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Anyone can answer this case study question

CASE STUDY: HUMAN RESOURCES MANAGEMENT IN ACTION
“ Tell me again, ” said Tammy Larson, executive housekeeper at the Comley
Grand Plaza Hotel. “ What did she write? ”
“ I told you, ” said Mike Brennan, the hotel ’ s HR director. “ Under the Have You
Ever Been Convicted of a Crime section, the applicant put “ Yes. ” Under the Explanation
section, she put “ Drug Possession, 1998. Served 3 months in county jail. ”
Tammy and Mark were discussing Stephanie Bell, a female who had applied
for a job as a housekeeper.
“ It was over ten years ago, ” said Tammy.
“ Right, ” replied Mike, “ but does it concern you that she served three
months ’ jail time? It must have been serious. ”
“ We don ’ t know the specific circumstances, ” replied Tammy. “ The question
is: does this keep me from considering her for the job? I really liked her, and we
are short of room attendants right now. ”
Dimension: Societal Responsibility
Review the conversation described in the case:
1. Do you think Stephanie should be considered a viable candidate for the
vacant housekeeping position? Why or why not?
2. Assume you were the on - site foodservices director in a large elementary
school. Would you consider hiring Stephanie for your kitchen operation?
Why or why not?
3. Some companies only ask applicants to list recent criminal activity (typically
within the previous seven years) when completing job applications. Do
you agree or disagree with such an approach? Explain.
Dimension: Company Procedures and Decision Making
Review the conversation described in the case:
1. What crimes, if any, do you feel would automatically disqualify an employee
from job consideration?
2. What types of criminal activity, if any, do you feel would not automatically
disqualify an employee from job consideration?
3. What personal factors do you believe would infl uence your or any other
hospitality manager ’ s responses to these two questions?
Dimension: Negligent Hiring
Review the conversation described in the case. Assume that the decision
was made to hire Stephanie. Assume also that, nine months later, Stephanie was
involved in a physical altercation (shoving match) with a fellow employee, in
which both were slightly injured. During the investigation of the incident, and
in keeping with company policy, both employees were required to undergo
drug and alcohol use testing on the day of the incident. Stephanie tested negative
for alcohol and positive for trace cocaine. The other employee tested
negative for alcohol and positive for trace marijuana.
1. What, if any, actions would you take as Stephanie ’ s supervisor? How would
the absence or presence of a company - established Employee Assistance
Program (EAP) affect your decisions?
2. Assume Stephanie ’ s fellow employee was seriously injured in their shoving
match, and the attorney representing that employee charged your company
with knowingly hiring a person who could reasonably have been expected
to pose a risk to others (negligent hiring). How would you respond?
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It`s really a study , It`s long enough.
ya.... so do u know how to ans?
By Rooms on 5-25-2010 18:51 last edited

Everybody deserves a second chance , I saw the reality show " Jimmy In Kitchen" , this guy hires people with questionable history, (guys who could really get you in trouble),and he succeeds. as "we
are short of room attendants right now. ” , so hiring her is a win-win solution ,in fact, customers and staff value corporate with social responsibility , this decision definitely wont hurt the hotel in anyway.
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