pre-Employment hiring process.
In regards to pre-employment hiring, organizations must first identify the skills and abilities needed to perform the given task correctly. By identifying the proper skill set, the organization can effectively ascertain the competency of viable candidates. Core competencies are very important as the candidate must possess skills to perform the necessary functions of the job. As such the first step should be identifying the skills needed to perform the given task.
Next, the company must then determine what questions to ask in order to properly ascertain the skill level of a given candidate. These questions must first eliminate all biases associated with the interviewer. The questions should be behavior based, showcasing competency in the actual skill, and how that competency will transfer directly to the organization. Pre-employment tests and talent assessments are also good methods in which to determine the skillsets of a candidate. These tests are very efficient as they can screen clients prior to the actual interview process. As a pre-employment screening mechanism, talents assessments help reduce both time and money allocated towards finding a viable candidate.
Develop a list of recommended steps to include in an employee termination process.
In regards to termination, there are many rules in which organizations must follow in order to avoid costly lawsuits. First, the termination must not be malicious. In many instances many states operate using the employee at will doctrine. The termination process must therefore take into account recent law to avoid costly termination lawsuits. In 2006, the Texas Court of Civil Appeals in Matagorda County Hospital District v. Burwell and Tameny v. Atlantic Richfield held that a provision in an employee handbook requiring records to specify the reason for termination did not modify an employee’s at-will employment (Rothstein, 1987). In this case, the court maintained the employers right to terminate an employee relationship without prior notice. The New York Court of Appeals also rejected the implied-contract theory to circumvent employment at will. In Anthony Lobos, Appellant v. New York Telephone Company/NYNEX, Respondent and Toussaint v. Blue Cross & Blue Shield of Michigan the court restated the prevailing rule that an employee could not maintain an action for wrongful discharge, as the above employee intends to do. The only other exception to the employment at will doctrine is that of public policy (Toussaint, 1980). In Adams v. George W. Cochran & Co. The court held that an employer can not retaliate against an employee for complying with public policy such as informing authorities of illegal acts, or acts of abuse.
In addition, the company must also recognize the issues prevailing within the termination process altogether. Was the termination due to a mismatch of skills and abilities? Was the termination due to skills that could not be taught and are intangible in nature? The company would also want to analyze the methods in which it motivates employees within their particular job function.
Which areas within the organization need to be included?
All functional areas within the business should be included throughout the process. This is to ensure that best practices are spread throughout the organization to better facilitate an effective hiring and termination process. In addition, including all areas in the organization ensures that all expectations regarding the overall process are met. Through a share and collaborative process, inefficiencies are reduced, information is shared, and processes are streamlined.
Suggest some ways for the security department to communicate with these other departments to assure that nothing falls through the cracks.
For one, the security department could assign a detective specifically to an area of operation. These “specialized” detectives will be better able to communicate effective, due in part to their focus on the particular functional area. Security could also speak to management to ensure that all relevant information is communicated downstream to all employees. Finally, security could have periodic meetings to address any concerns with both employees and management regarding issues within the communication process.
How would you help to assure that outside departments follow these recommendations?
Top management must indicate the importance of the recommendations. If top management finds a particular initiative important, so too will subordinates. As such top management must have processes in place to insure those outside departments are following their recommendations. Audits are particularly useful as they provide an overall scorecard review of performance. Audits and reviews periodically will allow the organization to realize the importance of these initiatives to top management. Within the organization, captains should be elected who have the sole purpose of insuring that recommendations are followed within the organization.
1) Toussaint v. Blue Cross & Blue Shield of Michigan, 408 Mich. 579, 601; 292 N.W.2d 880, 886 (1980).
2) Rothstein. Mark, Andria S. Knapp & Lance Liebman, Cases and Materials on Employment Law (New York: Foundation Press, 1987), 710-738
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