After reading the materials on the legal context of recruiting and on organizational diversity, make some recommendations on how this information will influence a framework for recruiting, talent management, and employee retention strategy. Focus on the things you see as most important.
While Kimberly was at a medical appointment, Dana received a call from Stewart that concerned her. Stewart is one of the hiring managers who will be the supervisor of six of the 20 new employees they are working to recruit. He said he was in favor of going to universities to recruit the new employees, but he wanted them all to come from the same schools as the high performers in CapraTek. Dana did not say anything to Stewart and waited for Kimberly to arrive.
“Kimberly, one of the clients for our group of 20 positions, a supervisor from AR, called and said he would only support recruiting from a school that already had a high performer working in the company.”
“Oh, I bet it was Stewart Inflexi,” Kimberly replied. “He tends to want his way without the benefit of dialogue or taking the time to consult with others. I have had past work discussions with him.”
“What tactics did you use that worked the last time you had to tell him no?” Dana asked.
As Dana begins to gain greater levels of knowledge in HR as a career changer, Kimberly wants to ensure that Dana has a strong handle on areas of compliance. Compliance is key to the success of the organization and Dana’s performance as an HR professional. The compliance aspect of staffing is a serious matter with major organizational implications and an important area of responsibility and accountability for HR professionals in the field. All HR professionals work to become experts on federal laws, executive orders issued by the president, state and local laws, and applicable HR-related court rulings. All HR professionals also need to understand the regulations and enforcement agencies related to laws and executive orders.
Resources
LEGAL CONTEXT
Heneman, H. G., III, Judge, T. A., & Kammeyer-Mueller, J. (2019). Staffing organizations (9th ed.). New York, NY: McGraw-Hill Education. ISBN:9781259756559.
In Chapter 2, read the following sections:
“The Employment Relationship,” 50–55.
“Laws and Regulations,” 55–56.
“EEO/AA Laws and General Provisions and Enforcement,” 58–61.
Chapter 3, “Legal Issues,” 134–144.
DIVERSITY
Heneman, H. G., III, Judge, T. A., & Kammeyer-Mueller, J. (2019). Staffing organizations (9th ed.). New York, NY: McGraw-Hill Education. ISBN:9781259756559.
In Chapter 3, read the section, “Diversity Planning,” pages 130–134.
Dane’s Challenge: How HR Pros Guide Supervisors in the Recruiting and Selection Process
RECAP
In Dane’s Challenge: Part 2, Dane, a Data Scientist supervising three team leaders, had to work through a situation where Calvin, one of the team leaders, had gotten Dane’s supervisor, Dr. Mattison, involved. Calvin was insisting that the extensive, detailed work competencies he had developed were essential for a successful set of hires, in spite of the fact that they were very difficult for even IT peers to understand.
HR PROFESSIONALS SOLVE DANE’S CHALLENGE
In Dane’s Challenge: Part 3, find out how Kimberly, a very seasoned HR professional, helps Dane work through the applicant evaluation process to ensure that the details Calvin wants are considered.
Write a 1,400- to 1,750-word paper in which you evaluate liability, accountability, and economic impact in concert with discretionary authority exercised by personnel in the criminal justice system. Be sure to answer the following question in your paper:
What role does a civilian oversight committee have in ensuring authoritative powers are not abused as it applies to policies, procedures, liability, economic factors, and discretion?
