Written Work 3

Legal Issues Of the selection measures we will use to determine who fills our marketing position, the section most likely to have a disparate impact would be the personality test. With the desired goal being to determine potential employee’s values, situations might arise where we could be discriminating against certain minority group members. It is possible that questions could be asked within the personal values test that impacts members who are protected under federal law. It is also possible that our recruiting staff might see their responses and discriminate against them based on their answers. We need to make sure that no questions can be used to influence the hiring of future employee’s based on their personal information due to their out of work behaviors. To be more specific, no personality values question should refer to alcoholism, obesity, HIV disease, as well as, individuals protected under the Equal Pay Act, Civil Rights Act, the Age Discrimination Act, and the Americans with Disabilities Act. Any type of disparate impact within our selection measures can lead to unfair advantages or disadvantages for potential candidates and the possibility of a lawsuit against the company. Assuming the possibility of a lawsuit against us due to the disparate impact of our selection measures, our first course of action would be to prove that it was not our intention to discriminate against any member of a minority group when selecting people to hire. If that isn’t enough to reduce any possible lawsuits, then as a company we need to identify any possible cases of discrimination and prevent them from happening again. That might include removing any employee that is discriminating against candidates in the selection process or changing up the selection measures we implement as a whole.

Training To make sure that the on-the-job use of knowledge, skills, and behaviors are learned in training, we are going to simulate the actual work environment within our training program to give them relevant hands-on work experience. Developing our trainees to learn the required tasks of our social media marketing position within a team setting will allow them to reach that desired level of readiness. The first steps we will take to achieve this success will start with an understanding of our instructional objectives. Learning the basics of what we need in a marketing position with an emphasis on social media will lead to the completion of the first step in our selection process. Once those instructional skills are learned, our training program moves the trainees into groups where they will perform actual tasks in a team setting. Allowing our trainees to receive this relevant experience in a group now will simulate the tasks this job will actually complete. Preparing these trainees in training now is the main focus of our training program to allow them to reach the level of readiness and motivation we require of an effective social media marketer. These steps of teaching the skills, knowledge, and experiences allow for our trainees to facilitate the transfer of training. The training outcomes from our programs will facilitate a candidate to show strong characteristics of leadership and teamwork, as well as, having a strong understanding of the job tasks that are required in this position. The trainees excelling within their team training will be considered the leaders for receiving a fulltime job offer. All of these post measure evaluations from our training program will identify who has proven to be the best fit to fill our marketing position.