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Employee Law and Relations Report Analysis

   

Added on  2020-04-21

18 Pages4801 Words57 Views
Political Science
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Employee Law and Relations Report Analysis_1

REPORT2 | P a g eExecutive Summary The recruitment and selection process is a crucial task which has to be handled by the humanresource department of any company. The reason for stating this process as a crucial one is thatthe success and failure of this process can impact the company directly. A person hired afterthorough evaluation can result in growth of the company and a vice versa situation can provecostly for the company. There are a number of laws which are applicable in United Kingdom(UK) which have to be followed and kept in mind while the recruitment and selection process ofthe company. Apart from the laws of UK, the companies have to follow the laws of EuropeanUnion (EU) as UK is still a part of EU. When it comes to the internal hiring process, the hiringprocess becomes all the more crucial as the company cannot discriminate against a particularemployee and proper reasons have to be given to select or not select a specific person. Through this report, the case study of ABC Ltd. has been analysed in context of the fourindividuals who applied for getting the post which was vacated as the employee decided to retire.However, this opened up chances of a claim being made against the company, which has beenelucidated below. Apart from this, the strategies adopted by the newly hired Mike also raisesome question, which also have been discussed here. After conducting this analysis, certainrecommendations have been drawn which can be adopted by ABC Ltd for its future and also actas a general guidelines for the other companies.
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REPORT3 | P a g eTable of ContentsIntroduction......................................................................................................................................4Part A...............................................................................................................................................4Joan Keenan.................................................................................................................................4Aldo Viscida................................................................................................................................5David Constant............................................................................................................................5Mike Replica................................................................................................................................6Course of Action......................................................................................................................6Part B...............................................................................................................................................7Joan Keenan.................................................................................................................................7Aldo Viscida................................................................................................................................8David Constant............................................................................................................................8Mike Replica................................................................................................................................8Course of Action......................................................................................................................8Part C...............................................................................................................................................9Conclusions....................................................................................................................................10Recommendations..........................................................................................................................10References......................................................................................................................................12Bibliography..................................................................................................................................15
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REPORT4 | P a g eIntroduction Recruitment and selection are two words which are often used interchangeably in context of thehiring of employees. It is a process by which the best possible candidate for a function or a job isselected after assessing the skills of such individual in context of the role for which the person isbeing hired (Martin and Whiting, 2016). It is a very crucial process and has to be carried withutmost care so that the person, who is finally hired for the job, fits the role in the best possiblemanner. The recruitment and selection process has to be undertaken on the basis of theapplicable laws, the industry standards and leading practices of human resources. In UK, thereare different employment laws which have to be taken care of while this process is carried on(Kemp Little, 2014). For instance, an equal opportunity is to be provided to each candidate andno discrimination is to be undertaken on different basis, based on the different acts like EqualityAct, 2010. Part AEach action which is taken in the recruitment or selection process has to follow the differentemployment related laws of UK and even that of EU. The case study reveals that a recruitmentand selection process had been adopted by ABC Ltd in order to find a replacement for SteveBrown. And in this regard, four candidates went through the recruitment and selection process.However, there were legal risks which charred this process for all four candidates, and thesehave been summarized below. Joan KeenanDiscrimination refers to a person a person being given less or higher preference in comparison toanother person, owing to a particular reason, for instance age, gender, religion, colour and thelike. In UK, the discrimination on basis of gender/sex is protected through Equality Act, 2010,and this act also protects from discrimination on the basis of age. The prohibition has beenimposed through this act on both direct and indirect discrimination on the basis of prohibitedcharacteristic, which includes both sex and age (Sargeant, 2013). Apart from this, the EqualTreatment Directive 2006/54/EC also require equal opportunities to be given to men and womenand them to be treated in an equal manner in the matters of occupation and employment (Official
Employee Law and Relations Report Analysis_4

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