Companies must have policies and procedures set in place that protect their business from potential lawsuits. In the Human Resources world, the statement is synonymous, if there is no documentation, then the incident never occurred. A firm must have a robust documentation system set in place for all staff to abide. The types of documents needed for Belles Feuilles to have on file proving their promotional process is fair as well as consistent are the employee handbook indicating the process with internal job bidding plus the steps taken in management in awarding the qualified candidate with a promotion. Additionally, previous job evaluations conducted on the employee’s seeking candidacy for the advertised position. The employee’s education …show more content…
The employee handbook is considered the “Bible” of the workplace. However, the employee handbook must be well written. The Belles Feuilles company must have a section in their employee handbook that points out the process of bidding for internal jobs and how the candidates obtain the roles they applied. The organization must be able to prove that the employee's previous evaluations show no discrepancies in their job performance. The job evaluation must either display a sign of progress in their acquired skills plus the assigned duties or shortfall in which the employee has room for improvement. Furthermore, the organization must look at the employee personnel files to see their educational credentials. They must be able to see who is more qualified in the field when it comes to selecting the best person to fit the job. The interviewer must also take into consideration the years of experience each brings to the table. Another factor to consider is any disciplinary actions an employee has received during their employment at the firm. Finally, the firm must provide data that indicates how many males to female rations work in the organization. How many females hold leadership roles plus their roles and responsibilities within the corporation. The organization should have the proper ammunition with concrete …show more content…
A suit is harmful to the organization financial pocket, reputation, and employee morale. The information that Carol’s lawyer should request from the company to determine if the promotion was illegal discrimination is the employee handbook. The lawyer is going to read and study what the organization's standard practices as well as policies to establish if the information contained in the manual is written in a clear matter, the methods are fair, consistent with all staff members plus in compliance with state and federal workforce laws. Carol’s previous job performance evaluations. Viewing Carol’s job evaluations will establish a historical pattern of her ratings in her current and past roles.The job description plus the prerequisites listed on the job posting in which Carol applied. Job descriptions are vital in lawsuits as they point out what the employee's qualifications, specifications, and responsibilities will be if awarded the position. The results of the interview process, meaning the evaluator's notes and rating criteria and finally the EEO data on file. The lawyers primary objective is to find a loophole in the current process regarding promotions at Belles Feuilles and see written documentation that points out the organization did engage in discriminatory practices when awarding advancement towards women within the organization. Management must be sensitive to the laws of discrimination in all their employment
Employee manuals are an important document for employees and employers alike. This document provides the fundamental information that a company may wish to convey to its new employees and as a refresher for old employees. It is a general rule that all businesses with fifteen or more full-time or part-time employees should have an employee manual (Pestronk). Once a business has fulfilled the minimum requirement of fifteen employees “it becomes subject to the equal-employment opportunity provisions of the federal civil rights laws,” and consequently th...
The names and sex of all of the Junior Executive Secretaries that were terminated are important to this case. A wrongful termination, Title VII claim was brought against Greene’s. Title VII of the Civil Rights Act of 1964 states, individuals are protected against discrimination on bases of sex, religion, race, color, and national origin. Knowing all of the terminated Junior Executive Secretaries sex, can determine whether there was a male employee terminated as well. A male working within that title would suggest Greene’s did not terminate Ms. Lawson due to her
They should provide all the necessary information and detailed answers needed in their application form to show if they fit the position. This includes behavioral and personality questions that require essay answers.
Businesses have to examine every part of their environment to possibly predict future outcomes and problems that the business may incur over time. There are two different types of environments to be considered, external and internal. Each of these types has several sub categories to be considered. With a business like Play It Again Sports (PIAS), they have to examine the changing environment, general environment, specific environment, and also making sense of the changing environments. PIAS will also have to examine the internal environment which is the organizational cultures. The internal environments are not as extensive as the external environments.
Change is the most crucial aspect of management. In a rapid competitive business environment, change is not only recurrent but also becoming complex. The case study Bega Cheese highlights how the firm has achieved change management from satisfying the needs of local market to being limited company of more than 50 countries globally. Through the case study, it is seen that Bega Cheese has undergone different stages of change process by implementing various effective cultural perspectives, to traditionally organizational designs concerning with structures and new forms, processes and boundaries to adapt to organizational change and eliminate resistance to change. Change is inevitable, and vital to achieve strategic objectives and competitive advantage in the market.
“Building Human and social capital, the informed workers that add value by working smarter rather than harder are more important in today 's workforce. Strategic importance and dimensions. Having a dependable, trusting team and cooperative relationships. Continuing to build organizational learning has been the key to their success”. (Kreitner & Kinicki, 2013, p. 14). So many organizations are willing to pay the expense for college for their employees with terms an agreements must be made the employee must maintain a passing grade in each class and the classes must be beneficial to the organization in order for the classes to get paid. Organizations today would rather have employees Knowledgeable about matters that concern the job, the information that you possess is more important to the economy along with who you know that will enpower growth. “Similar to culture, the implementation of strategy requires employee buy-in and is subject to the influence of the organizational social network. Any leader, from a CEO implementing companywide changes to a line manager making adjustments to the work schedule, needs the changes to be accepted by his or her subordinates”.(Hollenbeck, J....
Facts of the case: Anna’s immediate supervisor, Michael, repeatedly required that she have “closed door” meetings with him. Closed-door meetings violate company policy. Other employees were aware of these closed-door meetings and, as a result, rumors began to spread that Anna and Michael were having an office romance. In fact, in these closed-door meetings Michael tried to convince Anna to lend him money, a practice that also violates company policy. Anna repeatedly denied the request and Michael stopped asking. However, the rumors continued and affected Anna deeply. She was treated like an outcast by her co-workers. Anna asked Michael to clear up the rumors, but he found them amusing. Anna had two evaluations where she scored low points for “integrity” and “interpersonal relations” as a consequence of the rumors. She was passed over for two promotions for which she applied where her skills and experience were superior to the employees who were promoted. She filed an action against her employer on the ground that her supervisor had created a hostile work environment because he refused to stop the rumors.
Schipani, C. (2013). Class Action Litigation After Dukes: In Search of a Remedy for Gender Discrimination in Employment. University of Michigan Journal of Law Reform, 46(4), 1249-1277.
Gender Diversity has been considered a key issue in the Corporate Governance and the details about how the organizations have worked on improving the women’s representation in the Boardroom composition has also been discussed. Several examples have been given about the board room composition of various companies and the number of female professionals in it.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
f) For an organization to reach departmental and organizational goals, it is vital for business to build and maintain trust amongst employees. g) Promotes transparency and accountability in an organization. However, there needs to be some type of criteria in place to maintain the highest level of credibility and to ensure individuals being hired into the organization have a high moral standing and high integrity. In order to do this, all organizations should observe the following: a) Best practice for hiring individuals such as a pre-screening process to include the following: • Criminal background
...anization. As outlined in the “Devanna Model” the interrelatedness of all principal HR functions would lead to costly consequences for the organization as a result of unsuitable applicants being chosen in the selection process. While the selection processes available are versatile, including models of probation, random selection, quota systems, empirical considerations, and intrinsic attributes, there are several common characteristics which are often found when selecting external candidates. These include CV screening, preliminary interviews, application forms, psychometric testing, assessment centres, interviews, medical examinations, and reference checks. As each method has a different validity and reliability, it is important for HR officers to use a combination of different methods to objectively predict and select the most suitable workers for the job.
An organization provides every necessary method before making a decision to select an applicant for the job position. A company will provide pre-employment testing/screening in order to select the most qualified candidate. An organization may decide to change its company into more diverse organization and therefore, it is their right to select more diverse employees. However, it is also important not to focus on a person’s gender, age or race. It is still very important to choose an employee who is the perfect fit for the job position. This is necessary because issues may arise and these issues may also impact the organization’s future.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)