This paper explores the importance of correct hiring practices, non-compete agreements, and firing practices in Human Resources. The importance of correct interviewing techniques is stressed for hiring practices in order to avoid discrimination. The importance of non-compete agreements is discussed to protect employers losing competitive advantage to competition. The importance of correct documentation is discussed for employee termination.
The success of any organization depends on the caliber of the people within the organization. This implies that organizations should attract the right set of people that can help in achieving the goals of the organization. The process of hiring becomes a critical task within the organization. The function of the Human Resource unit is to find the right set of candidates that can fill the vacant positions in the organization. Satterlee (2013, p. 200) stated that the hiring process includes: recruitment, selection, orientation, training, performance management, compensation, and benefits. The article “Hiring and Firing” looked at the process of hiring and firing of employees. The authors highlighted various litigious areas that hiring managers need to tread with care, these ranges from the wordings of the job application forms to the process of interviewing potential employees. The hiring process can be stressful as hiring managers need to be aware of various recruitment laws that govern the filling of vacant positions with right candidates. The article surmised that dealing with employee’s termination of service is tricky if not managed professionally and may result into litigations that may not be beneficial to the image of the organization. The process of hiring and firing can have a huge effect on organization profitability and image if they are not well managed.
The Three Most Important Concepts Learned
According to Satterlee (2013, p. 194), the Human Resource Management is responsible...