HRM Assignment: Credit Checks, Performance Review, and Training

This assignment delves into several key areas of human resource management. It begins by examining the use of credit checks in the hiring process, analyzing their reliability, validity, and utility in different job contexts, and discussing the legal and ethical considerations involved. The assignment then explores modern performance review methods, drawing parallels with social media platforms like Facebook and Twitter, and assessing the effectiveness of different feedback mechanisms. Furthermore, it addresses employee selection processes, including the use of driving tests, background checks, cognitive tests, and job knowledge tests for various positions. The assignment also covers the planning and analysis of training programs, outlining the steps involved in developing and evaluating training initiatives to enhance employee skills and productivity. Finally, it discusses strategies to increase productivity through team formation, work practices, and the application of equity theory to ensure fair compensation and motivation among employees. The assignment concludes with a list of relevant references supporting the discussed concepts.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name:
Academic Institution:
Date:

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Case 1: Limits on Credit Checks
a) i) Reliability is something that is determined in a credit check. Can and does this
individual pay the bills on time depicts how reliable he/she for payment. It does not, on
the other hand, show individual’s reliability in the place of work. A credit check will not
inform an employer if an individual will be reliable to show up to work on time daily.
The employer should comprehend that unreliable credit could be due to an unknown
circumstance, thus not relying too deeply on one feature of person’s history.
ii) A credit check has little to no validity on someone’s enthusiasm or ability to do a job.
It would be almost impossible to determine if a person can perform a task based on
whether or not one pays monthly bills promptly. An employer would be ill advised to use
a credit check in consideration of the skill(s) need to perform in the place of work.
iii) Credit checks are very generalizable when looking at hiring an individual for jobs
dealing with money.
iv) The utility or the cost of the credit check verses the benefit of the information gain in
the credit check differs in the job position. If the company were hiring for a low-level
mail clerk it would not be cost effective to pay for the credit history, but if one is hiring
for a Chief Financial Officer than the utility would be high and would make economic
sense. The company must consider the financial burden and weigh it against the validity
of the information gained when using the credit checks as a hiring recourse.
v) The legality of using a credit check for a tool for hiring has become very controversial,
thus leading to the practice being banned in many states. Companies should look at every
job independently and make sure the job justifies the need for a credit check and that they
meet all legal obligations in doing so.

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b) A credit check might be helpful method of selection when hiring for a position that require
managing money for a company such as an accountant. Companies may also find it helpful when
hiring a position that deals with the allocation of money, the assessment of risk with the
company’s money or budgeting of company funds. A credit check might be telling of the
candidate’s reliability with money and or their willingness to risk financial ruin. Checking of an
applicant’s credit could be unhelpful, inappropriate, or unethical when hiring for jobs that have
nothing to do with handling accounts or company money, such as a construction worker. It
would be inappropriate to have a credit check run on a minor employee. He or she most likely
has no credit history and may not understand what they are allowing the company to check. The
practice could be considered unethical if the company is using this as a tool to discriminate
against a minority or someone who is disabled.
c) An HR manager could use selections methods such as honesty test, background checks, and
drug testing. One would also want to check references from past employers and educational
institutes. It is also a good tool to have enough time with the applicant to get a sense of whom
they are and conducting a working interview can help the interviewer to get a feel for the
applicants. A situational interview could be helpful in determining how one might react in
different circumstances.
Case 2: Performance Review takes a page from Facebook
a) In the realm of Facebook or Twitter, individuals love to hear input about what they're
doing. Presently organizations are taking a page from interpersonal interaction locales to
influence the execution assessment to process more fun and valuable. Accenture has built
up a Facebook-style program called Performance Multiplier in which, in addition to other
things, workers post announcements, photographs, and a few week after week objectives

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that can be seen by kindred staff members. New programming from a Toronto startup
called Rypple that gives individuals a chance to post Twitter-length inquiries concerning
their execution in return for unknown input. What Rypple's and Accenture's instruments
do is make a procedure in which assessments wind up unique and more equitable.
Rypple's fellow benefactors have additionally propelled programming called TouchBase
that is intended to supplant the standard yearly audit with speedy month to month studies
and dialogs. Rypple reports that some 66% of the inquiries posted on its administration
originate from administrators needing criticism about business questions or their own
particular execution. Rypple reports that somewhere in the range of 66% of the inquiries
posted on its administration originate from administrators needing criticism about
business questions or their own execution. The Performance Multiplier I think officially
meet the criteria for powerful execution administration since it's give the two sides
correspondence input, and Rypple I believe it's not yet meet the successful execution
administration in adequacy criticism on the grounds that Rypple just in one side criticism
and mysterious, so the worker who acknowledge the input can't give the clarification
about their execution.
b) The Performance Multiplier in which give workers post notices, photographs, and a few
week after week objectives can be as devices for satisfying the key, regulatory, and
formative motivations behind execution administration since that apparatuses can
indicates what are the advance objectives and can as the devices to gauge how they
execution is that as of now coordinate with organization key, managerial and formative of
the organization or not. The Rypple which give their representative that wanna give
criticism with mysterious can satisfying the vital, managerial, and formative motivations

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behind execution administration with the 360 degrees of input so the worker who
acknowledge the criticism can think about their execution that line up with the vital,
regulatory, and formative reasons for execution administration of the organization
straightforwardly. This instruments reasonable for the organization to gauge how their
worker execution so the organization can connect straightforwardly with the assessment
result with the organization vital, regulatory and formative of execution administration.
c) In the event that there manager acquainted Performance Multiplier or Rypple with your
working environment I initially need to look at what are the highlights that can be run,
look at what I can do to utilize the program. Execution Multiplier I can post
announcements, photographs, and a few week after week objectives that can be seen by
my partners, so I can know the input from them what I ought to do to accomplish the
objectives of my week by week. Utilize Rypple would i be able to get criticism from
anybody in my workplace with mysterious input so I can comprehend the pessimistic side
of me without feeling clumsy with the individual who giving criticism. So I might want
to look for input about the greater part of my work execution identified with office work.
I would prefer not to constrain any individual who needs to give criticism, since I need to
know how my activity execution from the point of view from all worker, with the goal
that I can enhance my work execution later on. What ought to be concern is about the two
way correspondence input, on the off chance that we utilize Performance Multiplier we
can run with two sides of correspondence yet in the event that we utilize Rypple , with
unknown criticism it's gives the input can be pointlessly frightful and loaded with
feedback without responsibility.

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Section B: Open Questions:
Q1
a) City Bus Driver
In this case, the selection processes require both driving test and background check. These two
checks ensure that the applicant being interviewed has a valid driver license and is authorized to
use the roads. On the hand, the tests also confirm whether the applicant has a good background
and enables the organization in acquiring his or service and perform civil work without any
obstacle (In Farr & In Tippins, 2017).
b) Insurance salesperson
The insurance industry is a little bit complex and requires persons with a high level of
intelligence and be able to convince the buyer to take the policy on sale. Therefore, the tests
required in this part are cognitive and job knowledge. These two tests enable the interview to
know whether the applicant is good in customer relations by character. A mock scale can also be
applied in this situation. To some extent, it is always better to make applicant make some quotes
as a point of reference of at least three jobs.
c) Member that sells complex high-tech equipment to manufacturers
This job requires knowledge of equipment with an explanation of how they operate. Therefore,
job knowledge test is recommended for this position. It will ensure that the interviewee has a
good and required knowledge in the complex field of dealing with equipment.
d) Member of a team that makes a component in (c)

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This is a technical job that requires job knowledge test; it will make sure that the interviewer
understands and confirm that the interviewee has the full knowledge and meets all the
requirements. Similarly, since the said equipment may be classified, the applicant is required to
go through a background check to confirm that he or she has no criminal record. A job
knowledge test calculates’ level of understanding concerning a certain job (Derfler-Rozin et al.,
2018). For instance, a job knowledge test may want an engineering expert to write a code in a
particular era.
Q2.
Planning a training program is a process that involves many things. However, in this case, the
reasons for training are already presented. The first step in any training is always developing a
program that determines what the institution needs regarding raining, what the organization is
going to achieve (Stroschein, 2011). Planning always begins with establishing the objective of
the whole program. Based on the identified objectives, the conniver decides who will provide the
training, topics to tackle and the technique that shall be used as well as how to analyze the
training program.
Q3.
Several workers have few weaknesses in their workstations. For this reason, a training program
enables an individual to perfect and strengthens the skills that are needed to improve production
(Wahl-Alexander et al., 2017). The employees are brought to higher levels through a
development program that ensures skills are the same (Schmidt, 2010). Analysis of training
should not search transfer of instruction or the job. I would analyze the achievement of the
training by finishing a pre-post training performance technique. To calculate the effective of the

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training, I would form two groups, where one will attend the training and one will not. The
effectiveness in completing the maintenance task of each group is then measured to find the one
which is better than the other if there is any difference those who attended have questions to
answer based of what they learned to know areas for adjustments (Hayibor, 2017).
Q4.
To increase productivity, the human resource manager can do everything possible with the work
practice to realize the goal of the company. Some of the actions include forming teams and may
be working in a shift. On employees’ side, equity theory proposes that a person’s motivation is
based on what the employee regards to be fair when compared to others ( Morand & Merriman,
2012). It focuses on the work compensation relationship and the staff’s attempt to reduce any
sense of unfairness that might come out. In this case, the employee will be paid based on the
performance to depict fairness among the employees

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List of References
Derfler-Rozin, R., Baker, B., & Gino, F. (2018). Compromised Ethics in Hiring Processes? How
Referrers’ Power Affects Employees’ Reactions to Referral Practices. Academy Of
Management Journal, 61(2), 615-636.
Hayibor, S. s. (2017). Is Fair Treatment Enough? Augmenting the Fairness-Based Perspective on
Stakeholder Behaviour. Journal Of Business Ethics, 140(1), 43-64.
In Farr, J. L., & In Tippins, N. T. (2017). Handbook of employee selection.
Morand, D. d., & Merriman, K. k. (2012). 'Equality Theory' as a Counterbalance to Equity
Theory in Human Resource Management. Journal Of Business Ethics, 111(1), 133-144.
Nemec, P. B. (2012). Developing an integrated workforce development plan. Psychiatric
Rehabilitation Journal, 35(4), 351-354.
Schmidt, W. H. (2010). How to Evaluate a Company's Training Efforts. California Management
Review, 12(3), 49-56.
Stroschein, J. (2011). 3 cornerstones of your safety program: How to plan, train & inspect.
Industrial Safety & Hygiene News, 45(9), 26.
Wahl-Alexander, Z., Howell, S., & Richards, K. R. (2017). Influence of a Training Program on
Camp Counselors' Perceived Competency When Accounting for Prior Camp Experience.
Journal Of Outdoor Recreation, Education & Leadership, 9(3), 298-313.