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Human Resource Development and Management Critical Thinking Mod 3 - Essay Example

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Human Resource Development and Management Critical Thinking Mod 3

Furthermore, the company has to ensure it follows the employment laws to avoid discrimination or adverse impact. This paper will look into the recruitment and selection procedures for Stars Hollow Hat Company by evaluating its recruitment sources, links between job description and selection assessments, adverse impact identification and finally, compliance with applicable laws. There are many sources of recruiting individuals in an organization such as internal and external sources. Internal sources include promotions, transfers and employee referrals while external sources include agencies and advertisements (Marchington & Wilkinson, 2005). The advantage of internal recruitment is that the candidates are already conversant with the workings of the organization and its culture hence fit well in the company. Besides, their skills, abilities and aptitudes are well known by the supervisors hence no assumptions as to their performance. On the other hand, they prevent creativity and innovation since they are accustomed to the culture (Mullins, 2010). External recruitment enables entry of new blood into the organization thus encouraging creativity although it may be difficult for such employees to adapt. Stars Hallow opted to recruit customer service representatives from referrals as well as advertisements in local newspapers and job board county work center. This was an additional cost since the company just needed 2-3 individuals and not very high qualifications were needed. Besides, the advertisement

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responsibilities, working conditions and working relationships of and between jobs, and the qualifications of the employee who should man each job” (Martires, 2004, p. 104). As specifically noted, the purpose of job analysis is to clearly establish the link and relatedness of
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was faulty as it advised potential candidates to go for interview and no date or time was indicated leading to a high number of applicants showing up at different times and dates. There was also no mention of the requirements for the position to avoid having unqualified people reporting for the interview. Employee referrals were appropriate but this could contribute to issues of discrimination based on ethnicity or race but it is cheaper than advertisement on a newspaper. Moreover, only a few employees were required. The purpose of job analysis is to identify the tasks to be performed and the competencies required to perform the tasks effectively (Armstrong, 2010). It is thus used to develop job description and person specifications which determine which selection assessment tools are to be used in choosing the right candidates. However, at Stars Hallow there is no connection between the job description and selection assessment. The job description indicated that CSR were required to take incoming calls from customers, enter customer orders, and troubleshoot problems and upselling. The knowledge, skills and abilities essential to perform these tasks include customer service, sales, good verbal written and interpersonal communication, organization, planning, presentation and problem solving skills. These needs to be assessed to determine if the person is suitable for the job using tools such as intelligence tests, interviews, personality tests, assessment centers and role-playing (Edenborough, 2007). However, what the supervisor at Stars was assessing was not linked to KSA obtained from the job description but was merely looking at physical attributes of the persons. Though interviews were conducted, those who had similar characteristics with the interviewer were accorded high priority based on

Summary

Introduction Recruitment and selection is very crucial in any organization as it can make or break it. Human resource planning to determine the requirements of personnel and ways of satisfying those requirements is therefore important. However, some companies delve into recruiting new employees without careful planning thus end up having overcapacity adding up to the company costs…
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