Organizational Hiring Practices - Assignment Example

INTRODUCTION A literature review forms an essential and important aspect of a given research. Literature reviews analyze and critique important aspects of other scholarly sources and other documents that have propounded various theories and concepts that are applicable to this research. Literature reviews are important because they make an academic case and present a strong framework for dealing with situations and matters. This is because they create a foundation on which a researcher can analyze and evaluate concepts and ideas that are relevant to the current research.

The aim of this research is to review and critically evaluate secondary sources for insights into discrimination in organizational hiring practices. The following objectives will mark the scope of this study: 1. An evaluation and analysis of recent scholarly sources and books about organizational hiring practices; 2. An inquiry into discrimination and how they affect organizational practices; 3. A review of concepts and ideas that can be employed to reduce discrimination in organizations; 4.

Formulation of a strategy for dealing with discrimination in organizational hiring practices. This study will evaluate important elements and features of conducting literature reviews. To this end, the paper will examine some important secondary sources and how they work together with other aspects of research in order to define a core and a key concept. The process will involve amongst other things, the critique of literature and how these forms of literature work together to help in understanding theories and making inputs into various ideas and concepts.

The analysis of the literature review will involve the critical assessment and evaluation of core concepts from recent scholarly articles. This will include peer-reviewed articles that were published over the past five years. This will involve the assessment of insights on discrimination in the workplace and how efforts have been made to deal with it. From thence, the study will propound a theory on how to develop human resource management theories and strategies for reducing discrimination in organizations.

LITERATURE REVIEW A literature review is a systematic review of scholarly sources and similar materials in order to identify important concepts and theories that are integrated into a given study (Rocco & Hatcher, 2011). A literature review is concerned with the analysis of critical points of current knowledge and substantive findings in order to draw a theoretical and methodological structure for the conduct of a given research or study (Collins, Onwuegbuzie, & Jiao, 2010). This therefore gives the framework for explaining and drawing the parameters of a given research.

Concerning this study, there is the need to draw the context and framework for concepts like organizational hiring practices, discrimination practices and other elements and aspects of constructively dealing with the situation and matter. This section of the research will analyze these theories and concepts and find important elements and aspects in order to draw conclusions on the matter. Organizational Hiring Practices Recruitment and selection are important stages and processes through which firms hire new employees.

Recruitment and selection are closely related concepts and they aim at attracting and selecting appropriate persons with a given skill-set to carry out a given organizational function (Gatewood, Feild, & Barrick, 2013; Dwivedi, 2009). The recruitment process involves the advertising of a given vacancy to attract persons who have the relevant skills and also the preliminary screening and evaluation of applicants who show interest and apply for the vacancies (Cooper & Rothmann, 2012). The public sector and private sector both have different views and ends that they seek to attain.

Thus, there are different hiring practices that thrive in these different sectors of the economy. In the case of the private sector, the desire and expectation is to hire people who will typically help them to meet their profit motive. On the other hand, the public sector seeks to get workers who can help to further the welfare of the organization and also meet the targets of the workplace. However, irrespective of the hiring strategy put in place by a firm, there is the need for the firm’s hiring practices to be in sync with the dominant rules and regulations of the state and federal authorities (Li & Goldschmidt, 2012).

Therefore hiring practices and hiring processes must be presented in a way and manner that enables certain protected classes of the society to retain their rights to protection and also gain the right treatment as per the rules of the community or nation (Colaprete, 2012). Organizations are therefore required to come up with a hiring policy that will inform the public of their hiring processes and this must be done in a transparent and compliant way and manner in order to promote the relevant rules and regulations that cover employment in the particular sector or industry (Wolf-Wendel, Twombly, & Rice, 2013).

Discrimination and Organizational Practices Reducing discrimination in Organizations APPLICATION OF THEORIES RECOMMENDATION HR Strategy to Exclude Discrimination CONCLUSION QUESTION_3: Analyze the scholarly research in the last five years on organizational hiring practices. Evaluate this literature for insights on reducing discrimination in organizations. Develop a human resource management strategy for reducing discrimination in the organizational culture. 1. Carter-Boyd, B. (2012).

Transitioning from the military to federal civil service employment: Preferential hiring and its unintended consequences on the mid-life career transition and workplace adaptation of veterans. (Order No. 3509097, Capella University). ProQuest Dissertations and Theses, , 210. Retrieved from http://search.proquest.com.library.capella.edu/docview/1019243589?accountid=27965. (1019243589). 2. Batchelor, Z. R. (2013). Does trust matter? A study of the relationship between organizational trust and an employees intent to leave among federal employees.

(Order No. 3567509, Capella University). ProQuest Dissertations and Theses, , 144. Retrieved from http://search.proquest.com.library.capella.edu/docview/1420352225?accountid=27965. (1420352225). 3. Skubinna, D. M. (2011). Factors that impact the design and development of a mentoring program for new civilian employees within a federal organization. (Order No. 3444937, Capella University). ProQuest Dissertations and Theses, , 210. Retrieved from http://search.proquest.com.library.capella.edu/docview/859583544?

accountid=27965. (859583544). 4. Smith, K., & Ho, J. (2012). 2012 enforcement trends in employment law: hiring and safety. HR Specialist: New York Employment Law, 7(2), 6. 5. Lessack, S. K. (2013). OFCCP Echoes EEOCs Recommendations on the Use of Criminal Records in Making Hiring Decisions. Employee Relations Law Journal, 39(1), 40-43. 6. SUMANTH, J. J., & CABLE, D. M. (2011). STATUS AND ORGANIZATIONAL ENTRY: HOW ORGANIZATIONAL AND INDIVIDUAL STATUS AFFECT JUSTICE PERCEPTIONS OF HIRING SYSTEMS.

Personnel Psychology, 64(4), 963-1000. doi:10.1111/j.1744-6570.2011.01233.x 7. Eriksson, S., &Lagerström, J. (2012). Detecting discrimination in the hiring process: evidence from an Internet-based search channel. Empirical Economics, 43(2), 537-563. doi:10.1007/s00181-011-0496-6 8. Green, T. K. (2011). The Future of Systemic Disparate Treatment Law. Berkeley Journal Of Employment & Labor Law, 32(2), 395-454.