Employment Practices : Equal Employment - Assignment Example

Answer two Questions Q1. Is there a role for personality assessments in the selection process? Explore the different arguments surrounding this issueand then reach a conclusion Human motivation seems to exist only if the top management understands the concerns of the employees and tries its best to allay them with the passage of time. However this motivation seems to fade out sooner rather than later if the top hierarchies present within the organizations do not take any note of the basic needs and requirements of the employees and start giving them a tough time all said and done. A conflict within an organization can take place due to differing personalities of the employees or in their attitudes that lead in their linkage with each other. This could also happen due to their norms and behaviors which might not be liked by any one party (person) and thus lead to a conflict of thoughts, ideas, actions and eventual behaviors towards each other. A selection process is a tedious job at the best of times yet it has to be done time and again in order to have the best employees on board and to have a lasting impression of the organization within the industrial domains as well as in front of the people for which the business is in existence. Personality issues come to the fore more so when there are conflicting experiences and issues of grave concern and it is up to these employees as to how best they avoid or deter such circumstances in the wake of adversity. Every big business or multinational that is existent in present times credits itself on to the vision of an exemplary personality which started it all when the going was tough and when there was a huge competition in the related market. Thus to withstand pressure and competition is the hallmark of any successful and long lasting business, company or enterprise, whichever term we might quote it as. Thus personnel management is more person-centric and focused on the positions that are being filled with employees. These employees have the related strengths and the zest to deliver the goods when it matters the most and hence the reason that they are being given the related opportunities to display their vigor on the job. (Cappelli, 1999) Personnel management is a conventional way of looking at the organizational human resources regimes and has been adequately addressed by the phenomenon of the human resources management nowadays. This is because the traditional management philosophies have ceased to exist with the changing times and much has changed for the better in the present day organizational scenario. The selection process is assisted immensely by the incorporation of personality assessments within them and it is only helpful if one adds minute details within these assessments as the same will make the whole process seem more comprehensive and elaborate in entirety. The person who is most suitable for a specific job must be given the chance to make it big within the business regimes and references should be avoided at all costs. The work domains must be based on merit alone and no other aspect should be brought under consideration at any point in time. Personality assessments work to the advantage of the employers as these bring the best out of them at all times possible and also look to have a point of advantage over the people who have been left out of the equation (of selection) for one or more reasons. All-out efforts must be reached in order to get the best out of these personality assessments since these become the backbone of any selection regime. The arguments that have been raised time and again concerning this issue of personality assessments is one of understanding that the same could mean depiction of absolutely perfect personalities for a job and thus no human would possibly come close to the selection criteria, whereby it would mean that no one is good enough to acquire a job in the first place. Also different arguments like the criteria to be drawn up in diverse ways holds ground for the selection process within an organization. What is most significant is the fact that the entire selection regime should not lose the essence of hiring the most apt and qualified individual no matter who he is and where he belongs from. This means that his references must not be taken seriously and his motivation and attitude plus the skills required for the job should be found in line with the position at hand. If he is fit enough for the same, it is best to hire such an individual swiftly within the ranks. Q2. What do you think are the main external pressures on the recruitment market at present (UK market). Justify the answer that you give The external pressures that have hit the UK market in the last decade or so include the influx of foreign nationals within the market and thus bringing with it a competition for the natives. This has meant greater competition levels for the UK populace than was seen some 10-15 years back. In a way, this external pressure holds ground due to the fact that competition is always taken in a very positive way but then again it does mean trouble for the people who want to have a job of their choice yet they cannot have due to one reason or the other, most of which are brought forward by the foreign nationals. The recruitment market has been under scrutiny for a long period of time and the recruiters are facing stiff competition from the people who are applying to acquire these jobs and thus fill in the vacant posts. The pressure has been immense but UK market is apt at handling the same since it is bringing with it a sense of bringing the best out of these people and that too in a very effective and efficient way. (Taylor, 2006) On the flip side of the coin, UK market has faced problems at getting people on board with the required skill set. What this means is that there are fewer professionals who could be had easily by the top notch organizations and thus this means a sense of pressure for the business at hand. There are certain jobs which do not find any qualified professionals to fill the posts and mediocre and unqualified people are being given a chance to show their mettle. The results suggest that these individuals are either removed of their jobs or they resign themselves due to the ever-growing nature of their jobs. The right man for the right job is a difficult proposition at the present, as far as the UK market is concerned. (Cronshaw, 1999) The managers are finding it hard to adjust with the people who have little or absolutely no knowledge of the task at hand yet they find themselves with a job within their realms. There are problems written all over the UK roster and these problems need to be addressed in a fair enough manner and that too in quick-fix way. The global competitive levels have increased and have become stronger with the passage of time. The reliance on technologically advanced systems and the growing use of interdependence has meant that the UK market needs to be better placed than much of the work that has already been done within the different continents of the world. UK market has to stand up and realize its potential before it is too late. Forming teams within the UK market could be a solution towards solving this problem. People selection and recruitment stands as a very essential step of the formulation of teams since right kind of people must be geared up to the task and it is a must to check the kind of motivation that these team members have at the very moment and whether or not the same would remain like that within the future. Thus these factors are deemed as very important whilst getting the people under an umbrella which would actually see that the teams would get the right kind of members within their hold and this is important since it will decide how the team would actually perform within the future and in the long run. Also, within the UK market, white men have encouraged the selection of white men but there is a totally different posture when the selection of black community staffing within these companies starts making waves. This must be discouraged within the companies if a fair and impartial selection policy has to be devised – one that is evenhanded for both the sexes and bears no prejudices for a particular black or white community or nationality, for that matter. (Gregory, 2003) Lately, there has been seen a number of problems within the UK market for women working in the workplaces which have really distracted the potential array of the females in the job openings and ultimately their process of recruitment. Companies must encourage mixed communities to interact and collaborate with each other as well as bolster the selection of deserving (on merit-basis) women so that all of them in their own particular areas of output give their best and eventually produce the required results and pre-determined targets for the company or the business in unison. (Tomei, 2003) Bibliography CAPPELLI, Peter. (1999). Employment Practices and Business Strategy. Oxford University Press CRONSHAW, Steven F. (1999). Functional Job Analysis: A Foundation for Human Resources Management. Lawrence Erlbaum Associates GREGORY, Raymond F. (2003). Women and Workplace Discrimination: Overcoming Barriers to Gender Equality. Rutgers University Press TAYLOR, Stephen. (2006). People Resourcing. Chartered Institute of Personnel and Development, 3rd Ed. TOMEI, Manuela. (2003). Discrimination and Equality at Work: A Review of the Concepts. International Labour Review, Vol. 142 Word Count: 1,558 Read More