Leadership and HR: Brick Moving Company Case Study Analysis

This case study examines a human resource dilemma faced by Brick Moving Company, where a qualified candidate does not meet the Bona Fide Occupational Requirement (BFOR) due to health limitations. The analysis explores the importance of proper recruitment and selection strategies in human resource management, emphasizing adherence to federal employment laws and the implementation of BFOR to maximize company production. The HR manager must navigate the conflict between the candidate's qualifications and the company's policy requiring a minimum of 6-8 hours of work, impacting production. The case study recommends research into human resource laws and societal views to ensure the decision's legality and market acceptance. The conclusion supports the BFOR policies, highlighting their effectiveness in achieving business goals and ensuring consumer satisfaction through moving services. The provided bibliography supports the analysis with relevant research and insights into human resource management practices.

Running head: BRICK MOVING COMPANY CASE STUDY 1
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BRICK MOVING COMPANY CASE STUDY 2
How to handle the situation?
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 discriminating 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

BRICK MOVING COMPANY CASE STUDY 3
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 company 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.

BRICK MOVING COMPANY CASE STUDY 4
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.