Project 6: Employee Prescreening and Termination Processes

Project 6: Employee Prescreening and Termination Processes

Employee Prescreening and Termination Processes

Pre-Hiring, Orientation and Training, and Post-Hiring phases are three major areas for human resource management in the organization. The functions of recruitment, hiring, training, and termination of employees are part of human resource managers in the organization. Employment pre-screening and termination processes are two important functions of HR managers. The process of pr-employment screening explains the foremost responsibility of HR staff to screen potential applicants through their records, skills, and interest in the job. On the other hand, HR staffs are not directly involved in the termination process of the organization and it is not part of the above discussed traditional three phases of the human resource management. An organization is dependant of managers as key personnel to complete process of termination of an employee (Carrigan, 2011). HR personnel only provide records and induction data to assess the progress of employee (to be terminated) during the course of his employment. These events or incidents includes occurrence of reprimand, abuse of violations of policies and sick days. These are also held responsible for the sufficient steps for legal compliance of termination of employees that includes conduct of exit interviews.

This research paper examines necessary critique on pre-screening and termination processes of employees. The paper includes discussion of five different areas as a part of Project 6 to ascertain students about different competing technologies or software that are used in the security area. The first two parts requires development of recommended steps from pre-employment hiring and termination processes (Carrigan, 2011). The next part identifies areas within the organizations for these processes. The forth part suggest methods for security department to communicate with other departments to refrain for falls through the cracks. The last part explains assurance with other outside departments to follow this proposed recommendation.

Discussion

Recommended Steps for Pre-employment hiring process

The various stages that are includes in the process of pre-employment hiring. These stages vary with nature of the organization and type of employment offered to the candidate. In general, this activity includes background screening (academic, professional, and demographic), verification requirements, and assessment processes. There are many potential employers who follow considerations and consent of candidate to get written permission ahead of examining their credit report or background searchers such as Fair Credit Reporting Act (Walsh, 2012).

It is the role of human resource recruiting consultants to involve in consultation of all these aspects through the process of hiring and employment. Their assistance are highly required in development and implementation of recruitment strategies, assistance for posting vacancies, identification and selection of candidates to assures meeting all set requirement to offer jobs. The proposed recommendations for the process of pre-employment hiring include:

Apply: This is the first stage of pre-employment hiring when potential candidates are able to seek and apply for desired positing through website, workshops, or advertisement (print or electronic media).

Initial Screening: The recruitment team or set automated standards assess information provided in the application and ...