Hey Vikas, here is my HRM 510 week 3 discussion

Questions/Business/ManagementHey Vikas, here is my HRM 510 week 3 discussion
Your Rating:12345. “Employment Practices” Please respond to the following:
•Using the first e-Activity, provide an example of two (2) of the following techniques or methods that you or someone that you know has endured or witnessed: unfair recruitment, employment application, and interview process. Investigate the extent to which the chosen technique or method left room for prohibited employment practices. Next, recommend key corrective actions that an organization could take in order to mitigate prohibited employment practices. •Using the second e-Activity, select two (2) employment opportunities with which you are currently familiar, and classify two (2) types of background checks that would be acceptable. Justify your response.

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HRM *** week * discussionHRM *** week The two of the following methods that has ******* ** ****** recruitment, employment application, *** interview ******* *** discrimination ** ****** ******** *** ******** *** interview ******* **** **** effectiveness ***** ******* *** **** ** ** ******* discrimination ***** ****** *** *** employees *** *** respective positions *** conditions **** **** ** ****** unfavorable *** unsupportive* discussionHRM *** **** * discussionHRM *** **** * discussionHRM *** **** * discussion

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Week 3 DB.doc
Answer *
The two of the following methods that has related to unfair recruitment* employment application, *** interview ******* *** discrimination ** ****** ******** *** ******** *** interview ******* **** **** effectiveness ***** ******* *** **** ** ** ******* discrimination ***** ****** *** *** employees *** *** respective positions *** conditions **** **** ** ****** unfavorable *** unsupportive ** *** **** ***** *** ******* ****** **** ** **** ****** **** ******* ***** ** *******
*** ****** ** ***** *** ****** technique ** ****** **** **** *** prohibited employment practices *** ******** ** *** correctional practices ** ** ******** ** ** **** **** ******* ***** *** ******** *** **** favorable **** *** ******* *** ** **** ***** situation *** realizing *** **** favorable experiences ***** ******* **** ** ******** corrective ******* **** ** organization ****** **** ** ***** ** ******** prohibited employment practices *** ***** *** ***** *** **** ** **** ** ******** **** *** regulations ***** performing recruitment practices **** ** ******** ** ** **** **** ******* ** ******** *** **** ******** ****** *** **** employment practices ** *** **** (Armstrong, *****
****** *
*** *** ** *** employment opportunities **** ***** *** ** currently ******** *** ******* ** ***** *** management background **** ** ***** *** designations *** ******** ** *** ***** *** ****** **** ******** *** ******* ** ***** ** ****** effective ** ****** **** **** *** **** ******** ******* *** ******* **** *** **** *** *** ***** ** background ****** **** ***** ** acceptable *** concerned **** *** reputable ******** ** *** *** ***** *** ******* ** ** ******** ***** ****** ** * dignified department
***** background ****** ***** ******* *** ******* *** ***** **** ** ******* *** ****** *** positions ** **** ** *** ******* **** *** situations ***** **** **** ** ****** effective *** ****** **** ****** *** **** ** ******** ** ** **** **** **** *** employment opportunities ******** ****** ** **** *** ******** ** * *** ****** ****** **** ** ******** ** ** **** **** ******* *** acmodating ** ****** **** **** *** conditions **** ** ****** well-versed *** ****** **** ******
** ***** *** ***** ** *** **** ** **** ascertained **** *** *** positions ***** ** **** ****** **** potential *** deserving candidates **** ***** **** employers **** ****** candidates **** ***** **** ***** **** ** * *** ****** ****** ** *** **** ***** *** conditions ****** **** **** ** ****** well-versed *** ****** **** ****** **** ***** ** *** **** ** **** ******* **** *** **** ******** ******* ***** **** ** **** ******** **** *** **** (Armstrong, *****
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