HUMAN RESOURCE MANAGEMENT.

Creat a sloution for poor recruitment. What the steps that you take to avoid anti-nepotism? What would you do after you found out that the very good candidate you just hired is a relative of a manager who has indicated him for this position? Do you offer the new hire a position in a deferent department? Should HR investigated this station before the hiring was completed? What would you say to the manager regarding this matter ? Any other suggestions to prevent this from happening again ?

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

1HUMAN RESOURCE MANAGEMENT
Answer to question 1:
 HR should try to be professional and should encourage other employees in the
organization to raise their voice against any activities of nepotism.
 Strict actions should be taken by the HR against the employee following nepotism
(Tuan, 2017).
 Employees should be managed fairly and they should be awarded for avoiding
nepotism
Answer to question 2:
If the candidate is good then he or she is capable of the position irrespective of the
favors done to him or her by the manager. An enquiry should be made to the manager and the
candidate about the incident.
Answer to question 3:
The new hire can be offered a new position is different department if he or she is
capable of the position. The job should be offered according to the talent of the candidate not
by the favor of any other employee.
Answer to question 4:
HR should have investigated about the family background of that employee. If the
manager is a distant relive of the employee then it was impossible for the HR to identify the
risk of nepotism involved in recruitment.

2HUMAN RESOURCE MANAGEMENT
Answer to question 5:
The manager should be enquired by the HR of the organization to check about any
incident of nepotism involved (Safina, 2015). The HR would say the manager to justify the
action if there is an involvement of nepotism with this recruitment.
Answer to question 6:
The HR should be more responsible to avoid such cases in future. The background of every
employee should be checked properly by the HR. The employees of the organization should
be warned about the consequences of this type of activities to avoid such cases in future.

3HUMAN RESOURCE MANAGEMENT
References
Safina, D. (2015). Favouritism and nepotism in an organization: Causes and effects. Procedia
economics and finance, 23, 630-634.
Tuan, L. T. (2017). Administrative error control: the role of value-based HR practices, I-
deals, and organizational politics. International Public Management Journal, 20(4),
648-674.