Case Study Of Star Hollow Hat Company

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

How positions are filled: Although there is no perfect formula for hiring, the best advice is to start well in advance of a hiring need. The HR professional needs to assess the role/need in terms of knowledge, skills, abilities (KSAs) before writing a job description and posting a vacancy. They are also critically involved in writing interview questions and establishing valid and reliable rating criteria for selection. When interviewing and selecting candidates, the HR practitioner must also ensure that all involved employees are knowledgeable of legal and ethical standards.

In short, the firm must find a balance when planning the HR. It has to look at internal factors and projections such as future sales and costs which help them predict demand and consequently forecast the workforce needed. But at the same time it has to look at external factors to predict labor supply and the external factors are found in the environment around the company.

We need to identify the barriers to inclusive recruiting, interviewing, and hiring. Our recruiting effort will start with our website, radio and television commercials, newspaper, job fairs, and community events. We will also ask our current employees, who may have experienced bias and cultural misunderstanding in the past, what are diverse applicants looking for in a job and employer and what actions might cause us to lose a qualified diverse applicant Once we have recruited some applicants our interviewing team needs to have an understanding of diversity and cultural competencies for interviewing and hiring. The manner in which people are hired, in a way, constitutes their first impression of the organization, and can contribute to how they feel about it over the long term, and to how good a job they do. We want the best our community has and our hiring guidelines will reflect

Throughout the hiring process, there is a host of problems that plague the system. The search for people to fill openings in any organization should be solely based on who is the best candidate for the job. The human resources staff should look for the most qualified person that will be the best fit for the organization. The human resources staff should not be seeking to fill roles based on the color of a person’s skin, their sex, or religious culture. Any job opening should be given to the person that is more deserving of the position.

When it comes to creating structures, organizations can have either their HR department or their senior leaders create structures for activities such as decision making, resume screening and interview formats (McCormick, 2015) which leads me to the point of implementing systematic safeguards. With this, companies can take the initiative to eliminate certain information for example, names and addresses that appear on resumes. This will allow candidates a more equal playing field for a role once their resume is passed on to the hiring managers. According to the Society of Human Resource Management (SHRM, 2017), there are studies that show that without names and addressed on resumes, women, people of color and those with different ancestries are less likely to be screened out (SHRM, 2017). Additionally, organizations can utilize the same exact questions for all candidates during their interview processes and work to ensure that interviewers do not stray from those questions, job listings can utilize more neutral words that do not separate potential applicants from each other, so more behavioral words and to have a team of individuals working diligently to point out any biases that may

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

Occasionally, applicants may volunteer non-job related information relating to religion, sex, marital status, national origin, age, etc. during an interview, which can be used to discriminate. An example is an applicant who talks about being divorced or about his/her children and childcare arrangements. Even though you did not ask for the information, you can still be charged with discrimination if a question arises subsequently about how this information was used. Should an applicant volunteer non- job related information:

Candidates should not be questioned in a way that implies, or could be taken to imply, unfair or discriminatory attitudes to the applicant's age; sex; marital/relationship status; sexual orientation; pregnancy; intersex status; career/family responsibilities; impairment; disability;

From human resource planning the organization identifies how many people it has currently and how many people will be required in future. Personnel requirement forecast is the very first step in HRP process. Here the HRP department finds out department wise requirements of people for the company. The requirement consists of number of people required as well as qualification they must posses. Personnel supply forecast is when HR department finds out how many people are actually available in the departments of the company. Since extra employees increase expenditure of company the company must try to remove excess staff by methods of Layoff, Termination and VRS/CRS. Thru this process of HRP, the company is able to find out how many people will be required in future. Based on this requirement the company could take further actions. This method also helps the company to identify the number of jobs which will become vacant in the near future. The recruitment and selection process is a very costly affair for a company. Many companies spend lots of money on this process. Therefore recruitment and selection must be carried out only if it is extremely necessary. HRP process helps to identify whether recruitment and selection are necessary or not. Recruitment is a process of searching for prospective employees and stimulating them to apply for jobs. Companies can adopt different methods of recruitment for selecting people in the company. These methods are:

An action that consistently generates discrimination as a result of perceptions about personality and culture is when human resource managers do not consider or provide an applicant with a fair chance based upon their name (Booth et al. 2010). The differences in callback rates suggest that immigrants and candidates of ethnic background would ‘need to apply for more jobs in order to receive the same number of interviews’ (Booth et al. 2010, p.1). Hence, studies have shown that ‘in order to get as many interviews as an Anglo applicant, an indigenous person must submit 35% more applications, a Chinese person must submit 68% more applications, an Italian person must submit 12% more applications, and Middle Eastern person 64% more applications’ (Booth et al. 2010, p.9). These findings and figures display first-hand the discrimination that takes place during the recruitment process and suggest that it is as a

A company must administer Equal Employment Opportunities (EEO) to those who apply, which means in no way should an employer base a candidates skill on their ethnic background, religion, sex, national origin, disability, or age. During the recruitment process, affirmative action policies make it a requirement that employers show initiative in hiring a diverse pool of applicants to fill positions available. We have a diverse pool of applicants that come and apply with my company. Most of the applicants will get hired regardless of their race, nationality or age, the best factor that prohibits one from getting hired on is language barrier.

The economic climate is another factor that needs to be considered. The prime lending rate, state of the economy, cost of housing, and cost of living all affect a firm’s ability to acquire labor and should not be left out of the HR planning strategy. High real-estate prices may cause many workers to migrate to different states where housing is more affordable; this information is crucial in recruiting. Knowing where to find potential labor is key, especially when the unemployment rate is low. The condition of the economy is directly proportional to the number of workers employed. In a booming economy with low unemployment, different strategies have to be deployed to be able to find and recruit people in a

According to Hussain, Wallace and Cornelius (2006), “recruitment and selection is the process of finding, attracting and hiring or choosing the best-qualified individual from the available applicants to the right job”. The recruitment can be either internal or external, i.e., to either fill a job vacancy from within the existing employees in the company or to hire someone from outside the company. As Microsoft aims at reorganizing the sales team, certain positions are being considered for elimination. Therefore, the HR department of Microsoft would perform job analysis and evaluation in order to see what skills are required for that particular job and then recruit and select the employees. This could also be done by repositioning the existing employees after evaluating their skills and efficiency. Furthermore, the HRM of Microsoft would help the employees to adapt to the changes made to their positions or face elimination in order to “align the workforce with that of the company and to be an excellent contributor to the company” (Edward L. Gubman,

Noe, Hollenbeck, Gerhart, and Wright (2015) defined Equal Employment Opportunity (EEO) as laws that prohibit specific types of job discrimination in the workplace involving individuals’ of their race, color, religion, sex, age, disability, or national origin. It is imperative that all regulatory compliances are met when recruiting because if unlawful staffing practices are conducted it can lead to discrimination lawsuits and unwanted penalties which can be costly and detrimental to an organization’s reputation. Organizations should make it known on its job postings that it follows EEO laws – this makes them accountable to uphold EEO laws as well as make job seekers aware of their rights. Job seekers and employees should be able to determine if they were discriminated against so that they can take the necessary actions to seek justice. Besides it being unlawful to discriminate, it can