Finding an Employee Essay

When companies hire solely for the physical features of certain qualified and chosen people, they are attempting to assist their business. By doing so, companies do not look at the personality,

As a worker it’s your responsibility to have equality of opportunity that involves ethnicity, age, sexuality, race, gender, religion, and social class. This is an important way how to treat a person through equality not to be discriminated. Throughout your work you should actively promote equality of opportunity as a value and principles. For example: in St.

All staff are expected to make themselves aware of the Policy and adhere to it at all times to ensure that each and every aspect of the firm complies with Equality and Diversity to the highest possible standard.

As a human resources manager, the primary task is to ensure that only the best candidates are called for interview. In essence, academic credentials are not enough to determine a candidate’s suitability. During the interview, it is important to ensure that the applicant has required skills to meet the firm’s objectives. For example, a given person might have the best academic qualifications as per the job’s description but lack other important aspects such as ability to work in the team and good communication skills. During the interview, such traits should be noted to disqualify applicants who cannot meet fundamental requirements of a team player.

Job markets often look for an ideal candidate. Many wish to hire workers who would appeal to the other workers including the clientele and consuming industry. Unfortunately it might be seen as

For many years, company recruiters and hiring managers had the same tools at their disposal to locate and evaluate job applicants. Finding the right person for a job often was and still is a lengthy and costly process. The payout for selecting the best candidate can be significant, and hiring the wrong person can be costly, yet often mistakes are hard to avoid. The wrong

The first person I interviewed on employee benefits was my father who works as an internal medical doctor. My father has dental, medical, and prescription drug benefits. He does not, on the other hand, have vision benefits. He also receives two weeks of vacation and seven sick days a year. My father does not have to work on most holidays as well. He has a 401B plan but does not receive any contribution to the plan from his employment. His employer does not pay his disability benefits or life benefits as well.

Simply put, an employee is someone who works for your business. However, the true definition of employee can go deeper than that. You may have several types of employees on your team, including:

Hiring someone with the wrong attitude can sabotage what level of customer experience you have worked

This is a good fit for someone who is a strong enough personality to maintain the perfect example for employees.

Business leaders among a wide range of industries agree that an organization’s success is determined by attracting and retaining a quality workforce. However, many organization’s hire employees based on a certain set of skills the employees possess, or acquaintances they have within the organization. Many organizations fail to consider if the prospective employee fits the organizational culture. In the case of Two Tough Calls, the Program Manager, Susan, was faced with a managerial dilemma; retain or terminate two underachieving employees.

Employee benefits are a tool used by businesses to attract potential applicants, improve employee satisfaction, reduce turnover and maintain competition. Benefits that most employers offer include, but are not limited to, medical and dental coverage, time away from work, retirement, and additional assistance during life changing events. The majority of employers in the United States offer benefits to their employees and include an annual enrollment yearly to select benefits and make any needed changes.

Defining an employee or employer is not always clear cut, as it varies depending on the statute, case law, or other analysis (Bennett-Alexander & Hartman, 2015). However, defining an employee and employer is important because the individual knows what role he or she must assume in the workplace. According to Bennett-Alexander & Hartman (2015), the employment relationship is based on the law of the agency, where the individual must act on behalf of another (Bennett-Alexander & Hartman, 2015). Further, the employer is referred to as the principal, which has the authority and power to do certain things (Bennett-Alexander & Hartman, 2015). The employer also has the responsibility of classifying individuals as employees or independent contractors, in accordance with the Fair Labor Standards Act of 1938 (Bennett-Alexander & Hartman, 2015). Such classifications determine whether the employer is responsible for providing/offering benefits to the employees as well as follow appropriate guidelines in order to be in compliance with tax regulations. Furthermore, the employer/principal is expected to act in good faith, act professionally within the confines of their responsibilities, provide a safe and healthy work environment to prevent an agent from harming the agency relationship (Bennett-Alexander & Hartman, 2015). Employers may sometimes be guilty of misclassifying in an attempt to save money, however, falsifying such information can have repercussions in a court of law

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

HR managers will be faced with the challenges of recruiting and retaining the right employees for their organization. The first step would be identifying your organizational culture and the cultural and skill competencies required for success. This will give the recruiters the guidelines by which to assess viable candidates. In developing these objectives for creating an effective recruitment process, we will have to have in place a process that differentiates us from other companies. This strategy for success will provide candidates with sufficient and correct information about job expectations. The following will be address as part of the strategy: