Survey of Human Resource Management ip 2 - Essay Example

Survey of Human Resource Management IP 2 Survey of Human Resource Management IP 2 Human resource manager plays a significant role in ensuring that the due process is followed when recruiting, training and retained employee in an organisation. The human resource manager also ensures that the right job applicant has been hired without discriminating (International Labour Office, 2007).Designing job descriptions in conformance with the Americans with Disabilities Act (ADA) A job description should start with a paragraph explaining the company mission.

Secondly, the job design should state the position being advertised followed by the duties and responsibilities that are to be performed by the successful job applicants. Thirdly, a good job description should clearly state the qualifications for that job. However, the American Disability Act requires human resource manager and the recruitment team to set qualifications in such a manner that it does not discriminate people with disability. Finally, after designing a job description, the procedure for applying the job and the mode for sending the application should be stated in the job description.

In addition, an instruction file should be attached in order to help the job applicants while apply for a job (Grant, 1989).Recruitment process that provides equal employment opportunity to all potential employees The following steps should be followed during employee’s recruitment process in order to ensure that equal opportunities are provided to all potential employees and people with disability. The first step involves determining the job to be performed and sourcing the right candidate for that job.

Sourcing of candidates may be done via, advertisement, social media, social network or use of employees referral. The second step involves developing recruitment incentive programs. Such as executive support benefits, program perks among other recruitment packages. The third step entails developing a job description. Under this step it is very vital to take into consideration people with disability whereby, the requirements of the job described should comply with American Disability Act such that, people with disability are not discriminated in any way whatsoever.

The third step may involve narrowing down the job applicant search. This helps to invite only the qualified candidates for an interview and further save the company from incurring extra recruitment cost by eliminating the unqualified candidates from attending the interview. The forth step involve pre-screening. Under this step the human resource manager evaluates whether the knowledge and skills that a job applicant has in line with organisation culture. The fifth step involve checking references, under this step the human resource manager verify the qualification and skills of a candidate by contacting the relevant referees as provided in the resume.

The sixth step involve interviewing the candidates who qualify for attending the interview whereby, the interview ask the applicant question and documents the response for further screening. Finally, the qualified candidates are provided with a job offer orally or through email or a letter depending on the organisation culture (International Labour Office, 2007). A selection process that includes all legally acceptable interviews and relevant testing only Selection process involves the following activities; conducting of an interview, assessing the candidates, carrying out reference check and making an offer.

When conducting an interview, various tests should be conducted such as amplitude, test skill test and psychometric test. Depending on the job various interviews may be conducted in stages in order to select the best candidate. However, the rules and legal regulations governing the interview should be taken into consideration (Deb, 2006).A new employee orientation and training process that fosters a diverse workplace Employee orientation/training is programs aimed at helping new employees to understand their responsibilities in a new job as well as cope with the organisation culture.

There are three major orientation programs namely: self orientation where an employee learns via observation, peer orientation and formal orientation. Pear/mentored orientation is where an employee is given a fellow senior employee to guide him/her while formal orientation and employee is guided by a selected leader (Berman, 997). ReferencesBerman, J. A. (1997). Competence-based employment interviewing. Westport, Conn: Quorum.Deb, T. (2006). Strategic approach to human resource management: Concept, tools and application.

New Delhi: Atlantic.Grant, P. C. (1989). Multiple use job descriptions: A guide to analysis, preparation, and applications for human resources managers. New York: Quorum Books.International Labour Office. (2007). Equality at work: Tackling the challenges : global report under the follow up to the ILO Declaration on Fundamental Principles and Rights at Work. Geneva: International Labour Office.