person with different nature and interests that builds ones personality. The idea of studying different personalities was proposed in 1920s by some of the famous scholars and scientists. Carl Jung was the first scholar who described the Psychological Types. He categorized people as extroverted and introverted. People with extroverted personality are more oriented towards external world and goes through new experiences whereas the introvert personalities are more oriented towards internal worlds and memories. Later on, Jung identified other differences in the personalities and named them functions which are now called as Cognitive Processes.
Types of Cognitive Processes
The extroverts and introverts deal with the world in their own style. According to Jung there are four main styles that are sensing, intuition, thinking and feeling. Jung categorized these four types under two main headings perception and judgment.
Perception -- (Sensation and Intuition)
Judgment -- (Thinking…
Barrett, L., Sorensen, R. & Hartung, T. (1985). Personality Type Factors of Faculty and Students Implications for Agricultural College Teaching. NACTA, 1-5.
Berens, L.V. & Nardi, D. (2004). Understanding Yourself and Others: An Introduction to the Personality Type Code. Telos Publications.
Boeree, G. (2006). Personality Theories. C. George Boeree, 1-17
Henden, G. (2004). Intuition and its Role in Strategic Thinking. Sandvika: Nordberg Hurtigtrykk.
The external consultant can bring fresh ideas to the firm. However, they may also be at odds with staff, as they are not as familiar with the norms of the company. The external consultant is often with the firm on a short-term basis. As soon as the project is over, they will move on to the next client on the list. Of course, they hope to establish a relationship that will be fruitful in providing work later, but this is not always the case. Their focus with a particularly client is always short-term.
The external consultant may be focused only on the problem and not how the problem relates to the normal functioning of the business. They do not have this level of insight into the internal workings of the company. However, their opinion may be more objective than that of the internal consultant. They will not be…
Chin, P. (2007). Avoiding Dangerous Intranet Consultants. Intranet Journal. August 22, 2008. Retrieved July 30, 2008 at http://www.intranetjournal.com/articles/200708/ij_08_22_07a.html
Cocheo, S. (2005). Consultants cost bankers big bucks. ABABanking Journal. January 2005. Retrieved July 30, 2008 at http://www.ababj.com/index.php?Itemid=131&id=112&option=com_content&task=view
Daks, M. (2008). Consultants' Business Growing in Harsh Economic Weather. Industry Report: Management Consultants. New Jersey Biz. May 26, 2008. Retrieved July 30, 2008 at http://www.njbiz.com/article.asp?aid=74539
George, O. (2003). Evaluation and selection of consultants for design-build projects. Project Management Journal. March. Retrieved July 30, 2008 at http://www.allbusiness.com/human-resources/careers-career-path/1146447-1.html .
With approximately half of the states in the union already affording citizens with medical needs the liberty to seek relief in the form of marijuana, while the federal government's ostensible ban on the substance remains in effect, the stage has been set for a national debate over the merits of legalizing marijuana for medicinal use. A series of studies conducted recently by the Substance Abuse and Mental Health Services Administration (SAMHSA) confirmed the theory that marijuana has quickly become the national drug of choice, with at least "17.4 million Americans -- or 6.9% of the population -- saying they used marijuana in 2010, up from 14.4 million or 5.8% of the population in 2007."
With the previously mentioned information regarding marijuana use in mind, it occurs to me that holding this applicant's previous brush with the law against him would be divergent from our position as police officers. If the…
Frank, Jackie. "Marijuana use rising in U.S., national survey shows." Reuters, September 08,
2011, U.S. section, http://www.reuters.com/article/2011/09/08/usa-drugs -
idUSN1E7870N520110908 (accessed March 4, 2014).
Why is it important for everyone in business organizations to have a basic understanding of the systems development process? Would your response change if the organization is licensing a system rather than developing their own from scratch?
All individuals within business organizations operate as end users. In particular, being end users of the system, the hold with them business information and knowledge that the information system personnel require in order to cultivate and advance all of the elements of the design of the information system. Taking this into consideration, it is imperative for every individual within business organizations to have a basic understanding of the system's development process as their input is fundamental to the design of an efficacious information system (Rainer et al., 2013). In the case that the organization is licensing a system instead of cultivating one right from the start, my response would change. This…
The staffing process, be it hiring, selecting or deselecting of individuals is usually quite a complex and multidimensional decision making process that can have ramifications on teams, individuals and even organizations. The paper will look at how staffing decisions are made using a particular staffing model or decision making system. It will also give an explanation on the role of validity, utility and fairness when it comes to evaluation of staffing decision. Ethical and legal issues that might arise from staffing procedures that do not meet standards will also be highlighted.
Staffing decisions are those that are associated with recruitment, selection, promotion and separation of employees. Modern jobs are quite complex and therefore for one to be successful in these modern jobs they have to have attributes like general mental ability, conscientiousness, communication skills as well as specialized knowledge. This implies that information on a candidate has to…
Landy, F.J., & Conte, J.M. (2013). Work in the 21st century: An introduction to industrial and organizational psychology (4th ed.). Hoboken, N.J.: John Wiley & Sons.
Chapter 6: Staffing Decisions
U.S. Equal Employment Opportunity Commission (n.d.). Uniform Guidelines on Employee Selection Procedures. Retrieved from http://www.eeoc.gov /' target='_blank' REL='NOFOLLOW'>
Management Service Processes in a Specific Organization
Critical Evaluation of Effective Management Service Processes: Qantas Airlines
Effective and efficient management service processes are highly important when it comes to any organization that has dealings with the public in a service capacity. Addressed here will be the case and critical evaluation of Qantas airlines, which operates airplanes that shuttle individuals to vacation destinations and work-related conferences, among other needs. The paper will focus on three areas: the effective management of service processes, service people, and resource allocation. All three of these areas must be evaluated, in order to better understand the issues that the company faces. Additionally, all three areas generally work together to help an organization reach maximum efficiency and effectiveness. ith that in mind, examining all three issues for Qantas will show how well the company is doing and whether there are things it could do to improve in…
Bass, B.M. & Avolio, B.J. (Eds.). (1994). Improving organizational effectiveness through transformational leadership. Thousand Oaks, CA: Sage Publications.
Bryant, S.E. (2003). The role of transformational and transactional leadership in creating, sharing and exploiting organizational knowledge. Journal of Leadership and Organizational Studies
Easdown, G. (2006). Qantas through the years. The Herald Sun.
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picture of how nonprofit organizations balance their procurement processes by applying a phenomenological method to investigate the procurement methods, by categorizing the knowledge of participants. This involved the analysis of survey results in order to pinpoint the fundamental challenges that nonprofits face in conjunction with finding a means of improving the procurement processes. This was an investigation founded on an intensified approach to epistemology. Other models, such as the descriptive and analytical approach were also harnessed to help explain this particular topic. Surveys are of the most pinnacle and fundamental means of gathering enquiries to the information that exists, analyzing them to engage in a critical evaluation of the data. This survey seeks to shed light on the entire task of procurement, which generally refers to the manner in which goods are acquired, via a procuring entity and through the use of public funds. "Public bodies have always been big…
Aday, L., & Cornelius, L. (2011). Designing and Conducting Health Surveys. Ssan Francisco: Jossy-Bass.
Angeles, R., & Nath, R. (2007). Business-to-business e-procurement. Retrieved from porto.ucp.pt: http://www.feg.porto.ucp.pt/docentes/rsousa/Files/Le%20Havre%20Files/S7_4.pdf
Baxter, P., & Jack, S. (2008, December). Qualitative Case Study Methodology: Study Design. Retrieved from PSU.edu: http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.152.9570&rep=rep1&type=pdf
Daymon, C., & Holloway, I. (2011). Qualitative Research. New York: Routledge.
A federal civil case entails a legal dispute between two or more parties. In order to start a civil lawsuit in federal court, the plaintiff will file a complaint with the court and serve a copy of the complaint to the defendant. The complaint will explain the plaintiff's injury, give details about how the defendant caused the injury, and ask the court to order relief. A plaintiff will often look for money in order to compensate for the injury, or may ask the court to order the defendant to stop the behavior that is causing the harm (Civil Cases, n.d.).
To put in order a case for trial, the litigants may perform discovery. During discovery, the litigants must give information to each other about the case, such as the identity of witnesses and copies of any papers associated with the case. The purpose of doing discovery is to prepare…
Civil Cases. (n.d.). Retrieved August 15, 2010, from United States Courts Web site:
Mediation. (n.d.). Retrieved August 15, 2010, from U.S. Equal Employment Opportunity
It is that complex (American Institutes for esearch, 2006, pages V2-3).
Only recently (2008), the U.S. Department of Education has proposed mandates under Title 3 of the Elementary Secondary Education Act/NCLB, which concerns English learners, that California is requesting relief from. Bottom line of these mandates is that they will cost significant sums of money and time to implement and further complicate the most sophisticated EL program in the country (ACSA, 2008).
In a 381-page report prepared for the California Board of Education in 2004, American Institutes for esearch reached the following conclusions regarding the affectivity and success of the EL program in the state of California as mandated by Proposition 227:
Meeting the Needs of California ELs. "While we see evidence of improved academic success with ELs in California, substantial gaps in achievement remain" (American Institutes for esearch, 2006, p. VII-1). The study indicated strongly that the special…
ACSA. (2008). ACSA decries proposed el nclb changes. Retrieved September 12, 2009, from Association of California school administrators (acsa): http://www.acsa.org/FunctionalMenuCategories/AboutACSA/CommitteesGroups/NCLBTaskForce/NCLBchanges.aspx
American Institutes for Research. (2006, January 24). Effects of the implementation of proposition 227 on the education of English learners, K-12. Retrieved September 13, 2009, from eric.ed.gov: http://www.eric.ed.gov/ERICDocs/data/ericdocs2sql/content_storage_01/0000019b/80/1b/cf/11.pdf
Central Valley Educational Leadership Institute. (2009, April 27). Pre-K-12 scope of work. Retrieved September 14, 2009, from San Jaoquin Valley partnership: http://www.sjvpartnership.org/uploaded_files/WG_doc/SupplementalDocs4_27_09Meeting.pdf
Edsource. (2008, March). English learner designation/redesignation process. Retrieved September 12, 2009, from edsource.org: http://www.edsource.org/data_ELvitalstats_redesignation.html
Concerning employment practices in general, the order not only strictly prohibited discrimination in hiring, but it also entered into the lexicon the now commonplace idea of Equal Opportunity Employment and established the premise of Affirmative Action. In doing so, this order would also explicit the prohibition of discriminatory treatment of employees once hired, seeming to build a legal case for those who would argue that a compensation system demonstrates elements of individual discrimination.
6. Explain the sorts of errors that can arise in the performance appraisal process.
The quality of an organization's project will only be as good as the performances which are dedicated to its completion. Thus, it is central that proper oversight and leadership acknowledge individual and group performance markers in order to properly interpret the ongoing effectiveness of meeting a project's goals.
A crucial and preemptive approach to ensuring that project contributors are meeting expectations is to…
Chingos, P.T. (2002). Paying for Performance. John Wiley and Sons.
Harris, M. & Raviv, a. (1979). Optimal Incentive Contracts With Imperfect Information. Journal of Economic Theory, 20(2), 231-259.
Henderson, J. (2005). Compensation Management in a Knowledge-Based World. Prentice Hall.
Herbig, P. & Genestre, a. (1997). International Motivational Differences. Texas a&M International University: Department of Management and Marketing.
Wal-Mart's recruitment process is the formation of an orientation program where Wal-Mart is presented in an attractive manner so as to encourage prospective employees to sign on and consider working at the store. A preview of Wal-Mart's history is presented as well as an overview of their organizational structure, environment, and culture, and organizational expectations. It is emphasized, for instance, that just as consumers are regularly greeted when entering the store, employees are too. Prospective staff members are also taught how to gauge consumer expectations and are enticed with the prospect of Wal-Mart's diverse training opportunities (Sullivan & Zeno, 2005).
Wal-Mart's training and development opportunities are part of its appeal offered on a de rigueur structure as an integral, rather than external, part of the company on an ongoing process. Wal-Mart also affirms that excellence in programs combined with extended stay at company almost certainly ensure promotional opportunities that accompanies…
Sullivan, L., & Zeno, J. (2005). People first: Talent development is a Wal-Mart Hallmark. InfoWeek Magazine.
Yahoo! Answers. Interview at Walmart & AFRAID!!!!! http://answers.yahoo.com/question/index?qid=20081109171547AA6j78o
Change often occurs in our society and previous experience has thought us that the primary instinct is that of reticence to the new features. Change can be brought about by both the company as well as the stockholders. Stockholders are represented by all individuals and groups which are directly or indirectly affected by the company's actions. As such, a company's stockholders include, but are not limited to, its purveyors, its clients, its shareholders, its investors, the general public or the state's government.
In order for a change system to function, it has to be properly designed and modelled. "System modelling is a technique to express, visualise, analyse and transform the architecture of a system." It generally includes drawings, diagrams or any other visual features that might ease the understanding of the system. Change systems are complex models which cannot be universally valid. As such, they have to be…
Allen, G., 1998, Management History, Dallas County Community College District, http://ollie.dcccd.edu/MGMT1374/book_contents/1overview/management_history/mgmt_history.htm, last accessed on November 7, 2007
Allen, G., 1998, Organizing Process, Dallas TeleCollege, Dallas County Community College District, http://ollie.dcccd.edu/mgmt1374/book_contents/3organizing/org_process/org_process.htm, last accessed on November 7, 2007
Ayadurai, S., Sohail, S.M., the Effect of Environmental Turbulence on Entrepreneurial Behavior and Performance of Multinational Subsidiaries in Malaysia, Binary University College for Management and Entrepreneurship, http://184.108.40.206/search?q=cache:hxhMT8auxawJ:www.binary.edu.my/research/enviroment.pdf+Environmental+turbulence&hl=en&ct=clnk&cd=4&client=firefox-a, last accessed on November 7, 2007
Burnes, B. Managing Change: A Strategic Approach to Organisational Dynamics, 4th ed (Pearson 2004) ISBN: 0273683365
Team Process Selection:
Setting SMAT goals and avoiding social loafing
For the purpose of this paper, I agreed to volunteer on a local committee designed to reduce childhood obesity in our immediate area. As is the case with many communities, the increasing BMI of children due to unhealthy food consumption and a lack of places to exercise are of great concern, especially to parents of elementary and middle school-age children. The committee was designed to create a less obesegenic environment through a variety of initiatives for this age group.
The committee works closely with the local elementary and middle schools, providing suggestions and support to make it easier for children to walk to school. ecent efforts have included putting in new bike racks on school grounds and hiring an additional crossing guard, to make walking to school less hazardous. The school has also eliminated bake sales as a source of…
"Creating SMART goals." Top Achievement. [3 Nov 2013]
"Important differences between groups and teams." Hogan Assessments. [3 Nov 2013]
http://info.hoganassessments.com/blog/bid/166201/Important-Differences-Between - Groups-and-Teams
Immigration policy, distance and financial constraints reduce the flow of people. Religions are notoriously difficult to pass from culture to the next because of the deep level of personal involvement. Languages are passed to outsiders only when pragmatic, as in the case of lingua francas. As long as the barriers to passing important cultural artifacts between cultures remain, globalisation will remain in evidence mostly with what can be transferred easily -- money, goods, and sometimes information and entertainment, but only when the receiving side is willing, which is no guarantee.
Part B. Junction Hotel is going to have to deal with an international set of guests and is likely to have an international staff as well. It will be imperative for the managers of the hotel, therefore, to be able to deal with both of these. (French, et al., p.25) note that the global manager must be culturally sensitive. This…
Geert Hofstede's Cultural Dimensions (2009). Geert Hofstede's Cultural Dimensions [Internet] Available from http://www.geert-hofstede.com / [April 25, 2011]
Waters, M. (1995). Globalization. London: Routledge. Powerpoint presentation in possession of the author.
French, et al., (no date) no title -- powerpoint presentation in possession of the author.
What type of interview would you use and why?
The best type of interview to use in evaluating a new salesperson is unstructured, as this role in any company relies heavily on a prospect's ability to quickly ascertain opportunities and make the most of them. Salespeople by nature need to be able to also understand customers' needs, wants and the pains their organizations are going through. This type of intelligence and skill, combined with industry expertise, is difficult to ascertain through highly structured interview scenarios. By relying on an unstructured approach to interviewing a salesperson, their innate skill sets and experiences in overcoming significant selling challenges will emerge in the conversation.
Unstructured interviews provide the interviewer the opportunity to take discussions beyond the boundaries of a common format to better understand the innate strengths and weaknesses of a candidate (Aamodt, 2013). Using this approach for interviewing sales people…
Aamodt, M. (2013). Industrial/organizational psychology: An Applied Approach (7th ed.). Belmont, CA: Wadsworth, Cengage Learning.
H strategies differ at times from management strategies. One study conducted in the early 90's highlighted the dominant H strategies of one company. " ... a cost reduction strategy and an employee commitment strategy. These strategies were distinguished from one another on the basis of five realms of H policy and practice: work organization, employee relations, staffing, training, and compensation" (Bamberger, Biron and Meshoulam, 2014. P. 56). Cost reduction strategies aim to augment efficiency through enforcement of employee compliance with detailed procedures and rules as well as basing things like employee rewards on some assessable criteria.
Commitment strategy on the other hand is meant to develop a team of dedicated employees that can be trusted to use their discretion in order to perform job tasks in ways consistent with the goals and aims of the organization. The study established that the organization's commitment strategy is a collection of practices categorized…
Bamberger, P., Biron, M. and Meshoulam, I. (2014). Human Resource Strategy. New York: Routledge.
Bernard, H. (2013). Social research methods. Los Angeles: SAGE Publications.
Crotty, M. (1998). The foundations of social research. London: Sage Publications.
Edwards, W. (1992). Utility Theories: Measurements and Applications. Dordrecht: Springer Netherlands.
ecruitment is defined as the process of attracting qualified individuals to apply for positions within an organization at the right time. Hiring the right people requires proper planning that entails evaluating the needs that a prospective individual will fulfil for the organization (Gusdorf, 2008).
According to Gusdorf (2008), H planning must pay attention to the details of the prospects of an organization and forecast accurate future labour needs. Planning for recruitment only begins when all other options have been reviewed and exploited fully.
Online Sources vs. Non-Internet-Based Sources
Oracle Corporation (2013) says that technology can facilitate automated recruitment and the activities that surround staffing for better quality of candidates, higher productivity, enhanced performance and effective hiring. esources and cost issues have been removed from focus since infrastructure investment is not relevant at this point. The online source is now the infrastructure. Some of the prevailing options…
Gusdorf, M. L. (2008). Recruitment and Selection: Hiring the Right Person . Retrieved May 19, 2016, from Society for Human Resource Management: https://www.shrm.org
Oracle Corporation. (2013). Best Practices for Recruiting the Best Talent. Retrieved May 19, 2016, from Oracle; Modern HR in the Cloud: www.oracle.com
Human Resources Plan
The process of globalization has determined companies to develop innovative strategies in their attempt to create competitive advantage. Human resources represent the most important resource that companies can use in order to improve their position on the market. Therefore, numerous companies focus on improving the aspects that influence the activity of their employees. This refers to improving the recruitment and selection process, to updating the organization of personnel's activity, and to adapting the motivational strategy to the requirements of employees. These are the most important factors regarding human resources that can influence companies' activity.
The deficiencies of the company's human resources system start with the recruitment and selection process. If this process is not well organized and in accordance with the objectives of the company in case, then it is expected that the HR department will not be able to recruit the best candidates for each position.…
6. Armstrong, M. (2009). Armstrong's Handbook of Human Resource Management Practice. Retrieved August 20, 2011 from http://books.google.ro/books?id=vZHCLf0YJpcC&pg=PA515&dq=recruitment+selection+process&hl=ro#v=onepage&q&f=false .
7. Reynolds, D. & Weiner, J. (2009). Online Recruiting and Selection. Retrieved August 20, 2011 from http://books.google.ro/books?id=mBhl8BeArE4C&pg=PA54&dq=recruitment+selection+process&hl=ro#v=onepage&q=recruitment%20selection%20process&f=false .
8. Difference between Recruitment and Selection (2008). Retrieved August 20, 2011 from http://recruitment.naukrihub.com/recruitment-vs.-selection.html.