Reference no: EM133094092

A security survey conducted for the Assets Corporation recommended a complete revamping of the activity and aims of the Human Resources Department. At the present time, Human Resources deals only with plant personnel hiring. For the hiring of office staff, the office manager recruits and hires these employees, sidestepping Human Resources. The Human Resources Department merely records the office staff employees after they are hired.

The Assets Corporation uses one application form for all employees, regardless of job classification (plant or staff). The application form was copied 15 years ago from one used by the current Human Resources manager in a prior job. It asked for a level of education and a listing of all prior employment with only the years of such employment required. It contains one line to record the applicant's race and another to record religion. It also asks for three non-relative references. No skills related tests are given to the applicants.

In a pending court case, the Assets Corporation has been charged with discharging an administrative assistant for reasons of race. This employee stated on her application form that she had a high school diploma and could type 60 words a minute. After employment, her typed letters showed many errors, including typos, misspelled words, and misuse of business terms. This performance continued despite the availability of a comprehensive word processing program. She responded to all criticism by claiming racial discrimination on the part of her supervisor. She was verbally discharged and there was no written record of her poor performance.

1. How could Assets protect itself from allegations such as those made by the discharged administrative assistant?

2. What changes in the practices of hiring should the survey have recommended regarding:

a. Make-up of the application form?

b. Decision to hire employee?

c. Skills testing?

Please list each question and answer in detailed sentence form.