Assignment 2

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University of British Columbia *

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200

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Communications

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Feb 20, 2024

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docx

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Uploaded by ProfessorPowerMouse21

This is an interesting assignment that requires you to apply your knowledge of HR management to realistic scenarios. Here is a possible response: Part 1: Problem: As the HR Manager, you need to inform the Supervisor that following the Creative Director’s request to terminate Maryam without proper justification could have serious legal and ethical consequences. According to Chapter 3 of the textbook, employment legislation in Canada protects employees from unjust dismissal and discrimination based on prohibited grounds, such as age, race, sex, disability, and religion. Maryam, who has been working for VanMed for 26 years, could file a complaint with the Canada Industrial Relations Board or the Canadian Human Rights Commission if she feels that her termination was unfair or motivated by bias. This could result in costly litigation, reputational damage, and low morale for VanMed. Moreover, the Supervisor has an ethical obligation to treat Maryam with respect and dignity, and to uphold the principles of procedural and distributive justice in performance management. Procedural justice refers to the fairness of the process used to evaluate and reward performance, while distributive justice refers to the fairness of the outcomes of the process. By ignoring Maryam’s positive appraisals and not giving her a chance to improve or defend herself, the Supervisor would violate both types of justice and undermine the trust and motivation of Maryam and other employees. Recommendations: You should advise the Supervisor to resist the pressure from the Creative Director and to follow the best practices of performance management, as outlined in Chapter 8 of the text. These include:  Setting clear and measurable performance standards and goals for Maryam, aligned with the organizational objectives and values.  Providing regular and constructive feedback to Maryam, based on objective and reliable data, not personal opinions or preferences.  Recognizing and rewarding Maryam’s achievements and contributions, and addressing any performance gaps or issues in a timely and supportive manner.  Developing a performance improvement plan for Maryam, if needed, that specifies the areas of improvement, the actions to be taken, the resources and support available, and the timeline and criteria for evaluation.  Documenting and communicating the performance management process and outcomes to Maryam and the Creative Director, and ensuring that they are consistent and transparent.  Seeking guidance and assistance from the HR department or external experts, if necessary, to resolve any conflicts or disputes that may arise. Part 2: Problem: As the HR Manager, you need to explain to Raj, the Business Director, that his approach to hiring a Business Analyst could expose him and VanMed to legal and ethical risks. According to Chapters 5 and 6 of the textbook, recruitment and selection are governed by employment legislation and human rights codes that prohibit discrimination and ensure equal opportunity for all applicants. Raj’s plan to use his own questions and to involve his Managers only if they have time could result in a biased and inconsistent interview process that does not comply with the legal and ethical standards. For example, Raj could ask questions that are irrelevant, inappropriate, or illegal, such as those related to the applicant’s personal life, marital status, or political views. He could also favor applicants who share his background, values, or

opinions, or who have a personal connection with him or his Managers. These practices could lead to unfair and inaccurate hiring decisions, as well as potential complaints, lawsuits, and negative publicity for VanMed. Recommendations: You should recommend to Raj that he follows the interview guide and the panel that you have prepared for him, as they are designed to ensure a fair and effective interview process. The interview guide and the panel have the following benefits:  The interview guide contains a list of standardized and structured questions that are based on the job analysis and the selection criteria for the Business Analyst position. These questions are relevant, valid, and legal, and they measure the applicant’s knowledge, skills, abilities, and fit for the role and the organization.  The interview guide also provides a scoring system and a rating scale that help Raj and the panel to evaluate the applicant’s responses objectively and consistently, and to compare them with other applicants.  The panel consists of qualified and diverse members who have different perspectives and expertise related to the Business Analyst position. The panel members can ask follow-up questions, probe deeper into the applicant’s answers, and provide feedback and input to Raj.  The panel also reduces the influence of personal biases, stereotypes, or halo effects that could affect Raj’s judgment. The panel members can challenge each other’s assumptions, opinions, or preferences, and reach a consensus based on the evidence and the criteria.  The panel also enhances the applicant’s experience and impression of VanMed, as it shows that the company values diversity, collaboration, and professionalism. The panel members can also promote the company’s culture, vision, and goals, and answer the applicant’s questions about the role and the organization. Learn more 1 talentedge.com2 hr.mit.edu3 indeed.com4 online.hbs.edu5 valamis.com6 aihr.com7 mckinsey.com8 upwork.com9 qua ntumworkplace.com10coursera.org11 indeed.com12bing.com13au.indee d.com14vidcruiter.com15canada.ca16canada.ca17thecanadianencyclopedia. ca18canada.ca — see less

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