COMPTECH CORPORATION Comptech Corporation

Background
Comptech Corporation is an American Based corporation that deals with
the manufacture of computer software, phones and other computer related
tools. It is headquarters is in New York US but has other branches in
the country and internationally. It has recently started producing
phones and in the past, it has concentrated most of its efforts in
producing computer related software. It faces competition from the
leading mobile producers such as Samsung and Nokia among others which
have dominated the mobile market for a very long time. Since it is new
in this field, it has not been able to become a major force but it is
slowly gaining market due to the production of unique products. The
company is headed by the CEO assisted by board of governors and three
deputies’ vice presidents in charge of Software Engineering, Hardware
Engineering and Mobile phone sector. Each vice president is responsible
for their departments functioning and employees’ effectiveness. The
company mission indicate that the company designed computers, software
and mobile phones which are the best in the world, and leads in world
digital revolution and is committed to producing products that bring the
difference in the market.
Selection Process
The company has put so much attention on employees’ selection since
they dictate the company’s production and success in its operations.
Comptech is committed to giving employees equal employment opportunities
without any kind of discrimination but depending on the qualification of
individual employee. Every company is required to use the same standard
procedure in the recruitment process in order to avoid discrimination in
the process (Billsberry, 2007).
Affirmative actions are the policies taken by a company in issues
regarding religion, color, sexual orientation gender or national origin
in to consideration in the employment process in order for a certain
underrepresented group can get employment opportunities. This occurs
when in the past employment process certain group of people were
discriminated and there is an urgent need to put this group of people
into consideration in the employment process. Even if equal employment
opportunities are to be given in the employment process, it is important
to put a certain group into consideration in order to achieve equity in
the company. Comptech is dedicated to ensure that people from different
religion, color, sexual orientation gender or national origin are
represented in the company. However, these people will have to be
qualified and undergo efficient training to ensure that they fit in the
organization setting. This move is meant to protect certain group of
people from dominating the company and the company requires employees
from different areas since it does not specify its customers (Kowalski,
2006).
Types of Employment
At-Will Employment occurs where either the employer or the employee can
terminate the contract without legal proceeding as far as there was no
implied contract in the employment process. This means that an employee
can be fired at any time and such employees cannot file any legal
proceeding and vice versa. However, this must be stipulated in the
contract in the employment process. Comptech At-Will Employment
indicates that any party can terminate a contract without legal
proceeding as stipulated in signing of the employment contract.
However, this usually applies to short term or short contracted employee
who work in the organization and who have been employed on a temporally
basis to help in clearing bulky work in the company. Independent
contractors are the type of employees who work in the company when
needed and at a given stipulated period of time and can also work for a
competing company at the same time. This are the time of employees that
a company cannot claim of bringing the contract unless they have not
done their part as stipulated in the law of agency. On the other hand,
part time employees are those employees that usually work for a company
at for less time in a week than normally required. They usually work for
less than 35 hours per week (Aswathappa, 2005).
Temporally employees are hired by the company for specified period of
time and this usually happens when company jobs have increased and extra
assistant is needed. After a stipulated time, temporary employees are
laid off and are not entitled to extra benefits that other employees in
the organization may receive. Full time employees in the organization
are mandated to execute all the daily activities and contribute most to
the success of the company. They are entitled to full benefits that an
organization may be giving without discrimination in the process
(Arthur, 2012).
Recruitment Methodology
The company can choose to use either internal or external recruitment.
Internal recruitment is done when there is an urgent need of employees
and also in cases where the position that employees are to be positioned
is so sensitive to the company operation. However, other companies go
for external recruitment in cases where they want to avoid
discrimination and unfairness in the recruitment process. This is mostly
applied in cases where the company has reported cases of favoritism in
the employment process in the past.
Internal and External Recruitment
Internal recruitment is done by the company’s management depending on
the department that needs the new employee. It is headed by the human
resource department which places the advertisement and asks interested
parties to send application at a given period of time. After the people
chosen by company’s management do the screening of applications,
qualified applicants are invited for an interview. The applicants are
supposed to give their qualifications, contacts, previous job experience
and other personal information while applying for a job. Included in the
list is the list of referees who can confirm that information provided
by the applicant is true. Those who succeed in the interview process are
trained in order to confirm with the organization culture.
On the other hand, external recruitment is done by agencies which have
been contracted by the company to conduct the process on their behalf.
The only thing the company can do is to train them in order to conform
to the company culture and for the placement process to be successful.
Bona fide occupational qualifications are the attributes that employers
are allowed to consider in the employment and retention process that may
lead to discrimination if used in other contexts which may lead to
infringement of employment rights. Therefore, employers are permitted
while making employment and retention decisions to use bona fide
occupational qualifications and employees cannot claim discrimination in
the process. The company sets out some position for the minority or
discriminated groups in the employment process. In the hiring process,
the management has some specific number of people that are needed to
fill certain position if its employment process is to be considered
successful (Aswathappa, 2005).
Recruitment Process
This is the process where the company evaluates the applicants in job
position that they have applied. The first document needed is the
academic qualification and its relevance in to the position the
applicant has applied for. Original document together with the CVs
should be provided to the recruitment panel. Also, in the documents
should be the job experience and recommendation letters and the list of
the referees who can confirm the identity of the person. Other documents
needed are the identification of the application, contacts and their
locations (Kleynhans, 2006).
Preliminary interview in the company is done in cases where after the
screening process most number of candidates was found to have attained
minimum qualification. It is done in order to reduce the number of
candidates by setting the minimum requirement for the interview process.
The first part in the company interview process is by determining the
authenticity of the documents provided before in-person interviews is
conducted to fully confirm the person identity. This is followed by the
examination of applicants for the job where uniform questions are asked
to the applicants depending on the job applied. This is done in order to
check the applicant suitability on the job applied. This is then
followed by coming of the list of the people interviewed and deciding
from the list the applicants that are to be selected. This is done by
the panel appointed by the organization. In proving the reliability of
information provided the referees are contacted to prove the
authenticity of information provided by the applicant (Compton et al,
2009).
Training and Development
Training and development is done in the company to make sure that
employees are orientated before taking up their responsibility in the
company. The company also does it in order to ensure that the new
employees conform to the culture of the company. It is only after
employees conform to the organization that they can become useful in the
company. The training methodology used in the company is group where new
employees are allocated to individual groups depending on the department
they will be working on and it is usually up to the departmental leaders
to select old employees that will help in leading such groups (Green,
2002). Surveys and reports from the supervisors are used in determining
the effectiveness of the training program. It is only after the
supervisors report that the training program is considered effective.
New employees have to attend orientation process to ensure that they
conform to the organization culture and this will increase employees’
productivity in the future. Those employee that successful go through
employment process have to undergo development in the company in order
to ensure that they completely conform to the company’s set goals.
This makes such employees to develop initiatives that enable them to
execute given tasks with the minimum supervision. Employees are
sometimes required to take initiatives in cases where urgent decisions
need to be made concerning the company’s activities. Some of the
decision made after of great importance to the company and ha to be done
in the right way (Saks et al, 2010).
Compensation
Compensation is done in the company in order to show the company
appreciation for the employees completed tasks. The compensation method
used by the company is to ensure that employee are remunerated according
to the job done, the level of experience and the positions thy hold in
the company. Salary increase is done depending on the merits of the
employees and the development that the company has made. The
contribution of employees toward the goals of the company dictates the
salary increases that employees are to receive. The position, experience
and academic qualification in different departments determines the
payment made to different employees in the organization. However, the
company remunerates employees depending on the different job groups that
employees are in and the success of each department. In case, one
department is effective that the other, the employees in successful
department are highly remunerated and this acts as a challenge to other
employees to improve their performances. Remuneration of employees in
Comptech of the best and our company has records a low turn over which
indicates that employees are comfortable with the running of the
organization (Senger, 2005).
Appraisal
Appraisal is done in the company in order to determine the effectiveness
of employees and to help in rewarding the organization extemporary
performances. It is also done to help in developing employees and to
help them improve on their performances. Performance appraisal is
conducted on a yearly basis on all attributes that affects employees in
the organization from relationship with other employees in the
organization to the effectiveness in their organization job performance
(Gerhart & Rynes, 2003). The appraisal data is collected from the
employees’ supervisors and other employees and the most used method is
360-degree performance appraisal. Immediately after the analyzing of the
performance appraisal data the company ensures that the results are
communicated to the employees and those with better performance are
rewarded. It is important to give the appropriate feedback to employees
to prevent cases of demoralizing that usually emanate from improper
performance appraisal techniques (Arthur & American Management
Association, 2008).
Employment laws
Employees are protected from unfair performance appraisal by laws that
cover areas such as Defamation, Disparate Treatment, Disparate Impact
and Legal Compliance Recommendations. Employers should not pass judgment
concerning employees conduct without having reliable information because
this can lead to defamation. Employers should ensure that they do not
harm employees’ reputation due to incorrect information being passed
to other parties like future employers.
Disparate treatment and disparate impact occur when certain employees in
the organization are treated in a more special manner compared to others
in the organization. Performance appraisal should be fair and free from
any king of bias. Therefore, employees should undergo through the same
process in the organization and the company’s management should use
uniform appraisal process. Even the protected classes should not be
favored on issues relating to the performance appraisal. Management
should make sure that the appraisal method used is legally acceptable
and fair. Therefore, the process should be formal and official. Care and
diligence must be taken while evaluating and appraising employees since
it carries huge impact if not followed to the later. Employers should
not let personal relationship affect their decision-making in
performance appraisal. Civil Rights Act of 1991 and 1964 prohibits any
type of discrimination (Jasper, 2008). Employer is liable to pay for
damages if the plaintiff that the employers was motivated by
international discrimination. ADEA is the employment law that deals with
age discrimination in the organization. Rehabilitation Act of 1973
prohibits employers from discriminating individuals on issuers relating
to disability and a disable person can sue for damages. In case an
individual suffers, an injury in the work setting it is the work of the
organization to ensure they are not discriminated in the organization
setting. This law also goes hand in hard with Americans with
Disabilities Act of 1990 that also prohibits discrimination of disabled
employees (Goldman & Corrada, 2011).
References:
Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new
employees. New York: American Management Association.
Arthur, D. & American Management Association. (2008). Performance
appraisals: Strategies for success. New York: American Management
Association.
Aswathappa, K. (2005). Human resource and personnel management: Text and
cases. New Delhi: Tata McGraw-Hill.
Billsberry, J. (2007). Experiencing recruitment and selection.
Chichester, England: John Wiley & Sons.
Compton, R. L., Morrissey, W. J., & Nankervis, A. R. (2009). Effective
recruitment & selection practices. North Ryde, N.S.W: CCH Australia.
Gerhart, B. A., & Rynes, S. (2003). Compensation: Theory, evidence, and
strategic implications. Thousand Oaks, Calif: Sage.
Goldman, A. L., & Corrada, R. L. (2011). Labour law in the USA. Alphen
aan den Rijn: Wolters Kluwer Law & Business.
Green, G. (2002). Training and development. Oxford: Capstone.
Jasper, M. C. (2008). Employment discrimination law under Title VII. New
York: Oceana.
Kleynhans, R. (2006). Human resource management. Cape Town, South
Africa: Pearson/Prentice Hall South Africa.
Kowalski, K. M. (2006). Affirmative action. New York: Marshall Cavendish
Benchmark.
Saks, A. M., Haccoun, R. R., Belcourt, M., & Belcourt, M. (2010).
Managing performance through training and development. Toronto: Nelson
Education.
Senger, J. A. (2005). Designing a nonprofit compensation system.
Hoboken, N.J: John Wiley & Sons.
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