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Hiring Policy Facts of the

Words: 786 Length: 2 Pages Document Type: Case Study Paper #: 34427997

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…… [Read More]

Works Cited

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.
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Hiring People the Recruitment and

Words: 1956 Length: 7 Pages Document Type: Essay Paper #: 93727497



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…… [Read More]

Reference list:

1.

Owen, C. (2005). Human Resource Management. International Digest. Retrieved March 13, 2011.

2.

Perry, a. & Kleiner, B. (2002). Management Research News. Patrington. Retrieved March 13, 2011.
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Hiring Policies and Privacy

Words: 1102 Length: 3 Pages Document Type: Term Paper Paper #: 84200464

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…… [Read More]

References

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
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Hiring Dilemma This Report Is

Words: 998 Length: 3 Pages Document Type: Term Paper Paper #: 13678201



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…… [Read More]

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Hiring an Effective and Good

Words: 696 Length: 3 Pages Document Type: Term Paper Paper #: 19123969

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…… [Read More]

Bibliography

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.
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Hiring People

Words: 2597 Length: 8 Pages Document Type: Essay Paper #: 73630631

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…… [Read More]

Works Cited

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
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Hiring Practices at Sigma Marketing Group

Words: 810 Length: 3 Pages Document Type: Term Paper Paper #: 42862970

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…… [Read More]

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hiring practices and ethical legal

Words: 1291 Length: 4 Pages Document Type: Essay Paper #: 20116485

Abstract
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…… [Read More]

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Hiring Situations Situation 1 --

Words: 745 Length: 2 Pages Document Type: Term Paper Paper #: 98809849

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)…… [Read More]

REFERENCES

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
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Hiring Quotas

Words: 1291 Length: 4 Pages Document Type: Term Paper Paper #: 88986639

Hiring Quotas

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…… [Read More]

Works Cited

Broadcast Hues." The Washington Times 2 Aug. 1998: 2. Questia. 25 Aug. 2004  http://www.questia.com/ .

A www.questia.com/PM.qst?a=o&d=86074225

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.

A www.questia.com/PM.qst?a=o&d=5000433560
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Hiring and Staffing Practices at

Words: 2815 Length: 10 Pages Document Type: Research Paper Paper #: 71252865



Environmental scan

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,…… [Read More]

References

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.
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Best Practices in Recruitment and Hiring

Words: 1452 Length: 5 Pages Document Type: Essay Paper #: 39850877

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…… [Read More]

References: 5

____. (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
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Recruitment Hiring and Training of Employees It

Words: 682 Length: 2 Pages Document Type: Essay Paper #: 14953522

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…… [Read More]

References

Above the Standard Procurement Group. (2010). Orientation -- Training New Employees.

Anastasio, M. (2011). Office of Equal Opportunity and Diversity. Retrieved from www.lanl.gov:

http://www.lanl.gov/orgs/hr/oeod/

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/
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Police Recruitment and Hiring Has

Words: 1415 Length: 5 Pages Document Type: Thesis Paper #: 38794168

(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…… [Read More]

References

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.
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How to Revitalize a Stale Recruiting Process

Words: 888 Length: 3 Pages Document Type: Paper #: 75409326

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…… [Read More]

Works Cited

Kerfoot, K.M. (2013). Is Experience Overrated? Nursing Economics, 31(1), p. 39.
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Ethics Code and Hiring Strategy Working Within

Words: 617 Length: 2 Pages Document Type: Case Study Paper #: 55021536

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…… [Read More]

References

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
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Problems with hiring at the VA

Words: 1739 Length: 3 Pages Document Type: Research Paper Paper #: 76733058

Employee Selection

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.

Analysis

The introduction to this report mentions the Veterans Affairs…… [Read More]

References

Carpenter & Dunung, Chapter 1 "Effective Selection and Placement Strategies" pages 639 to 648

in Challenges and Opportunities in International Business (v. 1.0)

 http://2012books.lardbucket.org/pdfs/challenges-and-opportunities-in-international -

business.pdf
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Affirmative Action in Hiring Affrimative

Words: 5239 Length: 14 Pages Document Type: Research Paper Paper #: 90483176



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…… [Read More]

References

Almanac of Policy Issues (1995 July 19). "Affirmative action history and rationale."

Affirmative Action Review: Report to the President, Clinton White House Staff.

Retrieved from:

www.policyalmanac.org/culture/archive/affirmative_action_history.shtml
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HR Effective Hiring Practices

Words: 1084 Length: 3 Pages Document Type: Essay Paper #: 69969276

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…… [Read More]

Bibliography

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)
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Steakhouse Outback Derives Competitive Advantage by Hiring

Words: 959 Length: 3 Pages Document Type: Essay Paper #: 71148525

Steakhouse

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…… [Read More]

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Social Media and Employment Process

Words: 1320 Length: 4 Pages Document Type: Essay Paper #: 40719244

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…… [Read More]

References:

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
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Legal Opinion About Cardware S Inc Hiring Scenario

Words: 1104 Length: 3 Pages Document Type: Essay Paper #: 70074008

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…… [Read More]

References

"An Employer's Liability for Employee's Acts." (n.d.). Find Law. Retrieved October 10, 2015,

 http://smallbusiness.findlaw.com/liability-and-insurance/an-employer-s-liability-for-employee-s-acts.html 

"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
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Balanced Scorecard Google's Internal Business Processes Are

Words: 605 Length: 2 Pages Document Type: Essay Paper #: 17944695

Balanced Scorecard

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…… [Read More]

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Standardized Assessments in the Hiring

Words: 1033 Length: 3 Pages Document Type: Research Proposal Paper #: 66510300

"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…… [Read More]

Work Cited

Haywood, Chad. "How to choose the right assessments for your next hiring project."

Fast Company. June 24, 2009. January 18, 2009.

 http://www.fastcompany.com/blog/chad-hayward/effective-recruitment-and-selection
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Diversity Hiring Practices

Words: 1248 Length: 4 Pages Document Type: Article Review Paper #: 67983258

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…… [Read More]

References

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),

123-130. doi:10.1080/01973533.2012.746601
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HRM Hiring

Words: 1274 Length: 5 Pages Document Type: Essay Paper #: 29599335

E-ecruitment

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…… [Read More]

References

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.
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Social Media and Hiring Practices

Words: 625 Length: 2 Pages Document Type: Essay Paper #: 94685369

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…… [Read More]

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Proposition of New Recruitment and Selection Processes

Words: 1304 Length: 5 Pages Document Type: Essay Paper #: 60711753

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.

ecruitment approaches

The three proposed alternative methods to recruiting the higher…… [Read More]

References:

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">
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Hiring and Retention Strategy of Nurses

Words: 2279 Length: 8 Pages Document Type: Business Plan Paper #: 56177125

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:

Promotions

Departing…… [Read More]

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Hiring Firing and Discrimination

Words: 880 Length: 3 Pages Document Type: Term Paper Paper #: 68461559

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…… [Read More]

March 1st 2003

Affirmative Action.org

Affirmative Action Fact sheet
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Hiring for Success at the

Words: 547 Length: 2 Pages Document Type: Term Paper Paper #: 95176099

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…… [Read More]

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Hiring the Right Manager

Words: 1284 Length: 4 Pages Document Type: Term Paper Paper #: 19650696

Tanglewood

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…… [Read More]

References

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.
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Hiring Selection & Training Methods

Words: 1972 Length: 5 Pages Document Type: Essay Paper #: 7917133

HR Case Studies

UPS Management

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.

Questions Answered

An associate "learning" compassion in a training seminar is a bit of a stretch. Either someone has it in their proverbial DNA…… [Read More]

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International Business Expansion Process International Recruitment and

Words: 11013 Length: 35 Pages Document Type: Dissertation Paper #: 67287537

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…… [Read More]

REFERENCES

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.

Andersen, T.M., & Svarer, M. 2006, Flexicurity -- the Danish Labor Market Model. Available from [Accessed July 26th, 2012]

Baudler, C.R. 2011, Employee Engagement: Through Effective Performance Management by Edward M. Mone and Manuel London, Personnel Psychology, 64 (3): 813 -- 816.
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Civil Service Process in Iowa

Words: 956 Length: 3 Pages Document Type: Term Paper Paper #: 19819435

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…… [Read More]

References

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.
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Job Analysis Is the Process of Identifying

Words: 1027 Length: 3 Pages Document Type: Essay Paper #: 48751685

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,…… [Read More]

References

Assessment & selection: Job analysis. (2013). U.S. Office of Personnel Management. Retrieved February 28, 2013 from:

 https://www.opm.gov/policy-data-oversight/assessment-and-selection/job-analysis/ 

Biddle, D.A. (2008). Are the Uniform Guidelines outdated? Federal guidelines, professional standards, and validity generalization. The Industrial-Organizational Psychologist, 45(4),

17-23.
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Cognitive Processes

Words: 1376 Length: 5 Pages Document Type: Research Paper Paper #: 69227851

Cognitive Processes

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…… [Read More]

Bibliography

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.
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Consultants Manager's Perspective on Hiring

Words: 2679 Length: 8 Pages Document Type: Essay Paper #: 44114717



External Consultants

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…… [Read More]

References

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 .
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Second Chance Hiring Scenario

Words: 654 Length: 2 Pages Document Type: Term Paper Paper #: 58841567

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…… [Read More]

References

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).
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systems development process

Words: 1468 Length: 3 Pages Document Type: Essay Paper #: 18215835

New System

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…… [Read More]

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Staffing Decisions the Staffing Process Be it

Words: 782 Length: 2 Pages Document Type: Essay Paper #: 67930384

Staffing Decisions

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…… [Read More]

References

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">
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Management Service Processes in a Specific Organization

Words: 3496 Length: 10 Pages Document Type: Essay Paper #: 58564885

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…… [Read More]

Works Cited

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.

Morrison, S.A. & Winston, C. (1990), The dynamics of airline pricing and competition, American Economic Review, 80(3).
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How Do the Non-For Profit NFP Organizations Manage Their Procurement Processes

Words: 6916 Length: 20 Pages Document Type: Multiple Chapters Paper #: 39302164

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…… [Read More]

References

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.
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Legal Process There Are Several

Words: 1069 Length: 3 Pages Document Type: Research Paper Paper #: 95228326

d.).

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…… [Read More]

References

Civil Cases. (n.d.). Retrieved August 15, 2010, from United States Courts Web site:

 http://www.uscourts.gov/FederalCourts/UnderstandingtheFederalCourts/HowCourtsWor 

k/CivilCases.aspx

Mediation. (n.d.). Retrieved August 15, 2010, from U.S. Equal Employment Opportunity
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Redesignation Process in June 1998

Words: 3309 Length: 11 Pages Document Type: Research Paper Paper #: 36484261

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).

esults

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…… [Read More]

Reference List

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
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Historic Process by Which Strategic

Words: 5396 Length: 20 Pages Document Type: Essay Paper #: 80294169

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…… [Read More]

Works Cited

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.
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Wal-Mart's Recruitment Process Is the Formation of

Words: 685 Length: 2 Pages Document Type: Essay Paper #: 79400030

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…… [Read More]

References

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
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Radical Change Management Processes in

Words: 2593 Length: 9 Pages Document Type: Term Paper Paper #: 21283307

Change systems

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…… [Read More]

Bibliography

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://66.102.9.104/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
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Team Process Selection Setting Smart Goals and

Words: 957 Length: 3 Pages Document Type: Essay Paper #: 29249135

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…… [Read More]

References

"Creating SMART goals." Top Achievement. [3 Nov 2013]

 http://topachievement.com/smart.html 

"Important differences between groups and teams." Hogan Assessments. [3 Nov 2013]

 http://info.hoganassessments.com/blog/bid/166201/Important-Differences-Between - Groups-and-Teams
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Globalisation Is the Process by

Words: 1970 Length: 6 Pages Document Type: Essay Paper #: 67095451

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…… [Read More]

Works Cited:

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.
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Salespeople and Hiring

Words: 715 Length: 2 Pages Document Type: Essay Paper #: 83262321

Employee Selection

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…… [Read More]

Reference:

Aamodt, M. (2013). Industrial/organizational psychology: An Applied Approach (7th ed.). Belmont, CA: Wadsworth, Cengage Learning.
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Effects of the Recruitment and Selection Process

Words: 3115 Length: 10 Pages Document Type: Research Proposal Paper #: 26394534

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…… [Read More]

References

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.
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Aanlyzing Recruitment and Hiring

Words: 683 Length: 2 Pages Document Type: Term Paper Paper #: 93006242

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).

Best Practices

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

Internet 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…… [Read More]

REFERENCES

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
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Human Resources Plan the Process of Globalization

Words: 4196 Length: 15 Pages Document Type: Essay Paper #: 59421716

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.…… [Read More]

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.