- Published: August 30, 2022
- Updated: August 30, 2022
- Level: Bachelor's Degree
- Language: English
- Downloads: 23
Questions My organization uses background checks in order to verify applicant information prior to employment, such as confirmation of applicant identity, education and employment history. These background checks can also reveal whether an applicant has any history of criminal convictions, and thereby serves to weed out high risk candidates while also saving time and resources. However, in view of the fact that my organization is a prepaid phone card company and there is an added potential for fraudulent actions by employees, additional pre-employment tests may be useful. Some of these which the Company could possibly use are (a) CPBI – Counter Productive Behavior Index – a tool for assessing candidate honesty and integrity (b) SELECT Associate System – a tool that gauges a candidate’s attitude towards honesty, integrity, dependability and honesty as well as the potential for aggressive behavior and (c) First View job fir indicator, which is a personality and cognitive screening tool (www. super-sloutions. com).
2. My Company currently makes its hiring selections on the basis of online applications, which are then screened using background checks on identity, education and work history. After this initial process of screening, the Company then selects a list of potential candidates for the interview process, which is the basis for an offer of employment. However, I feel that this process should be refined and the candidates should be made to take additional personality and integrity tests like the ones identified above, so that a good assessment can be made about how likely they are to be employees of integrity and honesty. The nature of current background checks are very preliminary and may not be adequate to identify potentially defrauding employees who could be a liability to the Company.
3. The reason for the sparse use of tuition reimbursement plans is the fact that in most organizations, tuition reimbursement plans are just bundled in with other administrative costs and no one is really responsible for them. Moreover, in most cases, the kind of degrees available under such plans are degrees at community colleges, with those who avail of it being disappointed when their Companies do not immediately recognize their new degrees in the form of promotions, etc. As a result, they are not frequently used.
4. After working as a team member, being promoted as Manager is hard because the team members are not used to viewing their peer in a superior capacity and therefore it may be difficult for the new Commander to earn their respect and obedience. Another reason is that the other team members may resent the promotion of one of them at the expense of others who are equally qualified and competent, and such underlying jealousy may cause conflicts and insubordinate behavior from them.
5. The nature of the job will determine whether internal promotion or external recruitment is better. However in general, it may be better to resort to internal promotion, because it provides an incentive to employees of the organization and also allows for the hiring of those individuals who are already familiar with the internal organizational environment and problems which provides them a jump start in carrying out the job requirements. Studies have also shown that internal promotions can be used to protect and favor the investments made by Companies on their employee skills.(Chan, 1996).
6. While it is impossible to guarantee how long an employee is likely to stay with an organization, I cannot agree that this should be the basis to look only at this possibility and how much the employee can contribute towards the bottom line. Rather, I feel that it is necessary to examine whether or not an employee is likely to honestly and ably discharge the duties for a particular post, irrespective of how long he or she is likely to stay with the organization., If an honest employee with integrity is chosen, the chances are also high that if the employee finds it satisfactory to work in the organization, the employee will not be easily tempted by other offers. Besides, an employee hired for the short term with an eye on the bottom line could be a dishonest employee, in which case he/she will not contribute to the bottom line but could cause great losses. Therefore, it is more important to select employees of integrity, irrespective of how long they are likely to stay with the organization.
* Chan, William, 1996. “ External recruitment versus Internal promotion” Journal of Labor Economics, University of Chicago Press, 14(4): 555-570
* Success Performance Solutions. [online] retrieved September 26, 2007 from: http://www. super-solutions. com/BackgroundChecking. asp