Due will use in making the decision on

Due to the dynamic demands of modern day careers, it important for companies to test potential recruits. Testing employees is a valuable tool that helps to establish the best people with not only the best behavioral but also the best skills and talents to fit in a particular job (Schwind et al, 2007). Schwind et al (2007) also explains that these tests are written as well as oral and sometimes may include roles plays.

The company should engage tests that are not biased towards specific people butt towards specific skills. There are four the four basic types of tests available for the restaurant namely: aptitude, personal interest test, personality traits and integrity evaluation. The company needs integrity tests to evaluate employee’s honesty and trustworthiness in the job environment. Trustworthiness is important in portraying employees’ dedication to the job. Personality evaluation will reveal potential employees with the best character traits such customer relation skills, conscientiousness and the emotional stability that are necessary for the fast growing Canadian hotel industry.

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Aptitude test will help the company to establish the employee’s cognitive skills, knowledge and abilities suitable for the job. The test should also aim at inventorying the recruits’ personal interest The restaurant need to ensure the reliability of test results and as such should combine these four types of tests. This will reduce the margin of error to the bare minimum thus produce valid results that the human resource management will use in making the decision on the best person to hire. Most importantly, the test’s utilitiness will be very important in quantifying the level of productivity of every employee. Thus the company can use test utility information in determining the best combination of employees that will result in the greatest benefit to the company (Jones, Steffy & Bray, 1991).

Factors to Consider In Preparing a Report to the MSVU University

A good report is intended to be informative, factual and realistic.

In reporting to the university, there are several factors to consider in when preparing the report. To begin with, one of the key considerations of the report is to establish the validity of the claim by Halifax Chronicle-Herald on the impending disaster in the university’s human resource requirements in the future. Once the validity has been established, it will be important for the report to define the problem clearly and concisely while giving as much background information as possible. Defining the problem will require highlighting objective and factual information about the current MSVU’s human resource dynamics, while isolating unsubstantiated and subjective comments and reports regarding the issue. To avoid being too theoretical, the report should consider giving a quantitative data by providing statistical information in figures presented in graphs and tables. The reason for this data is to substantiate the gap between the current and the future university human resource needs. Accurate assessment of the problem is an important factor in identifying the mitigation steps MSVU’s human resource department should take to in anticipation of the impending situation. Thus, the report should factor in recommendations.

While defining the problem the report will avoid using technical jargon but rather layman but formal language. This will help in easier interpretation of the data. In preparing this report will also factor the universities current financial position. This information will be important, as it will help to identify the most economically viable options in preparing the institution to deal with the problem. Lastly the report will factor in the consequences that the university faces in the wake of those revelations (UCD n.d.).

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Dealing with HIV infected nurses

Disturbing reports have emerged that there is still considerable discrimination of people living with HIV AIDS in the Canadian workforce. The Canadian Charter of Right considers HIV AIDS as disability. Thus, it is illegal to discriminate any person infected with the virus at either the workplace or any other place. In this, regard Most of Canadian provinces have outlawed the discrimination of workers because of their HIV status. (Schwind et al, 2007) argues that employees must know the health and safety requirement of their work place and as a manager there will be need to take the necessary action in line with the legal provision that deals with people living with HIV.

There are still minimal chances of infection from an infected health worker to a patient or to another health worker. As such, there is needed to take the necessary steps to protect the patients as well as the other health workers from being infected. The Canadian law requires that manager’s treat the health statuses of worker in confidence and that information can only be made public if the person living with the condition voluntarily reveals it. Law in Canada also requires that those living or associating with HIV positive people also have a right to protection from infection. As such there is need to encouraged the nurse to take the necessary counseling on the safest practices that will prevent further spreading of the condition especially to other health workers and patients. The company will also provide the nurse with the necessary tools, be they professional, technical or psychological. These tools are intended to help the nurse protect the patients and fellow health from infection (HIV/AIDS Policy and Law Review, 2005).

Methods of Collecting Information for a Job Analysis

Collecting data from one source to do a job analysis will result to invalid and inaccurate information. As such, it is important to incorporate data from various sources and using different techniques to capture as much information that will enable one to come to a valid conclusion. The most effective method to collect job data is performing the job description task itself. The job analyst does the job and thus gains first hand experience. This involves performing the professor’s roles such as preparing for lectures, research and analyzing students’ performance. This will equip the analyst with contextual knowledge regarding the job.

The job analyst should also do a persona observation on the job. This entails accompanying the professor(s) as they conduct their daily business such as lecturing, researching, administration of test and such other duties. This however does not mean that the analyst will get involved in the job. The analyst should do the observation under normal conditions. Observation reveals information on job roles.

Observations and performing the job does not yield all the information needed to do a critical job review. The job analyst also needs to supplement this information from other sources. As such there is need to conduct interviews on other professors about the nature of the job.

Interviewing various professors in the tourism department is crucial in getting different perspectives about the job. Interviews could either be oral or written/questionnaires. Most importantly, it would be important to review historical case regarding this discipline. The importance of contacting case studies is because they have been used as important milestones in reaching critical decisions. Combined these four method should reveal conclusive information for a valid job analysis (Open Learning World, 2010).

Reference List

HIV/AIDS Policy and Law Review.

(2005). Protecting discrimination against HIVAIDS status Canada: the legal framework. Aids Law, (10) 1. Retrieved March 05, 2011, from http://www.aidslaw.

ca/publications/interfaces/download/File.php?ref=1141 Jones, W., Steffy, B., & Bray, W.

(1991). Appling psychology in business: The handbook for managers and human resource professionals. New York: McMillan Open Learning World. (2010). Methods of collecting data for job analysis.

Open Learning World. Retrieved March 05, 2011, fromhttp://www.openlearningworld.com/olw/courses/books/Job%20Analysis%20and%20Evaluation/Job%20Analysis%20and%20Evaluation/Methods%20of%20Collecting%20Job%20Analysis%20Data.

html Schwind, H., Das, H., & Wagar, T. (2007). Canadian Human resource management: A strategic approach. Toronto: McGraw–Hill Ryerson.

UCD, ( n.d.). Record management and freedom of information unit. Retrieved March 05, 2011, from http://foi.nuim.ie/documents/report_writing.pdf

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