Policies and Procedures That Govern the Hiring Practices Article

Policies and Procedures That Govern the Hiring Practices - Article ExampleFor Catholic Charities Spokane, their ultimate goal of providing consumer satisfaction within the means of the organization has guided them to the careful establishment of processes regarding recruitment, encouraging productiveness, work evaluation, and feedback. The Human Resources Coordinator is in betoken of posting job vacancies, evaluating candidates, and organizing interviews. Productiveness of employees is encouraged through retreats and yearly evaluation. On the other hand, employees are stipulation the voice to air their concerns regarding their work environment. The organization has made its stand regarding issues such as sexual harassment, contrast and nepotism to prevent the occurrence of such activities. Ultimately, the human resource practices are annually evaluated using employee satisfaction ratings and retention. In any(prenominal) human resource management, knowing and understanding the law is important, as it decreases the chance of committing a national or state crime (Yoder-Wise, 2003). The policy and procedures of human resource management should thus be base on what the law stipulates. ... The Catholic Charities thus annually reassesses its workforce, through the Program Directors, based on any changes in employee workloads, current management practices, service objectives, and quality improvement. The Catholic Charities are also open to practicum students and volunteers. The recruitment and hiring process has been carefully planned out. Briefly, the availability of a position and its respective job description is proclaim in-house and around the community by the Human Resources Coordinator, in accordance to National Labor Relations mount up (NLRB) standards (Siegel, 2002). For those who have completed the minimum requirements, two structured interviews are conducted to screen all applicants. The interview questions trace with employment and labor laws, a s implemented by NLRB. What is important is that the sight of questions asked of each applicant is self-consistent (Siegel, 2002). Aside from the competence of getting the job through with(p), the commitment to empowering others by being culturally and socioeconomically beautiful as well as to community involvement. An employees sensitivity is ascertained using a set of questions inquiring about empowerment of others, belief in the value of family, establishing and maintaining respectful relationships, and knowing ones limits. This is in accordance to NLRBs suggestion that the interview questions be focused on what was previously done by the interviewee, in the premise that past behavior is the best predictor of future behavior, in fact of employment (Siegel, 2002). Finally, a letter of hire will be given to the person most capable for the job. The manpower is maximized by providing an equitable work environment that supports organizational productivity and stability despite several(prenominal)