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First, at times, it may be difficult to get suitable and appropriate employees for the vacant positions within the organization. Therefore, using the external sources, it gives a flexibility of choosing to the management, since many applicants may be willing to get the opportunity of working for the organization in the position (Hanisko, et.al, 2015). This flexibility of choosing ensures that the management can select the best from the applicants and based on the type of skills, ability, and experience. Secondly, using external sourcing will enable me to capture persons with new ideas from outside and previous organizations (Hanisko, et.al, 2015). Foreign supply can catch individuals with enough experience and skills to implement and instill new ideas in the departments and the organization at large. The change of plans, as well as the addition of new ideas in the company, will ensure that the organization is in a competitive position with other agencies (Hanisko, et.al, 2015).

Another benefit of using external sourcing of recruitment to the company is economical since new employees are already experienced and trained for the positions. The areas required should fill both the high and low positions. This is a two task position and requires highly trained and skilled employees to handle (Hanisko, et.al, 2015). Getting sources from outside the organization will ensure I get exactly the type of trained personnel I need for the positions. As mentioned earlier, external sourcing will give me an opportunity to select from a variety of interested applicants. This flexibility will ensure I choose the best from all interested candidates. My selection will focus on filling the high and the low positions. Hence I would consider the most skilled, and the person with the great ability to handle the job. This will reduce the training cost since the individual is competent and the person is as well experienced for the work. The experienced employees will ensure new ideas are implemented in the organizations (Hanisko, et.al, 2015).

In conclusion, recruiting new employees will require the addition of labor since the workload is added. Therefore, using internal recruitment source, some employees will have to handle extra work, and the work might even be axcess to some employees due to this, the quality of work done by employees in the organization might reduce causing a decrease in the production of the company. On the other hand, external sourcing of recruitment is advantageous because it will lead to additional of labor in the organization hence reducing the workload per employee. This will lead quality work which increases production of the organization. Evidently, it is wise to use external source while recruiting in case some vacant positions may exists in the department (Hanisko, et.al, 2015).

3. Develop a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a discriminatory charge occurs

1. Procedure for Prevention of Discriminatory Charge

Discrimination happens when an applicant is disadvantaged or denied the chance due to their age, race, and sex among others. It may be as a result of personal interest as well, where the interviewer dislikes the personal character of the applicant tending to think it may affect their work performance despite being qualified and can be indirect for or direct form. To overcome such legal threats, here are some of the precautions taken in our firm to ensure safety;

· Abide by the law, especially the (Vic) Equal Opportunity Act (2010) in the United States.

· Discourage such instances of discrimination in the firm.

· The firm has drafted some policies against discrimination in all perspectives that is, age, and sex among others. These rules are mandatory, and all employees are committed to them since they result in severe consequences such as demotion and even lawbreaking.

· Managers in Pepsi are highly trained and skilled on perspectives of cultural diversity and discriminations. Managers and other leaders in the firm likely to commit discrimination due to the power appointed to them by the firm’s policy.

· There is a peer in the firm working to counsel and guide on law and other similar issues. For instance, a guiding office has a department for training the newly employed on the policy of the firm as well as the social culture of the firm. Also, a grievance officer is appointed to monitor and observe instances of law breaking and another issue such as discrimination in the firm.

4. Decide on three (3) background checks that the HR Department must utilize, and justify the relevance of each background check for the job opportunity

Human Resource should perform a background check to verify the information their applicants. Verification is important since it examines the reliability of the documents and the applicant. The first crucial are to perform a background check on, is the applicant’s previous experience. They should contact the referee to understand the applicant's past experiences. Secondly, they should make inquiries on the applicant’s performances from their academic institutions, where they graduated. Finally, they should seek to now the applicant’s record and behavioral activities. All the three background checks plays a pivotal role to the applicant’s job opportunity. Verification of their performance and previous experience already in their possession will influence the decision of the employers regarding the job opportunity. The positive response from the background checks increases their job opportunities, and negative feedback from checks denies the applicant an opportunity. For instance, if the referee in the resume comments negatively about the behavior of the applicant or the performance, then it might cost the applicant a job opportunity, in spite of their remarkable qualifications. Employers are advised to respond effectively to such comments and terminate such applications. On the other hand, positive comments from the referees will give the applicant an advantage over the others despite race, age or even sex.

5. Choose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) that the HR Department should use. Justify the relevance of each selected employment test to the job requirements.

The HR might consider employing the drug test, medical test, and HV test. The firm produces drinks and refreshments, the health of the employees’ matters to the firm and the consumers. Some diseases are airborne, and a multitude of employees work together and come to contact with the products, as well as other human beings regularly. It is necessary that their health is tested and examined as part of their job opportunity test (Reiche, et.al, 2016). Those with a disease like HIV cannot work efficiently in the company and might infect the co-workers and the clients. Drug abusing has significant impacts and reduces the efficiency of workers through interfering with their focus and concentration. It is relevant that they a drug test is conducted on them and addicts should be denied the job opportunity with immediate effect. Lastly, any medical condition should be examined, hiring infected and the ill person may affect the efficiency and workforce might significantly reduce in the firm (Reiche, et.al, 2016).

6. Formulate a policy for making both the hiring and promotional decisions related to the job opportunity. Specify the major challenges and potential adverse impact of using subjective criteria for assessing soft skills. Next, suggest one (1) plan to mitigate the adverse impact. Justify your suggestion.

Performance evaluation is vital for promotion and payment of the employees. It also provides an opportunity of assessing the performance of the employees to the management. There are five steps followed while creating the performance evaluation system. These steps include the increase of an evaluation form, identification of measures of performance, setting feedbacks guidelines, creation of termination procedures as well as disciplinary and setting a schedule for evaluation. Conducting a performance evaluation system is important because it can motivate staff and employees to work hard and do their best for the promotion and the compensation. It, therefore, should be performed fairly to maintain and establish a good relationship with the employees.

The first step of evaluation performance is to develop a form of evaluation. The use of standard evaluation form ensures fair, objective and consistent evaluation done. The form used should only be based on job routine parts. The second step deals with the identification of the performance measures. They are standard and allow evaluation of performance objective. Therefore they ensure standard evaluation of job performance. The third step is guidelines setting and the feedback; performance evaluation is feedback. The person conducting the performance evaluation should be aware of the kind of feedback to give and receive in return. The feedback should be equal and should encourage feedback from the employee as well (Reiche, et.al, 2016).

The fourth step is the development of termination procedures and disciplinary creation. Employees that perform poorly should as well be handled if they do not change even after the warning. The kind of warning given to these employees who do not perform properly may include the following: verbal warning which is done privately where the employers warn the employees directly and the written warning. If they don’t change even after the warnings, then termination of such employees should follow and replace them with more productive employees (Reiche, et.al, 2016). Finally, the fifth step is setting a schedule purposely for evaluation. After the four steps above, the time to conduct the evaluation should be set. All employees should be assessed at the same time.

7. Recommend two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Argue two (2) legal reasons for not being able to sufficiently provide such reasonable accommodation for each group.

Legally, qualified individuals with disabilities, have a right to demand reasonable accommodation such as adjusting the application through being more considerate to the disability but qualified and modifying the work environment to favor the disabilities and people with religious concern. However, the employee has the right of employing whom they see fit to their organization (Reiche, et.al, 2016). They might legally untie themselves from the reasonable modifications especially to people with different religion. Employee benefits are compensation given to the employees about the employment. The types of benefits vary according to the type of country an employee is working in. However, these benefits exist in the wider part of the world (Reiche, et.al, 2016). There are numerous types of benefits offered to the employees. For instance, there are legally required benefits such as Social security, insurance for unemployment, compensation insurance.

8. Select one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing harassment issues more expeditiously. Recommend an action plan geared toward preventing the issues addressed in both cases within your selected organization. Justify your recommendation

Hostile work environment results from unwanted comments or behavior as well as interference with the work performance of an employee (Faulx, et.al, 2013). Also, it can occur through the creation of hostile, discriminating and offensive working environment. The harassing behavior is normally not welcomed to the recipient and damages the individual severely, despite having a standard base to the objective individual (Faulx, et.al, 2013). Harassment can come from any member of the working community such as the officials, employees, guests, customers among others. Sexual harassment, as well as workplace litigation, violates the law. After going through the interview with Les, with the evidence documented, Carla violates the law by sexually harassing the Les. According to Roberts, (2012), the two are co-workers and Les feels offended or rather discriminated by the unwanted actions of his ex-girlfriend Carla. Evidently, the harassment is not directly sexual, but the offensive messages, emails, and marks on the picture are evidence of sexual harassment and litigation of workplace. He conducted an interview with Les regarding the complaint about further clarification. After getting clarification from the answers to my interview questions, he was interested in pursuing the investigation further before making any analysis or conclusions. All the evidence from the complainant Les side was documented and arranged appropriately (Roberts, 2012).

Meeting with Les seeks for further investigation on the case. A prosecutor’s questions were answered but more that required extensive investigation aroused and could not be answered by Les appropriately (Faulx, et.al, 2013). As a reasonable investigator, his next step must be the preparation for an interview from the harasser Carla. It is fair and prompt to gather information from both sides in spite of the evidence provided against Carla. Before interviewing Carla, he would need a closure of the relationship from a witness who was there during the relationship and the breakup (Roberts, 2012). A core worker willing to give valuable information will be relevant to the investigation. After meeting the witness, the information gathered would not be prompt without Carla’s perspective. (Roberts, 2012). The information provided is enough to take to a trial, but settlement can be done providing that, the cause of Carla’s harassment has a reasonable cause.

9. Choose three (3) work-life conflicts that the HR Director should consider within the selected organization. Then, outline a policy geared toward resolving each conflict through the use of related employment laws. Justify your response.

Some of the major work conflicts that may rise in the organization include; roles disputes, Harassments, and discrimination. Such conflicts might arise between any individual, and the firm should have operating policies to prevent and resolve such conflicts. For instance, such behaviors should not be allowed in the workplace and victims and the offenders should be punished appropriately. Role disputes can be solved in the organization since it is not an external issue. Harassment and discrimination can be resolved through Litigation is a process used in courts to settle disputes of filed lawsuits (Armstrong & Taylor, 2014). The process is longer and at times expensive (Faulx, et.al, 2013). To better the service of people during settling disputes, courts employed an alternative method to solve disputes which are less time consuming as compared to the litigation. The alternative dispute settlement is composed of two other methods of resolving conflict matters in court (Armstrong & Taylor, 2014). Among this alternatives is mediation, and the another one is known as settlement conferences. Arbitration is another form commonly used for resolving the conflict between people and settling their disagreements (Faulx, et.al, 2013).

10. Use at least four (4) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources

References

Armstrong, M., & Taylor, S. (2014). Armstrong's Handbook of human resource management practice. Kogan Page Publishers.

Faulx, D., & Blavier, A. (2013). Developing a multiple-level, multiple-perspective and multi-temporal approach to psychological harassment at work: model and case study. Le travail human, 76(2), 155-179.

Hanisko, K., Bucy, R., Ewing, L., Davis, J., Youles, B., Kepreos, K., & Nallamothu, B. K. (2015). Recovery after in HoSpital Cardiac Arrest: Late Outcomes and Utilization (ResCU)-Study Overview and Recruitment Process. Circulation: Cardiovascular Quality and Outcomes, 8(Suppl 2), A145-A145.

Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. R. (Eds.). (2016). Readings and Cases in International Human Resource Management. Routledge.