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You are an HR manager who is considering the use of a selection system. You
know that it will do a good job at selecting the best workers, but it also screens
out members of visible minorities at a rate much greater than that for the white
majority.
1. Should you use this system or try to find another that does not screen out so many
members of visible-minority groups?
2. What if the new system does not do as good a job at selecting the best workers?
Step by step
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- Respond to the following in a minimum of 175 words: Discuss what type of compensation and benefits an organization could offer to engage, attract, recruit, and retain a diverse and strong workforce. What factors must you consider about your workforce to create compensation and benefits that appeal to a diverse workforce? How might those considerations vary by industry or company?When we discuss the concept of gender diversity in the workplace, should we focus on absolute equality or justice (fairness)? In other words, should we promote "gender equality" or "gender equity"?What type of compensation and benefits an organization could offer to engage, attract, recruit, and retain a diverse and strong workforce. What factors must you consider about your workforce to create compensation and benefits that appeal to a diverse workforce? How might those considerations vary by industry or company?
- HR is determined to recruit ethnic minorities and women currently underrepresented in your organisation. You have been asked to think about innovative ways to reach out to such groups. In your own words, explain to your line manager the pros and cons of diversity recruitments campaigns.Identify two strategies that can be utilized and implemented to encourage a more diverse applicant pool to apply for organizational positions. These strategies should result in a more diverse workforce, one that encourages the hiring and retention of those with different backgrounds, perspectives, opinions, etc. Note: Accomplishing this objective is broader than the human resources department broadening its hiring practices; instead, strategies must be identified to engage employees to promote a more diverse workplace throughout the community.Your company had entered into a joint venture with a foreign company in a Middle Eastern country but you knew that women were not treated fairly in that culture. Assuming that you are a global HR manager. What is your emphasis and plan for selecting, training and maintaining female expatriates who will be sent out to handle the start-up in a Middle Eastern country?
- Reflect on your personal experience with Human Resources Information Systems (HRIS) in managing employment applications and streamlining the selection process. If you have not had this experience, please reflect on your experience as an applicant using an HRIS. Share two benefits you have observed or experienced while using an HRIS in the selection process. Additionally, discuss your thoughts on the potential for biased programming to impact outcomes and share at least two considerations you believe are crucial in order to reduce discrimination and bias when developing selection criteria with the help of an HRIS.How can having recruiting strategies in place help create more fair hiring and promoting practices?You are applying for a job as a Human Resources DEI (Diversity, Equity, & Inclusion) Specialist. As part of the application process, you need to answer the following questions: What are the benefits of a diverse workforce? How can discrimination be avoided during the recruiting process? What are some ideas you have about how employee retention can be increased?
- What sorts of trades/industries may want to promote diversity and what sorts of trades/industries might want to avoid diversity? Explain your reasoning and weigh in on whether diversity in a company's workforce is instrumentally valuable, intrinsically valuable, neither, or both.a) Diversity is one of the most challenging issue in managing the workforce. What support conditions an Organization should develop and establish to take the maximum advantage of diversity? (8) b) Why is 360 degree feedback preferred over traditional appraisal methods? (6) c) Can an organizations training capabilities suffice and rectify any errors occurred during the selection process? Why/Why not?Many methods can be used to attract potential talent to an organization. Organizations seeking to create a diverse workforce can maximize these efforts by engaging in recruitment efforts that target a diverse audience. Failure to employ strategies focused on attracting diverse candidate limits diversity in the workplace. It can potentially cost the business first-rate candidates simply because they were not aware of the available position. Discuss 3 diversity and inclusion practices that can be used in the recruitment or selection process to attract a more diverse pool of candidates and reduce bias. In the response, explain each technique and the rationale behind the choices made.