Hiring practices

It would be helpful if people could somehow find out which test they are getting ahead of time. Though caution must be taken. Asking your boss whether you re getting an EMIT or GC/MS would imply that you know too much, or seem too curious. The law doesn t protect you from unjust hiring practices, and your boss to be may refuse you employment for any reason. If simply drinking a cup of water makes the boss feel uncomfortable, the verdict may be guilty before you even take the test. 

Every process of HRM is influenced in some way by EEOC oversight. Hiring practices require that... 

Recruitment and placement of pharmacy personnel are two of the most important tasks a manager can undertake. If a manager finds and hires competent, self-motivated professionals, issues such as motivation and performance are less of a problem. Good hiring practices also diminish employee dissatisfaction and turnover by matching the right person with the right job. 

This is where we started bringing into our discussions the question of problem solving for employment procedures. We talked about hiring strategies and, particularly, the differences between academia and industry. Industry s hiring practices are more formalized—there are procedures and people know how they work. There are some trends that ebb and flow—they may be cyclic—such as going from a central corporate environment to a business-unit-type environment. 

Now, how would that kind of training influence employment practices Let s start by taking a look at employment practices from an academic perspective, and then we ll look at industry and other sectors. One of the employment practices is the old-boy network. What happens typically in the hiring practice is, We have a chemistry position, let me call so-and-so, so-and-so, and so-and-so. This is an employment practice now in use. In this audience, I am now looking at what I hope will become the old-or young-girl network or the women s network. The other employment practice we discussed is the manila envelope, as often used by formal search committees in academia. They get the envelopes in and then they sort them into desirable and undesirable. ... 

But the point is, you need to push transparency in the hiring practices, in the way promotions are done, and in the way labs are assigned, including square footage. If I knew that my square footage would correspond exactly to the dollars I bring in, and if I knew that everyone would be in the same boat, that is equity number one, and I would be a lot happier. 

DH (Direct hire) Practice of some general contractors of hiring craftsman directly from the local labor pools rather than subcontracting the work. 

Underutilized People - This includes underutilization of mental, creative, and physical skills and abilities, where non-Lean environments only recognize underutilization of physical attributes. Some of the more common causes for this waste include - poor workflow, organizational culture, inadequate hiring practices, poor or non-existent training, and high employee turnover. 

Section 2 Driver Hiring Practices — The second section of the questionnaire explores the driver hiring practices of the safety performance leaders. Specifically, this part of the survey explored the following topics and their impact on overall safety ... 

Section 2 Driver Hiring Practices — This section of the survey explored several areas regarding driver selection, qualif3dng, hiring, and training. Review the helow findings and conclusions ... 

X Hiring practices — A fundamental question faced by carriers in their driver hiring policies is the mix between owner-operator and company employee drivers. The safe carriers studied indicated that 54 percent do not have a policy against hiring owner-operator drivers. Among all respondent carriers, only 36 percent report that they hire owner-operators and only 7 percent hire 50 percent or more of their drivers as owner-operators. 

At Big Bank, managers and employees from various racioethnic minority groups did not think the hiring practices were fair. In a focus group, they shared that... 

Others just didn t trust the promotion policies of the organization at all. This Big School staff member would like to see Hiring practices being more critical on letting dead wood getting through promotion. ... 

While trust is conceptually distinct from fairness, these two phenomena are highly correlated. When things are perceived as fair, stakeholders tend to trust the organization when things are perceived as unfair, stakeholders tend to distrust the organization. For example, at Big Bank, a European executive shared with us that, Equal opportunity laws are just on paper not followed up on. What he is essentially saying is that since fairness is merely espoused, not enacted, there is little trust in the laws or in the bank s hiring practices. 

At Big Bank, there was a perception that hiring practices were not fair, particularly when it came to members of local branch communities. 

At MIT, a position called Professor of the Practice was created to allow the appointment of similar distinguished practitioners. Another approach is to attract senior engineers to short-term placements as visitors or adjunct instructors. These senior practitioners bring personal and interpersonal skills, and product, process, and system building skills not only to the classroom, but also to their interactions with other program faculty. Consequently, the proficiency level of the entire faculty increases as a result of hiring practiced engineers. 

Each company has its own hiring practices and procedures for prospective employees. 

Even the number with hiring plans seems optimistic. Look at recent hiring practices and employment strategies across U.S. industry, where there is lean stafiBng and greater reliance on independent contractors, temps and part-timers. Plus, technology is allowing employers to get more productivity from fewer workers. 

For example, if supervisors have little control over maintenance, hiring practices, trairung, budget, time, quality, etc., then they have little control over the elements that create the potential for a loss-producing event. In this scenario, if supervisors are held accormtable for injuries that may occur, they are being held accormtable for human and latent errors that are not under his or her control (Volume 1 Concepts and principles, human performance improvement handbook, 2009). The best approach is to have clearly defined, tangible responsibilities for preloss activities and lines of authority. 

The TVA defended its hiring practices by pointing to its policy of seeking to hire African American workers in numbers that were in direct proportion to the racial percentages of the region in which the work took place. However, Morgan s racial quota system only applied to unskilled and temporary jobs, often in the areas of construction and reservoir clearance, and there was no guarantee that the approach would be honored (Fig. 105.3). African American critics added that because blacks occupied low level jobs, they did not receive a proportionate share of the payroll even if they did have a proportionate share of the jobs (Houston Davis, 1934). In the case of Norris Dam,... 

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