Policies and Procedures That Govern the Hiring Practices Article

Policies and Procedures That Govern the Hiring Practices - Article Example For 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 charge 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 given the voice to air their concerns regarding their work environment. The organization has made its stand regarding issues such as sexual harassment, discrimination 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 human resource management, knowing and understanding the law is important, as it decreases the chance of committing a federal or state crime (Yoder-Wi se, 2003). The policy and procedures of human resource management should thus be based 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 promulgated in-house and around the community by the Human Resources Coordinator, in accordance to National Labor Relations Board (NLRB) standards (Siegel, 2002). For those who have completed the minimum requirements, two structured interviews are conducted to screen all applicants. The interview questions comply with employment and labor laws, as implemented by NLRB. What is important is that the set of questions asked of each applicant is consistent (Siegel, 2002). Aside from the competence of getting the job done, the commitment to empowering others by bei ng culturally and socioeconomically sensitive as well as to community involvement. An employee’s 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 one’s limits. This is in accordance to NLRB’s 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 case of employment (Siegel, 2002). Finally, a letter of hire will be given to the person most qualified for the job. The manpower is maximized by providing an equitable work environment that supports organizational productivity and stability despite individual