Essay Example on Sleep Tight Inn: Equal Opportunity Employer at Risk

Introduction

Proper human resource practices are important in making sure a company is an equal opportunity employer. The practices also help a company to recruit competent personnel to fill in different positions. In the Sleep Tight Inn Scenario, Mimi Clause made arbitrary decisions about the company's human resources risking its ability to acquire talents. The company's employment department was made up of unqualified human resource officers who also could not make sound HR decisions. The company is in dire need of standardized human resource practices, including a formal selection program and a performance appraisal to put the employment department in order.

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Formal Selection Program

The existing system may seem to work, but it does not comply with laws and regulations. A formal selection program is needed to guide the selection process. A formal selection program will enhance the reputation of the company because its selection and recruitment process will be unbiased and transparent (Argue, 2015). A result of the implementation of a formal selection program is the appointment of a highly qualified candidate based on merit. Such a candidate contributes to the company's philosophy, values and goals.

The program can help the company to become sustainable because it will be able to recruit people who have the core competences to carry out primary tasks. Additionally, with a formal selection program, hiring managers cannot be discriminative or biased against anyone because they follow a pre-determined criterion (Argue, 2015). Hence, the company will comply with equal opportunity and privacy legislation and the credibility of its job advertisement increases. With transparency and credibility, candidates can confidently apply for the company's jobs, and the leaders can follow the selection process to select the best-fit candidate for the position (Noe, Hollenbeck, Gerhart, & Wright, 2017).

Use of Performance Appraisal Data

Performance appraisal is important in evaluating and documenting the productivity of employees (Kampkotter, 2017). Performance appraisal data is used to gauge the performance of employees and predict their future performance with new goals to achieve. It forms a basis for promotion at the workplace. Many employees work hard in the workplace to be promoted to the next level. Therefore, promotion is a motivation tool that can be used by managers to enhance the performance of employees. In the Sleep Tight Inn Scenario, it is important for Mr Jones to use routine assessment records to encourage workers since it is not only part of a reward system for best-performing employees, but also a motivation tool to enhance productivity in the workplace.

Use of performance appraisal data to promote employees demonstrates that Mr Jones is committed to avoiding legal battles that might arise from not basing his promotion decisions on the data. The data is important in preventing legal claims. If an employee goes to court to contest against not receiving a promotion, Mr Jones can confidently defend the company by demonstrating that the employee did not meet the merit and performance threshold required for the promotion (Kampkotter, 2017).

Recommendations

It is recommended for Mr Jones to perform the following tasks to streamline the company's hiring process:

• Write an accurate job description
• Determine a key selection criterion
• Set ground rules for the privacy of data
• Demonstrate adherence to transparent and credible procedures

Conclusion

Sleep Tight Inn Scenario needs to initiate a formal selection process to recruit competent individuals and later, gauge their performance using performing appraisals for promotion purposes. That will help the company to avoid legal issues, improve its credibility in the eyes of potential candidates and become an equal opportunity employer. That will form a basis for the company's sustainable growth.

References

Argue, M. (2015). The importance of the strategic recruitment and selection process on meeting an organizations objectives (Doctoral dissertation, Dublin Business School). Retrieved from https://esource.dbs.ie/handle/10788/2873

Kampkotter, P. (2017). Performance appraisals and job satisfaction. The International Journal of Human Resource Management, 28(5), 750-774. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/09585192.2015.1109538

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. Retrieved from https://www.researchgate.net/profile/Ariadne_Tsambani/post/What_would_be_the_best_approach_to_support_leaders_in_processes_of_change_and_organizational_development_through_eLearning/attachment/59d6341579197b8077991c40/AS%3A377864680689667%401467101368871/download/51.pdf