Chapter 8, Problem 1.3CFA

One of the first problems Jennifer faced at her father’s Carter Cleaning Centers concerned the inadequacies of the firm’s current HR management practices and procedures.  One problem that particularly concerned her was the lack of attention to equal employment matters. Each store manager independently handled virtually all hiring; the managers had received no training regarding such fundamental matters as the types of questions they should not ask of job applicants. It was therefore not unusual for female applicants to be asked questions such as “Who’s going to take care of your children while you are at work?” and for minority applicants to be asked questions about arrest records and credit histories. Nonminority applicants—three store managers were white males and three were white females—were not asked these questions, as Jennifer discerned from her interviews with the managers.  Based on discussions with her father, Jennifer deduced two reasons for the laid-back attitude toward…

When it comes to hiring middle managers today, Indian software services giant Wipro Ltd. does more than just discuss pay and benefits; the company also conducts a thorough interview process that includes assisting the new hire with housing needs, compensating those who do not give enough notice when quitting their previous jobs for lost wages, and even assisting with their children`s school admissions. According to Banerjee, president of Wipro`s enterprise solutions, we must provide them with virtual valet service.Given that the outsourcing industry in India grew by 35% in 2004 as big multinational firms and smaller U.S. and European businesses switched businesses to Indian organizations, Wipro should be more active in recruiting new clients. Over the last two years, entry-level salaries have increased by a similar amount, whereas midlevel manager salaries have increased by 30% annually, reaching a median of $31,131. According to Chitanjit Banerjee, director of human resources at Quest…

Suppose honesty test gives you a precise picture of who is honest and who is not. Being an HR manager of a large college what could be the consequences of not taking a honesty test during selection phase of lecturers, for that college?

Blake works for Big Box Warehouse, a store which sells items that come in big boxes, including appliances. Blake is a commissioned employee who works in the appliance area of the store and is just learning the trade. Blake is a well-groomed, bright and articulate, and eager employee. Blake has a medical condition which causes visible involuntary facial tics or twitches from time to time. Blake experiences facial tics just a few times during any shift, but they become more frequent and more severe when Blake engages in anything strenuous, like moving big boxes of products, as is sometimes required of employees at Big Box Warehouse. Blake's supervisor is concerned that Blake's condition may turn off customers, and so Blake's supervisor is diverting Blake to answering phones when new customers come to the store. Blake's co-workers, as commissioned employees, rush to meet new customers when they enter the store to shop. After several weeks of being diverted to phones and beaten to new…

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.

An organization has a staffing strategy in which it hires 10% more employees than it needs in any job category to ensure its hiring needs are met.  Leaders in the organization reason that some of the new hires will renege on the accepted offer and that the organization can renege on some of its offers, if needed, in order to end up with the right number of new hires.  Evaluate this strategy from an ethical perspective.  Explain.

18- Talal is a new HR manager in a large company. He faces many ethical problems to solve because of the large number of staff in the company. For him to be able to solve these issues properly he has to be_______. a. committed, conscious and competent b. committed, conscious and stubborn c. competent, committed and careless d. conscious, committed and irritated

The vice president of human resources (HR) has asked for advice on putting a diverse and inclusive hiring process in place for the organization. Specifically, the VP is interested in training recruiters in the HR department. The VP wants to attract and select a more diverse applicant pool to diversify the workforce. You will be presenting your recommendation to senior management. Your task is to provide a recommendation. Your advice must explain the steps that will facilitate the recruitment and selection of a diverse workforce. Your presentation must include the following points: A detailed discussion of at least 5 different strategies that can be implemented in the recruitment and selection process to ensure that it is inclusive and free from bias

Fran Jefferson began her job as the supervisor of the Training Department of Metro Bank and Trust Company almost four years ago. She was generally pleased with the four trainers and one secretary in her unit. Indeed Fran took pride in her ability to create a high morale and high performance unit. This was particularly pleasing to Fran because they were constantly busy and barely able to keep up with the volume of training expected from them. Then early on Wednesday morning, Fran’s secretary Judy Martin, knocked on Fran’s door and asked to see her. Fran liked Judy and considered the secretary to be one of her “stars”. Indeed, in an effort to develop Judy's talents and abilities, Fran had gone out of her way to give Judy special assignments, including her in all the major planning activities of the department and entrusting her with the administration of certain departmental programs, such as tuition assistance and evaluation follow-through. By now, Judy functioned more as an…