Employee Resourcing Essay Example | Topics and Well Written Essays - 1000 words

Employee Resourcing - Essay Example On the other hand, is the permissive autocrat who comes up with decisions in a unilateral manner but provides freedom to the employees to make their own decisions. Secondly is the paternalistic style which dictatorial but still prioritizes on the employee’s interests and those of the organization. The third management style is the democratic form where employees participate in the making of organizations decisions. Hence, everything depends on the majority. In this type there is extensive communication in all the directions. This kind of style is important when complex decisions are being made in organizations especially those that require improved complex skills. Finally is the laissez-faire kind of style where most decisions are made by the subordinates. The manager in most cases remains dormant on the managerial duties. This style is known to result in highly creative group of employees. However, it may also lead to staffs losing focus and sense of direction. This may inter fere with the company image. Employer’s ethics in recruitment and selection Several organizations have recognized the need to establish a process that is formal and standardized when conducting the recruitment and selection process. ... Hence, interviews have to be fair and equitable. The candidates are not only supposed to be asked several questions, rather are also suppose to be given an opportunity to express themselves. Notes taken during the interview should be used as evidence in making final decisions. At the of the interview process all the information should be kept confidential. All the paperwork used in whole process should be given to the chairman who is responsible for the whole process. The information of the candidates learned during the selection process should not be leaked to a third party without the candidate’s permission. The records of the candidate should not be used in for other purposes outside the recruitment and the selection process without the candidate’s permission. Normally files a kept for a period of six to twelve months and then destroyed. Problems with interviews Interviews are conducted by people who may be biased, inexperienced and corrupt. As a result it may be ext remely difficult to make a balanced decision based on facts on who to employ or not. Consequently, wrong people may be employed and this may result in choosing incompetent employees. Reasons for dismissal Employees and employers should treat each other with respect. Therefore, employees should conduct themselves in a manner that is consistent with good conduct and performance. On the other hand, employers should not dismiss their employees unfairly. There are well laid down procedures that are followed before an employee is dismissed in his or her work place. The procedure include; investigation to determine grounds for termination, inform or consult the trade union, give reasons for dismissal, and dispense