Considerations in HR: Choosing Employees - Special Academic Support

Do you need this or any other assignment done for you from scratch?

We assure you a quality paper that is 100% free from plagiarism and AI.

You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)

NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.

NB: All your data is kept safe from the public.

Considerations in HR: Choosing Employees

The podcast touches upon some of the interesting considerations in HR and corporate organizations, particularly those related to choosing employees. In a conversation highlighting the results of a scientific study, some particularly telling trends in business to emerge. The speakers highlight the importance of choosing and analyzing specific sets of qualities that are important for a job. However, they also consider that it is virtually impossible to truly determine which sets of characteristics or values can be traced back to a persons character, work ethic, or other tangible measures of performance.

The discussion then shifts to analyzing the behaviors and criminality of CEOs, which are found considerably more guilty of various infractions than it is commonly believed. As the discussion continues, the participants frame CEOs criminality as a part of a larger chain of corruption, showing how power can be spread and consolidated even among those that go against the law. The findings that are discussed within the podcast also support the notion of continued criminal track record and a general disregard for the rules set by society by high-ranking businesspeople. As it is shown, those CEOs that have been noted for driving-related incidents have higher rates of corporate crime. The themes and ideas presented by the work fall in line with other interesting considerations, including discussions of human morality, the origins of crime, and human decision-making. Ultimately, however, the main value of the discussed research and such podcasts comes in affirming the ability of people to consider job casting and hiring decisions with more care. By providing the public with more evidence of the practices importance, researchers and social scientists can help organizations more properly control their inflow of new personnel and potentially prevent cases of corporate crime.

The second podcast focuses on creating and maintaining a stable workplace climate instead of just hiring decisions. The conversation is connected with concerns about employee retention, such as the practice of keeping workers employed at a particular organization. For many companies, maintaining a stable team of talented individuals is the key to success. Through effective collaboration between workers, it is possible to create value in the corporate sphere. Managers are then faced with a dilemma how does the company keep the goodwill of their employees for as long as possible while also supporting valuable human assets? The two speakers on the podcast share their experiences with employees wanting to leave.

The two managers highlight the importance of honesty, truthfulness, and compassion in talking with employees, discussing the existence of clear boundaries of what is possible or impossible for a manager to change. Above all else, the podcasts highlight the importance of the human interactive element in company climate interactions. Instead of a firm, rule-based corporate setting, it is necessary to sometimes make concessions, exercise understanding and make exceptions based on peoples needs. Without fully abandoning company policies, managers have the power and responsibility to make their subordinates feel heard, even in momentary considerations. Agreements and continued dialogue with the management, then, build trust and a sense of a shared company space, which can be conducive to longer employment. The main lesson of the podcast is to focus on making the work lives of employees fulfilling and connected, with both each other and corporate values. The work of managers allows organizations to extract as much potential value out of individuals as possible, even if they decide to change their career paths later on.

Click Here To Order Now!