...Introduction In today’s workplace it is important to understand how making an accurate hiring decision can affect the organization. With jobs becoming increasingly difficult to arrive at because of the economy, applicants for employment are willing to misrepresent their credentials in the application process. Managers are faced with ethical and legal aspects of hiring along with social issues that make ethically responsible management practices increasingly important. This paper will provide information about ethical and legal aspects associated with hiring and provide moral and ethical issues faced by managers. This paper will also describe the relationship between social issues and ethically responsible practices that relate to hiring. Moral and Ethical Issues Many people don’t understand the cost related to making a poor hiring decision. From productivity, customer service, and liability prospective have been widely studied and has been estimated to be three times the annual salary of the individual involved (Calvasina, Calvasina, & Calvasina 2008). Therefore, it is important for managers to make their decisions of an applicant based on skills as well as moral and ethical values. It is very difficult at times for managers because their responsibilities include not only hiring, but also promotion, conduct of employees, and motivation. But it is even more important that managers involved in hiring adhere to the laws who are written to protect applicants, and that they hire the...
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...of our hires by decreasing the cycle time for making a hiring decision. Don’t confuse speed of hire with “time to fill”. Speed of hire is a strategy to increase the quality of the hire! Our goal is to hire the very best and brightest but the competitors have the same goals. How is one to gain a competitive advantage if we use the same tools and strategies as our competitors? Consider using speed hiring (also known as “real time” hiring) which is where the candidate is hired before the competitor even responds to their resume with the standard acknowledgement postcard! Normally the quality the people that are hired is the key metric for measuring the effectiveness of the employment function. In certain circumstances, the speed of hire may actually be the most significant contributor to a quality hire. Let’s start with an illustration. A star player (i.e. Michael Jordan) begins to look for a job. How long would a star be on the market? A month, a week or a day? What are your chances of snagging this star if your selection decision takes 60 days? A major computer firm found this out when it examined the number of superstar candidates it was hiring. When they found the number of star hires to be unacceptably low they identified an astonishing fact. Superstars are only on the market for a brief time (usually less than two weeks and sometimes as little as a day). The firms hiring process was so slow that by the time a decision could be made the star candidates were lost to the faster...
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...In today’s workplace it is important to understand how making an accurate hiring decision can affect the organization. With jobs becoming increasingly difficult to arrive at because of the economy, applicants for employment are willing to misrepresent their credentials in the application process. Managers are faced with ethical and legal aspects of hiring along with social issues that make ethically responsible management practices increasingly important. This paper will provide information about ethical and legal aspects associated with hiring and provide moral and ethical issues faced by managers. This paper will also describe the relationship between social issues and ethically responsible practices that relate to hiring. Moral and Ethical Issues Many people don’t understand the cost related to making a poor hiring decision. From productivity, customer service, and liability prospective have been widely studied and has been estimated to be three times the annual salary of the individual involved (Calvasina, Calvasina, & Calvasina 2008). Therefore, it is important for managers to make their decisions of an applicant based on skills as well as moral and ethical values. It is very difficult at times for managers because their responsibilities include not only hiring, but also promotion, conduct of employees, and motivation. But it is even more important that managers involved in hiring adhere to the laws who are written to protect applicants, and that they...
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...something, from cooking to a conclusion of a research paper. In essence, critical thinking is a disciplined manner of thought that a person uses to assess the validity of something: a statement, news story, argument, research”. Critical Thinking plays a an important role in the case study analysis by giving us a foundation for a deeper learning and integration of the reading. Without thinking critically about what we are studying , we wouldn't be able to learn in a meaningful way or we wouldn't be able to learn deeply enough to have our thinking corrected and enhanced. The purpose of this case study analysis paper is to provide the case study background, identify key problems in the study, provide alternatives, propose solutions and offer a recommendation in the case of Carl Robins by utilizing the critical thinking skills. Background The case study presented in front of us is a case study of Carl Robins, a new campus recruiter for ABC, Inc., who in his first recruitment effort successfully hired 15 new trainees to work for Monica Carrolls, the Operations Supervisor (University of Phoenix, 2015). Carl Robins successfully hired 15 new trainees and scheduled new hire orientation date for June 15 with an intention and hope that the new hires would be readily eased into their job roles in the following month, month of July. Although, he’s never hired such a large group of new employees, Carl felt good about his recent hiring accomplishment and assumed that just as...
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...just how big problem employee retention can be. This is not relative to any one industry or company; it is a problem for everyone in the business world. This paper will discuss employee retention before, during, and after an employee has been employed by a company. Hiring for Retention First, employee retention prior to hiring will be discussed. While this may seem like a strange concept the strategies covered in section will make it clear. Julie Porter, senior vice president of professional services for Ledgent, suggests that: “When the time comes to fill an open position, be very specific about what it takes to be a top performer in that position – the skills, knowledge, experience, and personal characteristics – and don’t settle for anything less from a potential candidate” (Porter, 2011, p. 61). This will assist in weeding out candidates that may not be as serious about the work they are applying for. It will also give a better chance of getting the best person for the job. Another factor to look at during the hiring process is personal characteristics. According to the book Harvard Business Essentials: Hiring and Keeping the Best People potential employees should be look at for their analytical and creative abilities, decision-making style, interpersonal skills, and motivation (Harvard Business Essentials: Hiring and Keeping the Best People, 2002, p. 4-5). This evaluation process will allow the employer to evaluate how the potential employee will approach their work...
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...SOCIAL MEDIA IN THE HIRING PROCESS Preeti Khare Central Michigan University Human Resource Management MGT-643 Dr. Edward Ward 3/29/2015 Introduction Employers can use Social Networking Websites (SNWs) in two ways when hiring: to recruit candidates by publicizing job openings, and to assess potential candidate’s profile including attitude, behavior, personality and qualifications. Kluemper and Rosen (2009) examined the feasibility of whether the information available on these SNWs really helps to improve the employment selection decisions. They asked 63 raters to rate candidates on intelligence, performance and the Big Five personality traits. They found that based solely on viewing social networking profiles, judges were consistent in their ratings across subjects and were typically able to accurately distinguish high from low performers. In addition, raters who are more intelligent and emotionally stable outperformed their counterparts. Given this reliability of assessment, SNWs such as Instagram, My Space, Facebook, and Linked In with hundreds of millions of profiles could be gainfully deployed in hiring decisions. Not surprisingly SNWs have become extremely popular and useful in the hiring process these days. However, use of SNWs in hiring does not come without accompanied costs and risks. Scholars argue that the use of SNWs increases the chances of decisions being affected by unrelated information such as race, gender, origin, nationality and may increase the risk...
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...Chelsea Rentsch X420 Lab Week #8 February 25, 2013 Hiring Committee Reflection Paper I was assigned to be on the TRON Group A hiring committee in search of a candidate for the TRON Leadership Development Program. The job candidates are applying to be an entry-level Human Resources representative with TRON to build core human resource and business expertise skills. Assignments within this job posting include labor relations benefits, talent acquisition among others. The hiring decision process included some challenges and difficulties. At times, not every member was present at the same time in order to collaborate live about the strengths and weaknesses of each applying candidate. Hiring the right candidate was our choice and responsibility to insure that we are avoiding a future employee that could present threats or problems for TRON. This responsibility put a lot of pressure on my hiring committee. Also, it was difficult when candidates would not submit the assignments in a timely manner, such as the cover letter, resume, or online interview stream. This led to difficulty in collaborating and discussing the candidates’ job eligibility. When it came time to hire an individual, we went through a series of questions to assess each candidate. First we simply asked the hiring committee “is the applicant qualified to perform the job?”. We needed to think twice before hiring an applicant into a job that is outside his or her set of skills and knowledge. Next we asked, “is...
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...effort to allow you to fully explore issues related to either correctional officials or prison inmates. This project incorporates all TCOs. Guidelines Back to Top The course project is worth 320 total points and will be graded on APA formatting; quality of research topic; quality of paper information; proper use of text citations; proper grammar, punctuation, usage, and sentence structure; and the deliverable components for Weeks 1, 2, 5, and 6. There are four components to the Course Project. • title page, topic discussion, and a list of three references • annotated outline • annotated bibliography • Final Paper Requirements • APA guidelines must be followed for all course component deliverables. • At least six authoritative, outside references are required for the annotated bibliography and the Final Paper. • All DeVry University policies are in effect, including the plagiarism policy. • The Final Paper isdue in Week 6of this course. • The Final Paper must be 8 to 10 pages of text in length, Times New Roman 12-point font, double-spaced, include a cover page, introduction or abstract, body of the report, summary or conclusion, and a works cited page. • Any questions about this paper may be discussed in the weekly Q & A Discussion topic or instructor e-mail. Course Project Deliverables Week 1--Title...
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...Business, Entitles, Laws, and Regulations Paper{ The start of this essay is to discuss the best business entry for each of the chosen scenario we choose for this assignment. We must identify laws, risks, and regulations of both scenarios we choose from. We are to discuss the elements and discuss the employment laws in which the business must comply in making a decision. In this Business Law paper, I will discuss two business scenarios’ business entity represents the best choice, while taking control, taxation, and liability issues into consideration. As well as, laws and regulations each business must consider in starting the business and any risks each business must consider to protect itself. Additionally, I will discuss a Construction scenario and a situation requiring a Hiring Manager to choose the best applicant while considering the above elements and employment laws and regulations which the business must consider when making a decision. In the construction scenario, Mel-lin is the hiring manager and needs to hire someone with a high school diploma is the only description for the job. Four peoples applied for the position at the Surebuild, Inc. ( Construction Company); Michelle has experience, high school diploma, was formerly employed as a jackhammer operator and is pregnant, Eric has no experience and no high school diploma; Felipe speak no English, no high school diploma, but is experienced in jackhammer; Nick has epileptic, has a college degree...
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...ethical dilemma of some nature and they are expected to work through them and make the proper decision to better themselves and the company they work for. A few ethical issues a manager would face would be hiring, performance evaluations, discipline, termination, diversity, and harassment. The topic I chose to focus on for this paper is moral and ethical issues managers face when dealing with hiring new employees for their company. The moral and ethical issues faced by managers dealing with hiring new employees are that it could come off that employers could tend to be a little discriminating when it comes to choosing the right fit for their company. Although most companies insist that they are an Equal Opportunity Employer, some may say that may not always be the case. Depending on what your company advertises, an employer must select a candidate that appeals to their type of clientele. To elaborate, a hotel manager would not choose a candidate for a position at the front desk of a hotel who has tattoos all over them or are not well groomed. Many may say that this is discrimination against appearance, but you have to consider the type of clientele a hotel gets. There are many business travelers who hotels will receive business from simply by word of mouth, therefore you want to provide service that appeals to the typical everyday business traveler. However, if it came down to hiring a sloppy-dressed, over-weight man who happens to have five years of experience or a stylish...
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...It is commonly accepted that management’s number one priority is to get appropriate results through the effective use of people. The first step toward the proper use of an organizations human resources is to hire the right people. Today, the hiring process is very competitive in nature, with the job typically going to the person who is most suitable from among the rest. While few employers get exactly what they are looking for in a new hire, those who get the best results are employers who put forth maximum effort in the recruitment process. The purpose for this paper is to highlight a practical system to recruit, interview, and select personnel successfully if my supervisor gave me the power to lead. Consequently, recruitment is the key...
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...Understanding the Personal Interview: A Study for Managers Involved in the Hiring Process Updated by: LAURA SIMS The Personal Interview Introduction It is ironic the large emphasis that is placed on the “personal interview” when arriving at selection decisions within organizations, despite its low reliability and low accuracy in predicting future job performance. These interviews are usually relatively unstructured. Recent literature reviews suggest that the interviewer’s judgmental errors, along with numerous errors and biases associated with the processing of applicant information, contribute to the low validity of personal interviews. Since the workforce is the primary asset in most organizations, one might assume that the most effective selection strategy would be chosen to maximize productivity. ------------------------------------------------- Personal interviewing continues to be the most widely used method for selecting employees and is often used in conjunction with other techniques such as reference checking, weighted application blanks, skill tests, and psychological testing. There are obviously good reasons for the popularity of the employment interview despite the controversy regarding its validity. This paper analyzes the validity of the interview-the measure of the degree to which the test predicts job success. Good selection doesn’t depend only on quality information, but on the quality of the interpretation. In the interview, the interviewer looks...
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...Business Ethics And Corporate Strategy Business Ethics and Corporate Strategy Ethical Issue Paper Travis G. Stoufer Business Ethics-BUS 323 Janet Evelyn-Dorsey January 29, 2010 Abstract A paper presented on the growing issues of business ethics and the decisions consumers and producers make when moral and ethical responsibilities are in question. Paper presents tools for consideration for tomorrow’s leaders and gives a general overview of strategies corporations take to limit legal responsibility in ethical matters that include; hiring of undocumented workers, strategies such as breach and pay, document retention, and rewriting policy on employees instead of treating them with dignity and respect. The paper discusses the viewpoint of ethical responsibilities with primary stakeholders in mind. The primary stakeholders for consideration in this paper would be employees, consumers, managers, and CEO’s. This paper argues corporate strategies such as breach and pay, document retention, and hiring of undocumented workers is unethical. Corporate strategies of this sort are unethical and consumers should align the purchases of goods and services with companies that participate in corporate social responsibility. BUSINESS ETHICS AND CORPORATE STRATEGY Table of Contents Abstract……………………………………………………………………………………ii Table of Contents…………………………………………………………………………iii Introduction…………………………………..…...……………………………………….1 Background……………….…………………...………………………………………...
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...After I examined the report that you provide me with, I have analyzed the staffing strategy decisions as below with my recommendations. Acquirer or develop talent, Core or flexible workforce: After reviewing the Tanglewood case, and exhibit 1.7 in chapter one of our text book Staffing Strategy, I felt the that the staffing levels and quality listed, developing talent and exceptional workforce are the most important strategy's for the company to focus on because of the different cultures which are related to the different regions. Tanglewood has to differentiate it's self from its competitors such as Kohl's, Target, and Kmart by having a high level of employee expertise in their work performance and customer service to maintain and exceed the competition. Going back to any successful company you will notice that their internal culture is strong due its requirements. For instance people from the same region as the store will be a better fit for the job because they know the culture and will live in the same atmosphere as there workplace. According to Business monthly, "Tanglewood really needs to slow down and take a hard look at our corporate culture. Right now we need to consolidate and make sure we're as close to the company's original mission as we can be. Our success is due entirely to our strong culture-this is something we need to hold on to." These strategy's decisions will help support Tanglewood work atmosphere and build a strong relationship among employees...
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...Travel Agency HR Plan Eleanor Thomas HRM/552 02/09/2015 Instructor: Rosie Cordova Introduction One may think running an HR department is a very comfortable and years ago it may have been, but in today’s organizations, the HR department has changed in so many ways. In order for the travel agency to achieve their goal of hiring 50 new employees and someone to assist with the recruitment they will have to fine-tune the plan that is in place now. This paper will address the functions and the challenges in the HR department and how it will fulfill the strategy of the department. The paper will speak on the purpose of HR and the metrics, and how it can affect senior managers. The paper will give some information on HR planning process and how it can be applied throughout the company. The HR department can then can determine what plan will work best for the business. They will be used to provide the recruitment strategy and method that will be use to hire the new 50 employees. The paper will provide references that the reader can use to help him or her receive a clearer understanding of the HR department plan for the business. The functions and challenges in the HR department in fulfilling this strategy Before they can satisfy the need of the travel agency, they must have a clear understanding of the function and challenges of the business, in order to hire new employees. The challenges HR department is faced with is trying to recruit and retiring employees. They...
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