The Hiring Process
The hiring process consists of a number of processes taken when looking for qualified applicants to fill open positions. The procedures involve posting job openings, vetting applicants, administering an employment test, interviewing candidates, getting in touch with references, undergoing a medical exam, and hiring the most qualified individuals.
Global Destruction Networks and Employment Relations
The authors of Global destruction networks, the labor process, and employment relations claim that the majority of recent scholarly work on global production networks has neglected employment relations. Al Rainnie, Graham Pickren, Andrew Herod, Susan McGrath-Champ, and others are the authors. McGrath-Champ is a specialist in work and organizational studies and an associate professor at the University of Sydney. Al Rainnie is a professor in The University of Western Australia. Graham Pickren is a professor at Roosevelt University and an expert in Sustainability Studies. Andrew Herod is a professor at the University of Georgia, USA and he is an expert in international relations. The authors assert that global production networks (GPNs) and global destruction networks (GDNs) are concerned with product movement in trade. The structure of these networks are shaped by labor and hence they should be considerate of the employment process and labor relations. The study states that global destruction networks (GDNs) employ a significant number of informal labor (McGrath-Champ et al., 2015). Some academic works refer to the informal labor as ‘wasted labor' which does not have an association with the formal employment world. Author of this article disputes the claim and state that both formal and informal labor is important. Further, they state that the principles of employment process should consider both formal and informal labor as both contribute to the profitability of organizations. The authors believe that their findings should be respected as they lead to an improvement in the structure of the employment process.
Discussion
The article Global destruction networks, the labor process and employment relations, by McGrath-Champ, Rainnie, Pickren, and Herod evaluates the role of various networks in the employment process. Employees are important in facilitating the networks that facilitate the movement of industrial products to their destination. Discussing the limitations of recent studies exposes the neglect of the role of employment relations in production networks. The study makes readers and researchers focus on the labor relations and make employers respect both the formal and informal labor. Jason Lambert in his work The Impact of gay-friendly recruitment statements and due process employment on a firm's attractiveness as an employer investigates how Lesbian Gay Bisexual Transgender (LGBT) are affected in the employment process. The various terms used in the job description usually affect the LGBT group in different ways depending on their heterosexual orientation. Gender-sensitive words should be avoided when advertising employment opportunities as they have an effect on people whose gender is questionable (Lambert, 2015). Some members of the LGBT group view the use of gender-sensitive terms in job adverts as a provocation hence they may fail to pursue the job.
Employment Relations
The article Employment Relations by Sridhar and Nayak presents a study that evaluates the employment process and discusses how it can be improved. In their discussion, the authors explain the important aspects that comprise the recruitment process. The study states that labor problems emanate from the divisions experienced in the employment process. The recruitment process involves the use of human relations and industrial egalitarianism principles (Sridhar & Nayak, 2014). Employment involves selecting of suitable human resource and therefore the principles governing human relations should be observed. Industrial democracy is obtained when the employer provides the best working conditions and employees are treated fairly. Besides, labor unions and the aspect of Collective Bargaining Agreement (CBA) are included in the employment practice. The study asserts that organization managements cause problems during recruitment as they rely too much on scientific management models. Further problems set in when managers neither use nor value human relations and industrial principles. The authors recommend that the human factor and employee rights should be considered by the management. They state that employment relations are promoted by the use of scientific management, human relations principles, and industrial welfare codes. The employment process can be improved by using the relevant ethics and principles of labor. The labor ethics ensure that the rights of the workers are respected by the employer and that the best working conditions are provided. The labor principles ensure that good employment relations between the employer and employee are nurtured.
Biblical Integration
The Bible states the importance of employment relations and cites different scenarios which show an interaction between an employer and employees. The book of Luke chapter 7 verse 2, states that "Now a centurion had a slave who was dear to him" (Dyck, 2015). The Bible depicts the relationship between the centurion and his servant as good. Due to the good working relations, the centurion sought help from Jesus so that the servant who was sick could be healed. The employer was very concerned with the welfare of his employee. The scenario shows that cultivating good working relations promotes goodwill and promotes concern for one another. The lesson is that the organization management should maintain good working relations with the workers. They should ensure that the terms of employment are not violated. The working conditions should be conducive to ensure employee satisfaction. The rights and privileges of employees should be respected at all times. Besides, the compensation should be substantial so as to keep the workers motivated to perform.
References
Dyck, A. W. (2015). The Jewish Study Bible. Anglican Theological Review, 97(4), 685.
Lambert, J. R. (2015). The impact of gay-friendly recruitment statements and due process employment on a firm’s attractiveness as an employer. Equality, Diversity and Inclusion: An International Journal, 34(6), 510-526.
McGrath-Champ, S., Rainnie, A., Pickren, G., & Herod, A. (2015). Global destruction networks, the labour process and employment relations. Journal of Industrial Relations, 57(4), 624-640.
Sridhar, R., & Nayak, A. (2014). Employment Relations. Management and Labour Studies, 38(4), 411-423.
