Reference no: EM133013572

Sunrise Academy, a privately run technical college, has been operating now for four successful years. Executive Director Ron Phillips is responsible for overseeing the college. He has just been reviewing the latest enrolment figures and is pleasantly surprised again by the projected number for the upcoming school year. This will mean that a new professor will be needed in the business administration program. Ron picks up the phone and calls the director of human resources to start the process for drafting a job posting to advertise the position both internally and externally.

 A week goes by and HR calls Ron to indicate that they have many applications available to be reviewed for potential interviews. Ron reviews the applicants, and a short list is developed and called for interviews. After a round of four "okay, but not spectacular" interviews, Ron was beginning to think they would never find a good candidate. However, the last interviewee, Rita Miller, turned out to be the successful choice and was subsequently offered the position. HR checked two references prior to offering Rita the position in writing. HR also asked Rita to bring an original copy of her Masters of Business Administration degree once it was received, as this degree was a requirement in the professor posting.

Rita brought a copy of her degree to HR within a week of being offered the position. HR's policy is also to call the issuing institution to verify degrees. Things became busy in the department, so it was nearly two months later when someone finally checked Rita's degree. The result indicated Rita's degree was forged. HR called Ron with the news, and Ron has asked you to come in to help him decide what to do next.

1. Define ethics as it applies to HRM and define Privacy Protection as it applies to HRM.

2. Provide guidance for the College and explain relevant methods to be considered for hiring, recruitment, and selection

3. Assess Challenges and opportunities for Sunrise College hiring Process