Assignment details: Steps to Recruiting Staff for New Office
You are the Chief Human Resource Officer (CHRO) at your organization. As the CHRO, one of your primary roles is to be the workforce strategist. Your organization is planning to expand business operations to your neighboring state by opening an office. As a result of this expansion, your organization needs to make sure that the best and brightest employees are recruited to fill key roles at the new office. Write a 5-7 page research paper using APA style outlining the steps involved in recruiting the staff at the new office.
Grading Criteria:
- The student researched the legal statues affecting the selection and hiring of employees.
- The student identified the number and type of positions that need to be filled at the new office. Moreover, the student discussed qualifications, e.g., education level and number of years of experience, associated with each position.
- The student researched, evaluated and chose several selection devices such as interviews or ability tests to reject or accept applicants. Moreover, the student assessed the weaknesses and strengths of these selection devices.
- The student researched, evaluated and chose whether or not to utilize integrity testing and drug testing.
- The student applied correct APA, style, usage, grammar, and punctuation.
- The student supported the research paper with at least four different scholarly sources such as research journals, research studies, government or accredited educational institutions websites.
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Introduction
Human resource managers are tasked with the daunting task of finding and acquiring employees and workers for the organization. This process is usually a rigorous and tedious one. This is so because HRM managers must contend with a number of issues and factors related to the entire process. They must formulate strategic ways of acquiring the required labor. Such strategies are not only intended at getting someone who can do the job. Rather, the aim is to get the right person for the right job at the right time and at the best deal. This is important in ensuring that the company secures an optimal position in terms of both cost and productivity.
Recruitment and Selection for a New Office
Recruitment is a process by which an organization generates a pool of qualified personnel capable of satisfying its human resource needs. Gatewood, Feild, & Barrick (2010) define recruitment as the collection of organizational activities influencing the number and type of people who apply for a position and affecting the decision of applicants as to whether to accept or reject the offer. This is the first process in the human resource acquisition chain. It not only serves to attract the appropriate pool of talent for the job, it also serves as a filter to eliminate any individuals who are incapable of fulfilling the job requirements. According to Gatewood, Feild, & Barrick (2010), recruitment serves three major purposes. These are: the development of a sufficient pool of qualified individuals at a reasonable cost; allowing the organization to meet legal and social obligations pertaining to the demographic constitution of its workforce; and, increasing the success rate of selection by eliminating unqualified/poorly qualified candidates.
One of the most important considerations during recruitment is adherence to legal requirements and obligations. There are a number of laws and statutes governing recruitment and selection. These are similar to labor relation laws as well as employment laws, which are usually aimed at safeguarding the interests of employees. Similarly, the laws governing the recruitment and selection process are aimed at safeguarding the interests of qualified individuals. One of the most elaborate and the most binding legal regulations is the equal employment opportunity (EEO) regulation. The EEO laws are federal laws aimed at the elimination of discrimination in Human resource management decisions (Gatewood, Feild, & Barrick, 2010). There are also EEO executive orders, which serve the same purpose, but are aimed specifically at organizations conducting business directly with the government. Under the EEO laws and executive orders, there are those regulations that deal with explicit discrimination, while others deal with implied or resultant forms of discrimination. Some of the laws and regulations are discussed below.
One of the most pertinent laws is the Title VII Civil Rights act of 1964. This act prohibits discrimination based on sex, race, color, religion and national origin. Through amendments, discrimination based on pregnancy/childbirth is also prohibited. Another act that applies to private industry is the Age Discrimination in Employment Act of 1967, which prohibits discrimination against individuals on the premise of their age (Gatewood, Feild, & Barrick, 2010). It is intended to protect individuals of age 40 and above. Yet another act I the Americans with disabilities Act (1990), which aims to safeguard the interests of persons with disabilities. Such disabilities include physical or mental impairments.
The above examples only describe explicit discrimination based on the parameters indicated. However, discrimination can also be implicit, such as in the case where applicants are not directly rejected, but instead, they are indirectly turned away with particular screening methods deliberately designed to lock them out. In order to mitigate this, EEO laws prohibit the use of such screening methods. For example, according to Gatewood, Feild, & Barrick (2010), the ADA prohibits the utilization of employment tests, qualification standards or selection criteria where such measures screen out individuals with disabilities unless such standards are job-related. Such regulations against discrimination procedures are also present in the case of age discrimination where for example, disparate tests or neutral tests are prohibited where such tests have a discriminatory impact on older individuals (EEOC, 2010). Moreover, the civil rights act also prohibits the use of procedures that may amount to discrimination against members of a particular demographic category except in the case that such a procedure is related to the job.
Having understood the legal environment pertaining to the selection and hiring of employees, it is important to discuss the appropriate selection procedure. For the new office, about 8 new employees will be required. They include the office manager, the secretary, the receptionist, a sales executive and 4 sales representatives. Below is a description…………………………………………………………………………………………………………………………………………………………………………………………………………………………………. Steps to Recruiting Staff for New Office
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