Human Resource Issue in Brick Moving Company †MyAssignmenthelp.com

Question: How to handle the situation? Answer:: Brick Moving Companies has a human resource issue where there is a candidate who is qualified but does not meet the set Bona Fide Occupational Requirement (BFOR). It is important for a human resource management to have proper recruitment and selection strategies that will make it possible to employ highly qualified staff (Brewster Hegewisch, 2017). In this case, there is human resource dilemma where a candidate is qualified but has health conditions to fit in the crew. The candidate is not supposed to work 1without a 30-minute break or more than 2-3 hours total within a workday period. This situation requires being properly accessed to avoid ruining the reputation of the company. Considerations As a human resource manager, it is important for an individual to have the leadership skills and knowledge to handle complex issues in the management. A human resource manager is required to follow the set Federal laws governing employment in the country. The law provides for equal employment to an individual, regardless of their national origin, age, sex and disability (Kehoe Wright, 2013). However, the laws provide the organization to come up with the Bona Fide Occupational Requirement (BFOR) which will assist the hiring and retention of employees in the organization. The qualifications are aimed at maximizing production of the company through the employment of qualified employees. Proper recruitment and selection of employees improve the performance of an organization as the staffs are highly qualified (Wilton, 2016). In this case, the BFOR is based on the minimum hours an employee is required to work which is acceptable by law. The policy of the Brick Moving Company is not discr iminating in nature. Thus it applies to recruitment and selection of employees in the organization. Recruitment and selection in an organization are essential in reducing the employee turnover, which reduces the performance of the business. As the HR manager in the Brick Company, I am supposed to follow the set BFOR to ensure that there is increased production of the company. Therefore, I will not consider hiring the employee because he does not meet the minimum BFOR of working 6-8 hours. The policy is not discriminating candidates and aims at ensuring that there is a continuous improvement of the organization through moving of household products from one place to another (Storey, 2014). The candidate with the medical condition does not meet the set BFOR making it hard to consider him for employment as it will negatively impact the production of the company. The candidate is required to offer quality services to the Brick Mover consumers by lifting and moving the household materials. Research to do I will perform a research regarding the human resource laws to ensure that the decision does not negatively impact the organization. It is important for an organization to consider the society views on particular issues in ensuring that it is widely accepted in the targeted market (Al Ariss, Cascio, Paauwe, 2014). In this case, the organization BFOR does not discriminate by age, sex, national origin, and color making it effective for the organization. The human resource managers are required to consider reduction of cost when coming up with a workforce. The implemented BFOR is aimed at reducing the cost of the company by ensuring that all the available employees are working towards the achievement of set goals. The law requires the owner of the business to defend the BFOR policies implemented to reduce cases of discrimination during recruitment (Sparrow, Brewster, Chung, 2016). The Brick Company has a policy which aims at ensuring that there is a continuous improvement of the compa ny through the involvement of employees by stating the 6-8 hours one is required to work as a loader/mover. Conclusion and recommendation In this case, it is evident that BFOR policies implemented by the Brick Movers Company are properly as they do not discriminate candidate based on age, sex, national origin and color. This makes the policies effective to use in the human resource management to ensure that there is the achievement of set business goals. The minimum working hours of 6-8 hours are aimed at ensuring that employees are engaged in serving clients in moving their household goods. Therefore, as a human resource manager, I find the BFOR proper in ensuring that there is a continuous improvement of the company through consumer satisfaction through moving services. Bibliography Al Ariss, A., Cascio, W., Paauwe, J. (2014). Talent management: Current theories and future research directions. . Journal of World Business, 173-179. Brewster, C., Hegewisch, A. (2017). Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. . Taylor Francis. Kehoe, R., Wright, P. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors. . Journal of management, 366-391. Sparrow, P., Brewster, C., Chung, C. (2016). Globalizing human resource management. . Routledge. Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). . Routledge. Wilton, N. (2016). An introduction to human resource management. . Sage.