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Human Resources Recruitment- Memo Report

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Human Resources Recruitment- Memo Report Recruitment Theaimofthisexerciseis torespondto directionsfromyouremployertodesign arecruitmentexercisethathopefullywillincreasethediversityofacity departmentwhilecomplying withfederallawsconcerningemployment discriminationandfairrecruitment/testingmethods. Youworkinthepublicsector.Specifically,youworkinHRforamedium-sized cityofapproximately1millionpeople. Approximately30%ofthecity’sresidents areracialor ethnic minorities,withasignificant proportionofAfrican-American andHispanicresidents. Atpresentthereareapproximately900firefightersemployedbythecity;afull complementof firefighterswould be1000firefighters. Thecitywantstorecruitapproximately100additionalfirefighters. Atthe presenttime,thefiredepartmentisoverwhelminglywhite(andmale). Many of thecurrentfirefightersarethesonsandnephewsof formeror currentfire fighters. Inthepast,potentialrecruitstothefiredepartmentlearnedofthecivilservice examsthroughwordof mouth fromrelativeswhoworkedforthefire department;someofthemhadaccesstoa‘bank’ of formerexamquestionsthat hadbeencollectedandstoredat firestations. Theentryexamforthefiredepartmentinthepastconsistedofaseriesofessay questions,posing hypotheticalquestionsthatafirefightermightencounterina fire. High-rankingofficersinthefiredepartmentdesignedthequestions. Applicantswererankedaccordingtotheirscores ontheexamandaspositions becameavailableapplicantswereappointedintheorderin whichtheywere rankedonthetest.Aminimumscorewasrequiredtobeplacedonthelistfrom whichappointmentsweremade. Generallyspeaking,whileapproximately25%ofnon-minoritycandidatesscored wellenoughto beplacedonacivilservicelistfromwhichappointmentswould be made,andhadagoodchanceof beingappointed,onlyapproximately10%of minoritycandidatesscoredwellenoughto‘pass’theexam,andwerenotplaced onthehiringlist. TheFireCommissionwouldliketoincreaseminorityrepresentationintheranks oftheFireDepartment,if possible. TheCommissionhasaskedthecityHR departmentforwhichyouworkto designarecruitmentcampaignandsuggestan entranceexamthatmightachieveitsgoalsofincreasingminorityrepresentation inthefiredepartment. WriteamemorandumtotheFireCommissionabout recruitmentpracticesoftheFireDepartmentandtosuggestwaystoachievethe Commission’sdesiredgoals.Inanyevent,youwishtoavoidlitigationoverthe testresultsandbeableto defendtheresultsoftheentranceexam,evenifit failed toachievethecity’sgoalofincreasingminorityhiring. Inyourmemorandum,youshouldcoverthefollowingpoints: CritiquethepastrecruitmentpracticesoftheFireDepartmentinlightof what youknowaboutthelegalprinciples of discrimination,particularlythedifferent theoriesofracediscriminationunderTitleVII. Animportantresourcewould be EEOCguidelinesonracediscrimination http://www.eeoc.gov/policy/docs/race-color.html http://www.eeoc.gov/policy/docs/race-color.html Importantcaseswould beGriggsv.DukePower, http://www.law.cornell.edu/supremecourt/text/401/424 http://www.law.cornell.edu/supremecourt/text/401/424 http://www.law.cornell.edu/supremecourt/text/411/792 http://www.law.cornell.edu/supremecourt/text/411/792 Wouldyourecommendfollowingthesamerecruitmentpracticesofthepast(e.g., word-of-mouthrecruitment,essay-basedexamquestions)?Whyor whynot? Whatwouldyousuggestintherecruitmentcampaignyouhavebeenaskedto helpdesign? Whatspecificrecruitmenttechniquesmightincreasethediversity ofthepoolofapplicants? Thereis apossibilitythatdespiteyourbesteffortstoavoidadverseimpact,the assessmentmethodsmightproducearesultin which minoritiesachievedlessthan 80%ofthepassrateof non-minorities.Whatadvice wouldyougiveinadvanceto avoidapotentiallysuccessfullawsuitchallengingtheresults oftheexamination? Animportantcasewould beRicciv.DeStefano Youcanusetheabovepointstostructureyourmemorandum,butbesureto considerandaddressthefollowingissues,whichar

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