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Hiring Practices, 2005.
A paper discussing how companies select which people to hire and some of the problems associated with the process.
897 words (approx. 3.6 pages), 1 source, MLA, $ 31.95
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Abstract
This paper explains that one of the most serious issues in hiring practices is how the people the company hires are selected and that often a company's selection process makes it vulnerable to lawsuits by rejected applicants who feel they were dealt with unfairly. The paper further explains that the best a company can do is to examine its hiring practices as carefully as possible to reduce the possibility that such lawsuits can be successful. The paper then takes a look at which hiring practices best achieve that goal.
From the Paper
"While many companies may use some form of written tests in their decision-making processes, some tools commonly used in hiring are based, at least to some extent, on personal judgment. They include reference checks, background investigations, medical exams, drug tests, and polygraph tests (Foley et. al., 2000). One reason these approaches can make problems for employers is that they seek to ferret out negative qualities in candidates. Some human resource professionals advocate using the evaluation of positive traits in order to select new employees. Such tools as cognitive ability tests, biographical information blanks, structured interviews, work samples, and personality tests (Foley et. al., 2000) do a good job of predicting whether the person will be an effective employee or not and look at positive rather than negative traits a candidate might possess."
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The Board of Education's Hiring Practices, 1999.
This paper details the method in which the board of education selects and hires both the principles and superintendents in various school districts.
1,299 words (approx. 5.2 pages), 5 sources, APA, $ 43.95
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Abstract
The writer of this paper defines the role of the school superintendent, which began in the mid 1800s, as an individual who is appointed to be responsible for the day-to-day operations of a number of schools. By 1860, 27 cities with school districts had created what is now known as the superintendent. By the end of the 19th century, superintendents became responsible for the operations of the district, with schools changing from rural farm concerns to heavy industry, the superintendent's role became that of a true professional. This paper also describes the process involved in the hiring of school principals, which is often a more traditional and predictable method than that of the superintendent. Teachers usually taught for several years and eventually enrolled in a university's administrator preparations program. Taking the prescribed courses, filling out an application for an administration certificate and becoming certified teachers, they were then endorsed to become administrators or principals. This paper details the training and experience needed for both positions as well as the bureaucracy and scientific management within in the various school districts which play a vital part in the both the success and failure of these positions.
From the Paper
"There seems to be three roles that are looked for when hiring a superintendent. First, a role changer, one that seems to want to make changes for the better of the school system. Those of the school board that may be change resistant, usually are swayed by the conflict and pressure from the new superintendent, and has but little choice to make the significant changes. Second, is the developer, which takes command and builds programs that are useful, once the resistance to change has been overcome. This type of superintendent is often the one that is very secure in his position for a number of years."
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Personnel Recruitment Procedures in Rio Linda School District, 2006.
A review of current recruiting procedures and hiring practices under California law.
1,590 words (approx. 6.4 pages), 2 sources, MLA, $ 52.95
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Abstract
This study focuses on reviewing current recruiting and hiring practices, under California law and within school board policy, of the Rio Linda Union School District. The study reviews state, school board, and school district policies on recruitment and hiring of education personnel, analyzes the effectiveness of present recruitment and hiring practices within the Rio Linda Union School District, and makes suggestions for improvement of practice.
Table of Contents:
Introduction
State Law, School Board and District Policies Governing Recruitment and Hiring
Recruitment and Selection
Job Posting Requirement
Hiring Processes, Procedures, and Requirements
Selection of Candidates
Screening
Recommendations for Employment
Teacher Recruitment for Low-Performing Schools
From the Paper
"Many school districts, in California and elsewhere, have their own human resources departments. The Rio Linda Union School District, however, has no human resources department. That, according to Betty Barker, Assistant Superintendent of Personnel for Rio Linda Union School District (Interview, October 17, 2005) is one fact that distinguishes the district from other districts, and left over from the days before some schools began moving toward decentralization."
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Hiring of Illegal Aliens at Wal-Mart, 2006.
A look at the Wal-Mart Corporation's practice of hiring illegal aliens and the law enforcement investigation of this practice.
927 words (approx. 3.7 pages), 6 sources, APA, $ 32.95
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Abstract
This paper examines the investigation, led by the U.S. Immigration and Customs Enforcement, which discovered that the janitorial contractors providing cleaning services to Wal-Mart had employed illegal aliens to fill their contract. The paper describes the beginnings of the investigation, who was involved in the investigation, the civil settlement that resulted from the investigation, and the legal implications of the settlement for immigration law enforcement.
From the Paper
"Wal-Mart has earned phenomenal success and accolades over the last 3 decades. They have grown from a local retailer to a global powerhouse. Yet, the sky is not always blue in the land of discount pricing. A variety of special interest groups often try to thwart the opening of the next SuperCenter, with concerns of taking away sales from local, small businesses and even complaints of discrimination in their hiring and promotion processes. Now these groups can add another item to their list of concerns when it comes to another Wal-Mart opening in their town, the employment of illegal aliens."
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Human Resources Management, 2005.
Looks at diversity in hiring practices in the University of California system.
1,150 words (approx. 4.6 pages), 3 sources, APA, $ 39.95
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Abstract
This paper looks at diversity in hiring practices in the University of California system and in particular at UCLA. It looks at gender equity and other diversity issues and how faculty and staff see salaries, promotions etc. as being dealt with fairly by the university. It looks at plans for the future to improve areas where changes are needed.
From the Paper
"UCLA is part of the University of California system which has a Human Resource Management department which emphasizes diversity in employment throughout the university system..."
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Diversity and Ethics at Boeing, 2005.
Considers ethics and diversity in hiring and retention practices at the Boeing Company.
1,150 words (approx. 4.6 pages), 7 sources, APA, $ 39.95
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Abstract
This paper considers ethics and diversity in hiring and retention practices at the Boeing Company. It examines the global workforce of Boeing, the impact of government regulations on Boeing's employment practices and Boeing's commitment to diversity.
From the Paper
"The Boeing Company is one of the two largest airframe manufacturers in the world and has a global workforce ..."
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Hiring More Immigrant Workers in Canada, 2006.
An analysis of the benefits to be accrued in Canada by hiring more immigrant workers.
2,250 words (approx. 9.0 pages), 5 sources, $ 89.95
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Abstract
Hiring immigrants and multicultural diversity issues have become increasingly more important in recent years, for the number of immigrants has kept increasing every year in Canada, which has increased the demand for skillful immigrant workers. This paper examines the benefits that can be accrued by hiring more immigrant workers. The paper asserts that hiring skillful immigrant workers can make a business more competitive in terms of its overall human resources, can help a business gain access to immigrant markets in Canada, and can facilitate the implementation and immigrant worker management of overseas assignments.
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The Hiring Process, 2005.
An examination of the hiring process within an organization.
1,575 words (approx. 6.3 pages), 5 sources, $ 62.95
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Abstract
This paper focuses on the various resources by which a human resources manager may manage one aspect of the human capital that is an essential feature of any business operation. The paper particularly focuses on the hiring process by human resources management, as well as by consulting and hiring firms and the way in which this outsourcing can help to find the right person for the job.
From the Paper
"Human Resources Management: The Hiring Process Introduction Human Resources encompasses a number of activities or, if you will, a number of issues. There are a number that this paper could cite, but - in the interests of brevity - it will focus upon the hiring process, quite possibly the most important process with which a human resources manager will involve him or herself. The following paper will closely examine the resources available to HR directors and their subordinates as these professionals seek to find the right person for the right job. More particularly, the paper will examine consulting and hiring firms and how they can help, legal resources and how they might be of assistance, Government resources and where they might fit in, and - not least of all - educational institutions and how this resource can expedite the efforts of HR Departments to create human capital that will see the business through to its chief objectives."
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Business Management - Hiring, 2002.
A look at strategies for hiring new staff.
900 words (approx. 3.6 pages), 3 sources, $ 31.95
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Abstract
Using a case-study example, the paper illustrates the strategies and procedures necessary for hiring new employees. The paper is written in the form of a request for additional staff. The consequences of not increasing the workforce are looked at and the additional cost that would be incurred is justified. The paper concludes with specific recommendations on appointment of new staff.
From the Paper
"Hiring new employees is a crucial task. The first challenge in this regard is to convince the top management that the addition in human resource will be beneficial for the organization. In this regard, it is important for the manager of the concerned department to give reasonable justifications. In a situation, as described in the case, these justifications should be related to the workforce effectiveness, efficient operations of the department and so on. While addressing the CEO, the manager should point out the problems presently faced by the department, due to the lack of necessary staff and should explain as to how the department will benefit from the addition of new workers. Moreover, the manager should also present a sort of cost-benefit analysis of hiring new workers, so that the top management may not raise an objection on incurring additional cost of hiring new employees. In the below mentioned section, a brief memo is presented showing how to convince the CEO for hiring the new additional staff."
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Hiring Quotas, 2004.
An insight into the concept of hiring quotas and their justification.
1,079 words (approx. 4.3 pages), 6 sources, MLA, $ 37.95
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Abstract
This paper acknowledges how, for many compounded reasons including opportunity, segregation, and even outright discrimination, women and minorities still hold fewer positions of power in the work place, especially in representation to their statistical occurrence in the larger population. It looks at how, because of this, many organizations have adopted hiring quotas as a part of what is today known as affirmative action and how, even though these quotas have engendered change in the diversity of the workplace, they are being challenged today by some as unnecessary and even unjust.
From the Paper
"Yet clearly the hiring quotas established by the civil rights legislation and it aftermath have clearly demonstrated a good, albeit artificial, start to the establishment of representative diversity in the work place. "In 1964, just as the Civil Rights Act was being passed, it condoned 'temporary' hiring quotas in organizations with a history of racial discrimination. It continued to reject 'reverse discrimination,'" (Gavora) Reverse discrimination is a concept that claims that hiring quotas and other affirmative actions standards discriminate against the majority. Most legislators agree that the standards have and continue to make a difference in the opportunities of minorities and women to establish careers in non-traditional fields and possibly in positions of power that might further aide the cause of diversity."
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The Hiring of Collegiate Athletes, 2007.
This paper proposes a study to research the recruitment and hiring of collegiate athletes in corporate America.
2,952 words (approx. 11.8 pages), 17 sources, MLA, $ 87.95
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Abstract
The paper relates that there has been an influx of corporate recruiters searching specifically for successful college athletes on America's campuses. The paper proposes a study to determine how participation in collegiate sports and the leadership it provides translates into making these students more attractive candidates for corporate recruitment purposes than their non-sports-minded counterparts. The paper describes the methodology to be used and includes a sample of survey questions for collegiate athletes.
Outline:
Statement of the Research Problem
Theories or Prior Research Related to the Problem or Area of Inquiry
Goals, Purpose and Potential Significance of the Research
Research Design and Methodology
Research Population
Examples of Research Data to be Collected
Other Information
From the Paper
"College sports are big business and the athletes that compete in these events are in big demand. Early on, these young people are required to become expert at balancing the rigors of their sport with their academic demands, and those who emerge from the crucible as successes are also in big demand in the corporate world. Assuming that these young athletes are not lured away by professional sports, corporate America is ready and waiting to receive them with open arms (Sack & Staurowsky, 1998). Whether any subsequent professional success can be regarded as being based on their fame as a college sports star or whether such success is truly because of the individual attributes of the athlete involved remain unclear, though, which relates directly to the purpose of the proposed study."
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Small Business Hiring and Retention, 2007.
This paper reviews literature regarding hiring and retaining employees for small businesses.
2,087 words (approx. 8.3 pages), 12 sources, MLA, $ 65.95
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Abstract
The paper discusses how smaller businesses have very different needs compared to their larger, corporate counterparts. The paper looks at articles that discuss the challenges facing small business, with an emphasis on those in the public sector. The paper explores the factors that make it difficult for small businesses to find qualified employees and then retain them. The paper discusses globalization, salaries psychological contracts, job training and job advancement prospects. The paper explains that small businesses could also use personal attention to attract employees and prevent turnover. The paper emphasizes that employees with high levels of job satisfaction are also more productive and loyal. To a small business, they certainly constitute the most important resource.
From the Paper
"A study conducted by Arthur Anderson (2000) highlighted the changing nature of small business. As expected, small business faced challenges in acquiring adequate capital, meeting state and federal regulations and in keeping afloat in times of economic uncertainty. However, the majority of small businesses found that finding and retaining qualified workers was their biggest challenge in ensuring their survival. One of the changes wrought by globalization is the constant "restructuring" in industry. To keep up, many businesses find that they need to be agile in accommodating the needs of their workforce (Capelli 1999)."
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Healthy Hiring/Unhealthy Practice, 2005.
Examines Wal-Mart's policy of hiring health workers.
1,150 words (approx. 4.6 pages), 2 sources, APA, $ 39.95
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Abstract
This paper examines the ethical basis of Wal-Mart's new policy to reduce the cost of the company's health care costs, and makes a recommendation. It discusses the proposed solution to change the job descriptions of all Wal-Mart positions to incorporate more physical activity. The goal for this policy change is that the Wal-Mart workforce will become healthier with the added activity, as well as discourage unhealthy people from applying for jobs at Wal-Mart, ultimately lowering the company's healthcare expenditures.
From the Paper
"Wal-Mart's executive vice-president has identified a need to reduce the cost of the company's annual health care costs. The proposed solution is to change the job descriptions of all Wal-Mart positions to incorporate more ..."
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Hiring Interviewing Techniques, 2004.
This paper selects the best interviewing technique for hiring new positions in the case of the Ogman Corporation, a growing telecommunications company.
1,175 words (approx. 4.7 pages), 4 sources, MLA, $ 40.95
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Abstract
This paper explains that Ogman Corporation is now using unstructured or informal interviewing, wherein the interviewer asks the same open-ended, basic questions of each candidate, which leads to a broad evaluation being done with no set standard upon which to judge a candidate.The author points out that one of the techniques is stress interviewing, which is used to discover if a particular candidate will break under pressure; but stress interviewing has low validity and reliability, can give candidates a bad impression of the company, and could lead to legal problems. The paper recommends that Ogman Corporation adopt the panel interviewing technique to standardize its interviewing process because it includes all the benefits of a structured technique and has the benefits of reducing interviewer bias and allowing relevant employees to have input into the selection process.
Table of Contents
Introduction
Purpose
Scope
Assumptions
Limitations
Background on Ogman Corporation
Unstructured Interviewing
Structured Interviewing
Panel Interviewing
Stress Interviewing
Conclusions
From the Paper
"Panel interviewing is a variation on the structured interview. The only difference is the candidate is interviewed by a group of people at the same time instead of just one. This panel of interviewers can be made up of many different people but it usually includes the HR manager, the hiring manager and an employee with relevant technical skills to the position the candidate is applying for. The main reason for using a panel is to limit human bias and judgment errors that a single interviewer might have. This makes the final decision much more objective."
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Employee Hiring Practices, 2002.
This paper discusses the status of personal information appliances for business use.
900 words (approx. 3.6 pages), 4 sources, $ 35.95
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Abstract
This paper reviews the criteria a business should use in deciding to hire their employees. The author suggests that employers should allow the use of personal information appliances for employee use.
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