Human Resource Management, writing homework help

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cherurnegafbhy

Business Finance

Description

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 7-10 page research paper using APA style outlining the steps involved in recruiting the staff at the new office.

Grading Criteria:

  1. The student researched the legal statues affecting the selection and hiring of employees.
  2. 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.
  3. 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.
  4. The student researched, evaluated and chose whether or not to utilize integrity testing and drug testing.
  5. The student applied correct APA, style, usage, grammar, and punctuation.
  6. 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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Explanation & Answer

Attached.

Running head: HUMAN RESOURCE MANAGEMENT

Human Resource Management
Name
Institutional Affiliation

1

HUMAN RESOURCE MANAGEMENT

Human Resource Management

Policy
The aim is to recruit and retain the best staff that enable the company to deliver on its
Corporate Plan. The policy of the company is to ensure that decisions of recruiting and selecting
employees are founded on the capacity of the applicant to meet the requirements of the job
description, personal specifications and any other accompanying relevant criteria (Mahmood,
2015). Applicants will receive a fair treatment based on this policy and procedures and the
relevant equality policies with immense emphasis on promoting diversity and equality.
Procedures
Statutory Requirements
The main function of all employment discrimination laws is making it illegal for
employers to adversely treat applicants and employees based on something they cannot change.
These factors are regarded as ‘immutable characteristics.”
Current laws on employment impose the obligation on the employer not to discriminate
based a protected characteristics, comprising of disability, gender reassignment, religion or
belief, age, sex, marriage and civil relations, maternity and pregnancy and sexual orientation.
The company is committed to approaching equality and diversity proactively. There is also a
requirement that stipulates that the HR department adheres to immigration procedures and rules
(Robinson, & Franklin, 2013). Additionally, the company will take into account the practical
recommendations and guidance of non-statutory codes of conduct.

2

HUMAN RESOURCE MANAGEMENT

i.

3

The Civil Rights Act of 1965, Title VII is enforced on employers with over 15
employees and makes it illegal to discriminate against the religion, gender, color, race
and national origin (Robinson, & Franklin, 2013).

ii.

The Pregnancy Discrimination Act of 1978 (Robinson, & Franklin, 2013).

iii.

Age Discrimination in Employment Act of 1967- protects employees against
discrimination based on age for people aged 40 or above (Robinson, & Franklin,
2013).

iv.

Americans with Disabilities Act of 1990.

v.

Genetic Information Non-discrimination Act of 2009 (Robinson, & Franklin, 2013).

vi.

Immigration Reform and Control Act of 1986- it is a discrimination provision which
applies to employers with more than 4 employees; protects employees from
discrimination based on their citizenship

vii.

US Bankruptcy Code, Section 525-applicable to any employer, prohibits against
discrimination based on the bankruptcy history or any filing status (Robinson, &
Franklin, 2013).

Candidate are required to make a declaration of criminal convictions that are not ‘spent.’ The
1974 Rehabilitation of Offenders Act enables various convictions to be ‘spent’ that is, to be
disregarded after a certain ‘rehabilitation period (Robinson, & Franklin, 2013).’ Posts that are
exempt from the Act must make a declaration of all criminal convictions regardless of whether
they are ‘spent’ or not. For various posts, a Criminal Records Bureau disclosure will be obtained.
The CRB requirement will be clearly states in the documentation for recruitment (Robinson, &
Franklin, 2013).

HUMAN RESOURCE MANAGEMENT

4

Whenever an employer seeks to recruit new employees, there are various things that the
employer must acc...


Anonymous
Just what I needed…Fantastic!

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