The paper "Managing Human Resources: Productivity, Quality of Work Life, and Profits" is a good example of a literature review on management. It is imperative to note that diverse organizations in different industries necessitate profound decision-making processes. This is central to the attainment of organizational goals and objectives. I was engaged in a decision-making situation when I was employed during my summer holiday in the procurement department of a certain fashion company. I had the chance of being a member of an interviewing panel when the company sought to recruit new employees aimed at elevating the performance of the company amid increasing competition. In the above situation, I was mandated with the role of developing the benchmarks for screening the applicants for the post of marketing manager in the organization.
Additionally, I was to undertake the initial screening of all the applicants who had applied for this post. In this latter undertaking, I had to make decisions on the individuals who would proceed to the second phase of the recruitment process. The subsequent section is thus a critical reflection of this decision-making situation.
Different theories and models will be put into utility aimed at arriving at a robust inference at the end of this analysis. Analysis of the decision-making process A wide alley of researchers, for instance, Heneman and Judge (2003) and Cascio, (2003) and Gberevbie (2008) have come to a consensus that one of the core challenges confronting contemporary organizations in the realms of performance is their lack of capacity to institute strategies which have the capability of recruiting employees who are competent and retaining them towards the attainment of organizational goals. It is against the cognition of this fact that my employers decided to engage a robust strategy of selecting and recruiting employees having the capacity of enhancing the performance of the company both in the short and long-term.
In my undertaking of conducting the initial screening of the applicants, I had to make decisions on the individuals who were to proceed to the actual interview process. In this case, the bio-data of the applicants played a key role in informing my decision in recommending particular applicants to proceed to the next level.
This is best epitomized by gender whereby different researchers have revealed the existence of women discrimination in the hiring process in various organizations (Abbas, Hameed, and Waheed, 171). In this case, I made a decision to select those who were to proceed to the next stage on the gender composition of 1:1. Additionally, there was the issue of age. This is whereby it became apparent that the younger generation possesses high academic qualification but have limited experience in the workplace. In this case, I had to weigh the alternative of training and development of this class of applicants against the predominant selection of highly experienced applicants.
This is against the backdrop of a high prevalence of negative perceptions about hiring young people based on the bias on their basic skills, preparedness to work as well as their attitudes (Hasluck, 2). Thus, in the issue of age, I made a decision of selecting the relatively younger applicants to proceed to the next level of interviews. Nonetheless, this decision had detrimental impacts while presenting my recommendations to the employer. This is based on the fact that the employer had an inherent belief that the more experienced employees will pose an immediate impact on the performance of the organization, unlike the young employees who required intensive training to make them competent in this post.
Abbas, Qaisar, Hameed, Abdul and Waheed, Aamer. Gender Discrimination & Its Effect on
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Cascio, Wayne. Managing Human Resources: Productivity, Quality of Work Life, and Profits. 6th
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