Employment Laws, Policies and Processes Essay Example

Introduction

The process of acquiring employees in an organization is governed by laws, policies, and procedures which ensure the right candidates are selected for the advertised positions. For example, organizations use interview processes which differentiate the most appropriate candidate from the rest of the applicants. As a director of the HR department in the Kevlink solutions, this research paper shows the dynamics of the employment processes right from the hiring process, development of an employer-employee relationship with diverse employees to the development of policies which accommodate the groups mostly discriminated in the employment process.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

The Interview Process

The first step which I will embark on in the interview process is the pre-interview phase where I will gather the information about the candidates from the resumes submitted (Willianson, Milne, & Savage, 2009). Also, I will have a rough perception of the applicants before the face-to-face meeting. Pre-interview will be a vital phase as I will be in a position to gauge the qualifications of the candidates with their ideal candidate.

This step will be followed by the interview phase where I will interact with the applicants. In most cases, interviews are conducted through face-to-face meetings, video conferencing or through the phone. However, I will use the face to face interview as the interviewer is in the best position to interact fully with the applicant. The last phase will be the post-interview phase which will entail evaluating the qualifications of the interviewee. In this phase, I will use tests to gauge personality and the cognitive ability displayed by the applicants to make decisions concerning the suitability of the applicant to the advertised position.

When selecting the right candidate, one of the methods which I will perform is the aptitude and ability tests. In this scenario, the tests will be geared towards gauging the general intelligence of the candidates which is vital in the workplace when solving problems. Another aspect tested will be verbal ability to determine whether the applicant can hold meaningful conversations with clients. Another method which will aid in the selection of the right candidate is the use of interviews which will establish the candidate's experience and skills.

It is evident that the interview process must assume a legal nature by following the employment rules. One of the employment rules which I will follow is the Title VII of the civil rights act of 1964 which bars organizations from discriminating job applicants due to their color, religion or sex (Hurd & Anderson, 2010). Also, I will use the Age Discrimination in Employment Act which prevents discrimination against applicants who are forty years old and above. Failure to follow these rules can attract legal costs where the organization is forced to compensate the applicants subjected to discrimination.

Issues with Unconventional Workers

When this organization hires an unconventional workforce comprising of independent contractors and temporary worker, I will encounter problems when establishing relationships with each type of workers. One of such issues is when developing relationships with independent workers is that they are not fully committed part of the organization. It should be noted that independent workers are termed as temporary identities and not part of the employees (Schreuder, & Coetzee, 2001). As such, it will be challenging to develop a relationship with such workers as they have divided attention to other organizations.

Another issue is that independent workers work under contracts which are terminated after expiry. This means that I will deal with a large number of workers within a small time frame. Developing a relationship requires time for the management to associate more with the workers. Hiring independent contractors will limit the time necessary to establish strong worker-management relations.

Besides, hiring independent contractors will reduce the control the organization has over the workers, a factor which renders establishing relations a hard task. Unlike ordinary employees, independent contractors enjoy a higher level of freedom as they perform their duties without much supervision. Developing relationships with such a group of workers will be challenging as they will opt to perform their tasks in their way as long as they achieve the organization's objectives.

When dealing with temporary workers, one of the issues which I will face is the lack of commitment. Temporary workers are not part of the main pool of workers and are not fully connected to the organization. In this regard, developing relationships will bear challenges as they do not see their future in the organization.

Another issue is that temporary workers will only be needed for a specific duration of time followed by terminations upon the achievement of the intended purpose. In most cases, developing relationships is geared towards a long-lasting bond where the employees feel valued by the organization. Although the employees may be positive to such acts, termination of their contacts means the organization will start the process of building new relationships with the new workers. In the long run, I will only be repeating the same relationship building processes to different employees translating to wastage of time.

Also, temporary workers can lead to the development of low morale among other workers, further affecting the process of developing relationships. Although some workers work under permanent terms, the presence of temporary workers instills fear as they are seen as possible replacements. Such thoughts will lead to strained relationships between the permanent and temporary workers, a condition which will render the relationship building process a challenge.

Relationship Building

When developing relations with the employees, I must follow laws that govern relationship building schemes. One of the laws is the Family and Medical Leave Act which bars employers from objecting employees to attend medical and family matters (Guerin & England, 2015). Allowing employees to attend to their needs will instill a sense of belonging where an individual feels valued by the organization leading to stronger bonds. Another law is the National Labor Relations Act which covers employees regardless of whether they are in unions or not when engaging in lawful activities. Granting employees to participate in such instills a feeling that the organization values the rights of its employees.

The Effectiveness of Policies for A Diverse Workforce

The act of involving temporary workers and independent contractors leads to the existence of a diverse workforce. This move will be beneficial to the organization as it will bring a pool of talents together leading to increased productivity (Perlitz & Hutton, 2015). In this case, each group of workers will work differently but towards a common goal leading to increased productivity. Also, a diverse workforce will be useful as it will bring a better reputation to the organization. In most cases, organizations work with a specific type of workforce, a policy which restricts the other workers. When an organization accommodates a diverse workforce, it shows that it recognizes the diversity present in the market and respects each type of worker.

Strategy and Mitigation for Affirmative Action

From the analysis of the employment sector, the people of color are more discriminated. This organization will offer higher employment opportunities translating to women and people of color. Such a move is geared towards promoting employment chances to the women and people of color. Although the organization favors people of color and women, it will ensure they do not pass half of the total employees to offer chances to individuals from other races. One of the example which illustrates the beneficial nature of the plan is that the natives will not feel discriminated as restricting the number of people of color shows that the organization still considers other races. Similarly, limiting the number of women in the organization will erode thoughts that the female gender is more considered, a scenario which can also ruin the reputation of the organization.

References

Guerin, L., & England, D. C. (2015). The essential guide to family & medical leave. Berkeley, CA: Nolo.

Hurd, A. R., & Anderson, D. M. (2010). The park and recreation professional's handbook. Champaign, IL: Human Kinetics.

Perlitz, L., & Hutton, H. (2015). Professional Business Skills. Melbourne: Pearson Australia Pty Ltd.

Schreuder, A. M. G., & Coetzee, M. (2001). Careers: An organizational perspective. Lansdowne South Africa: Juta Academic.

Willianson, T., Milne, B., & Savage, S. (2009). International developments in investigative interviewing. New York: Routledge.