Decision-Making Process for Recruiting Staff - Report Example

Introduction

One of the roles associated with managers is decision making. Mr. Valdez is a new manager in Sleep Tight Inn requires making sound decisions to shape the organization. The process of recruiting new staff is crucial and thus require adequate attention. He has the role of identifying that decision-making process involved in the selection process adheres to the law he requires a team of employees that meets legal requirements (Pulakos, 2005). All the alternative selection methods and techniques have to be measured to ensure that the final approach adheres to the federation law. He has to mobilize his team to test if the employees have the appropriate documentation before making the selection decision (Marshall et al., 2001). It helps avoid future problems with federal agencies. In the same process, Mr. Valdez has to ensure he has the right employee for the job vacancies available in Sleep Tight Inn.

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The employees' obtained from the selection process determines the productivity of the organization. Therefore, Mr. Valdez has the mandate to ensure that the human resource management team takes the new employees through familiarization processes. The process helps them adapt to the new environment, thus becoming more productive (Gatewood et al., 2015). The data obtained during the testing and measurement of the various legal attributes of the candidates need to be stored in a database. It helps organizations ensure that it has a team of employees with the right attributes for the selection process and future promotions.

Legal Requirements

During the recruitment process, an institution is guided by various legal frameworks from the labor sector. Employees' information is essential to the company during the selection process, and hence they should be handled properly by the recruiting organization. The details include employees' details, employment details, contact details, job details, payroll records, and other information about their achievements and awards (Penn et al., 2017). These details help the organization identify the employees who meet the legal thresholds laid out by the legal entity to govern the organizations.

There are several tasks that Mr. Jones and his human resource management team should conduct to ensure the legal thresholds concerned with the employees' information are met. A proper audit of the employees' documents should be undertaken to ensure that they are valid. For instance, where the employees have not filled the documents, they should be allowed to key in all necessary details and rectify any mistakes. The process helps eliminate legal actions that might be taken by the organization due to a violation of the legal procedures. If fake documents are detected, the employee responsible should be forwarded to the respective legal entities.

For the documents that are difficult to read, the organization does not need to take legal action. Instead, they should use the employees' social security numbers to determine the document's eligibility as guided by the emigration department (Clark et al., 2018). The social security administration provides a specific platform that helps the employers match the social security number with the employee's details. The process ensures that the employee is legally present in the organization.

Legally Defensible

Pre-employment testing is essential to the organization during the recruitment process. The testing ensures that the recruitment process is equitable and justifiable, thus meeting all its objectives (Adjei-Bamfo et al., 2019). In our scenario, Mr. Jones is responsible for ensuring that the recruitment process in the resort is following the selection procedures. To make the recruitment defensible, the organization must first identify all the necessary principles in line with the testing and selection process. They should adhere to the ethics guideline that is provided by the employment commissions. The identification of the principle should ensure that they are also following federal government principles (Noe et al., 2017).

Sleep Tight Inn resort should follow the decisions employed in testing, promotion and selection, retention, and consistently hiring new employees. The federal law certification and licensing serve as a critical element during the process of testing and selection. In scenarios where the selection procedures are effectively employed, it becomes easy for the human resource management team to establish a legitimate job vacancy and trustworthy employees (Alfes et al., 2020). An organization has the mandated to maintain its employees' important information obtained from the testing process for both successful and unsuccessful applicants (Sankar & Parker, 2016). The reason the information retention is to provide proof that explains the selection process was not biased. The information stored in the organization database can be grouped into ethnicity, sex, age, and race.

Conclusion

Therefore, the organization will be capable of justifying the selection process based on the employees' statistics. Sleep Tight Inn requires a justifiable and defensible process to avoid the risk of conflicts between its human resource management team and the federal enforcement agency. It can be achieved by ensuring the employment opportunities are available to all subsets of society.

References

Adjei-Bamfo, P., Bempong, B., Osei, J., & Kusi-Sarpong, S. (2019). Green candidate selection for organizational environmental management. International Journal of Manpower.
https://doi.org/10.1108/IJM-10-2019-0480

Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2020). New ways of working: Understanding the implications for employees across different cultural and organizational contexts. The International Journal of Human Resource Management.
http://www.ihrm2020.org/content/special-issue-international-journal-human-resource-management

Clark, K., George, A., & Lloyd, K. (2018). Trust (Your Employees), but verify (What They Are Doing) and keep the verification. Home Healthcare Now, 36(2), 132–133.
https://doi.org/10.1097/nhh.0000000000000663

Gatewood, R., Feild, H. S., & Barrick, M. (2015). Human resource selection. Nelson Education.

Marshall, G., Stone, T., & Jawahar, I. (2001). Selection decision making by sales managers and human resource managers: Decision impact, decision frame and time of valuation. The Journal of Personal Selling and Sales Management, 21(1), 19-28. 10.1080/08853134.2001.10754253

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Penn, I. A., Pennix, G. B., & Coulson, J. (2017). Records management handbook. Routledge, Taylor & Francis Group.

Pulakos, E. D. (2005). Selection assessment methods: a guide to implementing formal assessments to build a high-quality workforce. SHRM Foundations.

Sankar, P. L., & Parker, L. S. (2016). The Precision Medicine Initiative’s All of Us Research Program: an agenda for research on its ethical, legal, and social issues. Genetics in Medicine, 19(7), 743–750. https://doi.org/10.1038/gim.2016.183.