Employment Selection and Training Development Essay

One would think that the employee woof process would be simple, but it is not. Two trips will demonstrate what is not, and what the correct way to greet a hiring situation is. There be specific ways to wish for each one situation that will minimize the risk to the company during the selection process. These alternative solutions will prevent the companies from ending up in philander for discrimination in the hiring process. nimble Delivery Service (SDC)The first case example chosen to demonstrate improper employment selection practices is Speedy Delivery Service. SDC would prefer not to hire women to perform deliveries for them. To discourage women from applying, SDC has persistent to show extremely large, bulky, heavy packages to the women that be interested in the job. The prospective young-bearing(prenominal) appli evokets be lead to believe the job requires them to carry these fair game up multiple flights of steps without assistance, therefore discouraging them from applying for the job. Male applicants are not shown this same demonstration, therefore encouraging the male applicants (Moran, 2008. Ch. 2). The strategy that SDC is victimisation in this case will increase the risks for the company to be supercharged with sexist hiring practices. This is a prime example of gender discrimination.Employers cannot overstate the strong-arm requirements for a job. The misrepresentation of bodily requirements goes against Title VII of the Civil Rights Act. It is book for employers to evidence for prospective employees abilities to perform required activities, as persistent as the tests are the same for each one-on-one. Whether the prospective employee is male, or female the test direct to be identical. Once SDC has chosen potential new hires, they can have prospective employees demonstrate that they have the capability to meet the physical requirements to perform the deliveries. If a female prospect has the same potential as a male prospect, th ey should be given the opportunity to have the job. If the females are not chosen, SDC must be able to explain why the female was not chosen.Long and ShortLong and Short is worried slightly hiring a prospective employee that has children. They are need of someone that can lead a specific memorandum andare concerned that if they choose a parent, the hours will be limited. Long and Short chooses to ask the prospective employee if they have children. If Long and Short does not hire this individual, there is a gap that they will assume it is because they have children. This opens the company up to a Brobdingnagian risk of discriminatory hiring practices (Moran, 2008. Ch. 2). When hiring for a specific shift, or if worried roughly whether a new hire can work the required schedule a company can clearly find out this information.Without making specific request referencing children, Long and Short could simply ask astir(predicate) restrictions on the days or hours that a prospective employee can work. If for example, the touch is for an evening shift and the prospective employee states that they can only work dayshifts, so the company has every right not to hire this individual. As long as each prospective employee is asked the same exact questions referencing availability for shifts, there is no discrimination. In asking a generic question to each prospective employee, the risk to the company is reduced.ConclusionProper employment selection processes can decrease the risk of a company being sued for discriminatory hiring practices. The primary practice is to ensure that all prospective employees are tried the exact same, and asked the exact same questions. You cannot make testing processes lean towards or against a specific race or gender. The hiring process requires each individual to have the same opportunity to obtain employment. If it is shown that the testing practices exceeds the need for the job, consequently this is a discriminatory practice and th e company will be in a higher risk. Therefore, it is the job of the hiring team to ensure that proper hiring practices are followed.ReferencesMoran, J. (2008). Employment Law (4th ed.). Retrieved from The University of Phoenix eBook Collection.