Career Planning and Development

 

Spartex Inc. is planning to open an auxiliary office at a local region in Texas, which is, in particular, an effective approach to enhance market diversification of our business operations. The company is for that reason bringing out some vacant positions to be filled after the official opening of its new office.  Its apprehension is to incorporate the most excellent and brightest employees in the innovative office with the potential to enhance the accomplishment of this diversification approach. A recruitment process will hence be put into practice to make sure the company hires the desired group of employees for the new positions.  Importantly, the company is guaranteeing a fair and transparent recruitment process to all job applicants. The process will be conducted in agreement with different principals such as legal statues that often affect the selection and hiring of employees.

Legal statue

The selection, hiring, and interviewing employees is underlined as one of the sophisticated practices in an organization given that it is governed by a range of significant legal statues. The primary reasons for legal statues stress the mostly accepted fact that organizations register a low turnover rate of potential employees hence the need for compliance. Consequently, the major constitutional laws emphasize on the illegalization of employment discrimination declaring that the encompassed laws limit employers from engaging their personal views or interests during the selection and hiring processes. The laws considerably deter companies from valuing of job applicants by their immutable characteristics such as race, religion, gender, national origin, age, and also disability status. Employment laws criticize any form of illegal bias throughout the stages of hiring process hence this organization gives job applicants the mandate to report elements of partiality to respective governing bodies for legal action.

However, employment bylaws limit employers as well as personnel involved in recruitment processes from violating the major rules whatsoever. For instance, companies are restricted from going against the “Title VII of the Civil Rights Act of 1964” that in particular puts a stop to either employing of more women than men or employment of men more than females but fails to prevent unfairness relating to variables such as marital status and sexual orientation. As a result, work governing bodies limits organizations from entertaining misusing the weaknesses portrayed by the law above to make unethical decisions (Cripe & Pearlman, 2005). 

Affirmative action is an exception that highly causes a lot of complexity in the recruitment processes. In opposition to the laws that prevent any senses of discrimination, affirmative action encourages employers to accomplish their bias agendas on a limited basis. Organizations apply affirmative action to employ personnel on factors such as race, religion, and sex in regards to the job description (Truesdell, 2003). It is important to note that sufficient evidence needs to be presented before implementing affirmative action.

Key Positions

The company publicizes three basic positions to be filled in the new office to ensure a successful start of its principal operations within its region of business. The areas include the Office Manager, Bookkeeper, and Receptionist.

Office Manager

Job applicants for this position are expected to define their expertise in different administration fields since their major goal will be to enhance the operational success of our new office. For instance, job applicants should enfold their capabilities to direct the human resource departments and work as a purchasing agent with the company’s salespeople and other vendors. In the main, the position highlights the responsibility to supervise any other business practice that is not included in the production process meaning the needed employee should as well show his or her marketing expertise. This a full-time position hence the employee will be expected to work through the official working hours (8:30 am to 5 Pm) and days (Monday through Friday).

Education and Experience

Employee applicants for the position should be holders of diploma or certificate IV in business administration from a recognized institution. Also, the required employee for this post ought to have at any rate of three two years experience in a similar occupation with related administration tasks in a successful business marketing organization.

Bookkeeper

The employee in this position is responsible for all financial needs in the organization. The representative is required to manage and formulate the start-up funds and also ensure efficient movement of revenue inflow and cash outflow in the office. The position is necessitated to enhance the formulation of budgetary decisions in accord with the organizational goals to facilitate effective marketing of its services. The bookkeeper will be keeping track of the business proceedings by providing consistent financial reports in regards to the company's sales around the state. Besides, the employee in this position will often be consulted by the office manager when making an accounting decision and financial plans (Heintz & Parry, 2016). This is a part-time position from which the employee will be working for not less than twenty hours in a week.

Education and Experience

Education

The company requires an employee with at least a certificate with a particular class from a business institution covering different fields of accounting and finance including inventory adjustments and error collection.

Experience

The minimum entry-level for the bookkeeping is utmost two years in a similar task in any organization within the country.

Receptionist

The receptionist is the front line representative of the office who plays a significant role in establishing the company's reputation in the community as a whole. The position is of importance to ensure effective communication between customers and the community. Some of the primary tasks of the receptionist include the management of all communication channels including phone calls and office mails. On the other hand, receptionist works in correlation with the office manager to make a sure efficient flow of tasks in the office.

Qualifications and Experience

Potential candidates for this position are required to define sufficient skills in public relation such as phone, listening, Microsoft office and verbal communication skills. Applicants should as well have at least a one year experience from a business organization with commendable skills in supply management and customer focused capabilities.

Selection Devices

There are a variety of selection devices that will be used to minimize errors encompassed in the determination of job applicants. The following are the commonly used selection devices;

The Interview

Strengths

Interviews are well organized and structured which eliminates chances for complications. For instance, the process of planning an interview involves the identification of the key areas that an interviewer is limited to assess from an applicant and in consequence increasing its validity (Robbins et al. 2014). Additionally, interviews are consistent given that they use common questioning techniques from one to another hence increasing the predictability capability.

Weakness

Interviews are often prone to senses of unfairness when poorly structured hence an organization must incorporate a variety of strategic measure to ensure its success.

Application Form

Strengths

They provide an organization with an applicant’s biographical data which boosts the validity of performance measures. Application forms are as well effective in the determination of an employee from various groups of job applicants due to their capability to define job relatedness (Robbins et al. 2014).

 

Weaknesses

Creation and maintenance of application forms are expensive and also include a lot of complexity especially in the weighing of item applications.

Written tests

Strengths

Intelligence tests are effective in the determination of the potential candidates for top employment positions such as supervisory positions. On the other hand, written tests appear in different forms including perceptual accuracy and intellectual ability tests which can be used to predict the best candidates for lower classed job positions (Robbins et al. 2014).

Weaknesses

Written tests do not guarantee the selection validity since the tested characteristics in an applicant can easily be withdrawn from the practical practices in an organization.

Performance-Simulation Tests

Strengths

They avail job relatedness since they are dependent on data involving job analysis. They are effective predictors of job performance since they emphasize on the exposure of applicants to practical work under observation. Additionally, they highly deter senses of employment discrimination since applicants are valued in regards to their familiarity with job content (Robbins et al. 2013).

 

Weakness

They are expensive to establish since they involve a variety of methods meant to evaluate job content.

Integrity

The nature of the defined positions discourages the use of integrity tests whatsoever hence job applicants are informed to not accept any form of the test in the selection process. The elimination of tests is based on the fact that the underlined positions do not exemplify the management of controlled substances neither does the positions ask for the provision of security services.

 

 

 

 

 

 

 

 

 

 

References

Heintz, A. J & Parry, W. P. (2016). College Accounting, Chapters 1-15. Cengage Learning

Robbins, S., De Cenzo, D., Coulter, M & Woods, M. (2013). Management: the Essentials.           Pearson Higher Education AU

Robbins, S., Bergman, R., Stagg, I., & Coulter, M. (2014). Management VS. Sydney: Pearson      Education Australia.

Cripe, C. A., & Pearlman, M. G. (2005). Legal aspects of corrections management. Sudbury,       Mass: Jones and Bartlett Publishers.

Truesdell, W. H. (2003). Secrets of affirmative action compliance. Walnut Creek, CA:      Management Advantage.