Running head: EMPLOYEE SELECTION PROCESS 1 EMPLOYEE SELECTION PROCESS 9 Employee Selection Process Student’s Name Institutional Affiliation The Process of Selecting the Right Employees Introduction What is the most vital aspect of an organization? Well, some people would say it is the finances and processes that have been put in place to advance its business strategy. Raub (2017) states that without a doubt, the people that make up the organization are the most critical component. The position of Raub (2017) is correct because it is people who drive processes, manage finances, and make vital decisions that drive organizational strategy. Having the most qualified and motivated people in the right positions and roles can be the differentiating factor between the success of the business versus its failure. The method of hiring employees should be based on the most effective human resource policy and procedures to ensure that the right people are recruited to the right roles. In this essay, we discuss the process of selecting the best workers of the retailer in question. Strategy Types Cost leadership, differentiation, and focus strategies are ways through which companies can gain a competitive advantage in the market. Cost leadership is a strategy often used by business firms to reduce production costs below those of competitors or industry average and increase efficiencies. Dombrowski, Krenkel, and Wullbrandt (2018) explain that cost leadership is about reducing the costs and producing the least expensive products in the industry to gain and boost the market share. Firstly, companies can implement a cost leadership strategy by increasing their profits through cost reduction, while charging prices within the range of industry-averages. Secondly, the approach is achieved by lowering prices to increase market share, while still ensuring that reasonable profits are being made because production costs have been reduced (Dombrowski, Krenkel & Wullbrandt, 2018). To implement this strategy, the organization must have access to resources needed to invest in the most efficient technology to help reduce prices. Two, the supply chain management process must be very efficient and must have a low-cost base regarding facilities, materials, and labor. Differentiation is about having quality products and services that are more attractive and stand out from the rest of the competition. Since the retail industry has almost similar goods, the organization can differentiate its products and services in terms of brand image, support, and customer service. Achieving differentiation requires robust research, innovation, and development team, the ability to produce and deliver the best goods and services, and an effective sales, promotion, and marketing strategy. Companies that have achieved differentiation have leaner processes that focus on innovation and quality in production and delivery. Lastly, the focus strategy concentrates on a specific niche o ...

1. Running head: EMPLOYEE SELECTION PROCESS
1
EMPLOYEE SELECTION PROCESS
9
Employee Selection Process
Student’s Name
Institutional Affiliation
The Process of Selecting the Right Employees
Introduction
What is the most vital aspect of an organization? Well, some
people would say it is the finances and processes that have been
put in place to advance its business strategy. Raub (2017) states
that without a doubt, the people that make up the organization
are the most critical component. The position of Raub (2017) is
correct because it is people who drive processes, manage
finances, and make vital decisions that drive organizational
strategy. Having the most qualified and motivated people in the
right positions and roles can be the differentiating factor
between the success of the business versus its failure. The
method of hiring employees should be based on the most
effective human resource policy and procedures to ensure that
the right people are recruited to the right roles. In this essay, we
discuss the process of selecting the best workers of the retailer
in question.
Strategy Types
Cost leadership, differentiation, and focus strategies are ways

2. through which companies can gain a competitive advantage in
the market. Cost leadership is a strategy often used by business
firms to reduce production costs below those of competitors or
industry average and increase efficiencies. Dombrowski,
Krenkel, and Wullbrandt (2018) explain that cost leadership is
about reducing the costs and producing the least expensive
products in the industry to gain and boost the market share.
Firstly, companies can implement a cost leadership strategy by
increasing their profits through cost reduction, while charging
prices within the range of industry-averages. Secondly, the
approach is achieved by lowering prices to increase market
share, while still ensuring that reasonable profits are being
made because production costs have been reduced
(Dombrowski, Krenkel & Wullbrandt, 2018). To implement this
strategy, the organization must have access to resources needed
to invest in the most efficient technology to help reduce prices.
Two, the supply chain management process must be very
efficient and must have a low-cost base regarding facilities,
materials, and labor.
Differentiation is about having quality products and services
that are more attractive and stand out from the rest of the
competition. Since the retail industry has almost similar goods,
the organization can differentiate its products and services in
terms of brand image, support, and customer service. Achieving
differentiation requires robust research, innovation, and
development team, the ability to produce and deliver the best
goods and services, and an effective sales, promotion, and
marketing strategy. Companies that have achieved
differentiation have leaner processes that focus on innovation
and quality in production and delivery.
Lastly, the focus strategy concentrates on a specific niche of the
market. Through fathoming the dynamics and trends of the
market and unique customer needs in the niche, companies

3. develop well-specified products or services or offer uniquely
low-cost products (Dombrowski, Krenkel & Wullbrandt, 2018).
Since such firms serve their customers well in the market, they
are likely to develop sharp brand image and loyalty that
translates into a competitive advantage.
The most appropriate strategy for an “efficiency-minded’
retailer is cost leadership. Because customers always want the
best products for low prices, the cost leadership strategy can
keep the retailer highly efficient and profitable. Low prices and
high quality becomes the selling point for the retailer. To
maintain low costs and efficiency, the company must have an
excellent logistics plan, minimized spending on human
resources, and business automation. Process efficiency,
intensive growth strategies, effective management, and robust
technology are critical to achieving the strategy.
To obtain cost leadership, the human resource department must
invest in talented, and highly trained staff who can implement
leaner processes and effective management approaches to
reduce production costs (Wood, 2018). The HR, therefore, must
invest in a robust and efficient selection and training program
for the staff to become competent managers, logisticians, and
marketers.
Job Design Approaches
The popularly used approaches to job design are job enrichment,
job engineering, job enlargement, and job rotation (Khan, Azhar
& Hayat, 2015). The dimensions of job design mostly focus on
complexity and impact. The impact dimension, as postulated by
Khan, Azhar and Hayat (2015), determines the degree to which
the approach used in job design is connected with factors
outside the immediate job, like performance evaluation and
management, working conditions, the needs of the consumers,
the compensation and reward systems and the design of the

4. organization.
Job rotation is often done by moving the workers from job to
job. The focus of such rotation is to reduce boredom and add
variety by allowing them to perform varied roles and tasks
(Khan, Azhar & Hayat, 2015). When some activities are no
longer as challenging as before, staff can be moved to another
role, which has similar requirements in terms of skills and
knowledge. Apart from helping to address disinterest and
boredom, job rotation helps the management in achieving a
certain level of flexibility, especially when employees have
many skills. An example is when the HR director moves one
customer representative to work for some time as a sales
consultant.
Job engineering is focused on the activities to be done,
processes to be used, employee workflows, the layout of the
staff, standards of performance, and interdependence among
systems and people. The job design’s hallmark is the
specialization of labor (Khan, Azhar & Hayat, 2015). Such
specialization at the highest levels allows staff to perform tasks
rapidly, reduce supervision needs, simplify the hiring processes,
and allows short work periods to automate performance (Wood,
2018). An example is when the employees are permitted how
the work methods in the logistics department and the sales
department of the retailer link up to improve performance.
Job enlargement is about expanding the number of varied tasks
done by workers in a single job. The approach changes jobs in
some situations or circumstances to included additional
different tasks. Apart from adding interest, enlargement gives
the staff more responsibility. For example, the functions of a
sales representative at the retail store may be expanded to
include offering customer after-service and inventory
management support (Wood, 2018). Job enrichment focuses on
adding some motivators to the job to improve its attractiveness,
motivation, and rewarding nature.

5. A job can only be enriched when its nature becomes more
creative, exciting, and challenging. Apart from improving
employee satisfaction, job enrichment enhances the efficiency
of task performance, which is vital for the retail’s overall cost
leadership strategy (Wood, 2018). An example is when a
warehouse staff whose primary role is to stocking the retail
store shelves can also help in filling order slips and processing
incoming inventory with added reward and control.
The practical job design applications mentioned above are
essential to the management. If the jobs in the retail store and
effectively and appropriately designed, then highly efficient
managers are likely to job the retailer (Wood, 2018). Efficient
managers implement leader and effective processes that advance
the strategy of the retail store. The employees become
motivated to improve the profitability and productivity of the
retailer. The focus of the job design applications should be to
improve the efficiency of the company to achieve its cost
leadership business strategy.
Challenges and Constraints in Employee Recruitment
Companies face challenges and constraints that impact their
recruitment processes. While some of these constraints are
internal, a considerable percentage can also be attributed to the
candidates being interviewed for different roles in the
organization. Lussier and Hendon (2017) explain that internal
constraints that are likely to affect recruitment negatively
include the image and reputation of the firm, unattractive jobs,
and organizational policies. An organization with a poor image
and reputation is not likely to attract the best workers.
Unattractive jobs come in the form of poor remuneration and
benefits package, low chances of promotion and advancements,
and sometimes lack of opportunities for growth and
development.

6. However, two issues are of specific significance, especially to
the overall strategy of the retailer. The first challenge is finding
employees who fit the culture of the company. Human resource
professionals are always seeking employees who can embody
the culture of the organization and lead in taking it forward
(Lussier & Hendon, 2017). New staff should integrate into the
company’s team and work well in the environment of the firm.
Finding staff who fit the culture of the company should be a
top priority for any HR department, yet it remains a significant
challenge. In some cases, recruiters are forced to let go of great
and talented candidates because they do not gel with the culture
of the company and the team environment that has been created
to advance strategy (Lussier & Hendon, 2017). To address this
issue, HR must ensure that the culture of the company is well
articulated and captured in the job descriptions. For instance,
the mission and internal environment of the company can be
displayed in the adverts to help candidates understand the
organization. Only those fitting the described culture and
internal environment are likely to apply.
The second challenge is the need to make a speedy hire. HR
professionals are encountering the problem of having to make
quick recruitment (Lussier & Hendon, 2017). Because
competition is heating up, and resources are limited to get the
best talent, companies are making quick recruitment decisions
that end up hurting them. Coupled with the fast growth of
companies, HR does not have adequate time to screen
candidates and select the best fit (Lussier & Hendon, 2017). To
address this problem, recruiters should document the required
information for specific roles in advance to help in saving time
and cutting some steps involved in recruitment. Such data can
be gathered through managers and line supervisors on the
requirements of these roles.

7. Ideas for Candidate Selection Process
Training HR staff, understanding the job, and using valid tools
can help add value to the selection process. Individuals
involved in the process of selecting must be adequately trained
mainly on the performance metrics of the interviewing process
(Lussier & Hendon, 2017). Especially, people involved in the
selection should be adequately trained on interviewing.
Secondly, identifying and using valid selection tools is
essential. The tools and techniques used must be relevant to the
job in question and linked with successful job performance.
A way of validating tools is to engage outside consultants or HR
business partners (Lussier & Hendon, 2017). Thirdly, the
selection purely depends on an exceptional understanding of the
job. The HR team must, therefore, start with excellent
knowledge of the role and the features that differentiate
successful job performance (Wood, 2018). A specific strategy to
understand the job is conducting internal analysis or partnering
with experts in the field of selection processes.
During selection, there are common problems that must be
avoided. Firstly, the recruiting panel should not take candidates
at their word. The team must probe for specific situations and
examples where the candidate demonstrated the success factors
in question. Secondly, regardless of time and resource
limitations, the selection process should be robust and not sped-
up. Most managers cite a lack of time as the reason for quick
hires. This is a huge mistake. Thirdly, relying on gut feelings
and instincts is a huge problem.
References
Dombrowski, U., Krenkel, P., & Wullbrandt, J. (2018).
Strategic Positioning of Production within the Generic
Competitive Strategies. Procedia CIRP, 72, 1196-1201.

8. Khan, N. J., Azhar, S., & Hayat, Z. (2015). Strategic approach
to job design: an issue in strategy implementation. International
Journal of Human Resource Studies, 5(1), 48
Lussier, R. N., & Hendon, J. R. (2017). Human resource
management: Functions, applications, and skill development.
Sage publications.
Raub, S. (2017). When employees walk the company talk: The
importance of employee involvement in corporate
philanthropy. Human Resource Management, 56(5), 837-850..
Wood, S. (2018). HRM and organizational performance.
In Human Resource Management (pp. 74-97). Routledge.
Three Strikes Laws 1
Three Strikes Laws
Dionne Russell
CJS/225
Carol Thomas
November 04, 2019
Three Strikes Laws 2
Three Strikes Laws
Three strike laws are laws enforced by the state to ensure a
crime less society. They
enforce harsh sentences for a person or victims who commits a

9. violent felony and who already
has two previous felony convictions, or in a state without such a
law. These laws are enhanced to
create a correctable society and avoid persons avoiding same
felony convictions they previously
had in a court of law. Three strike laws gives severe punishment
to such victims and can lead to
life imprisonment. The three strikes laws were enacted under
the Violent Crime Control and Law
Enforcement Act of 1994. The statutes of three strikes provided
for a mandatory life
imprisonment if one is convicted felony, ( Austin, J., &
National Institute of Justice (U. S.),
(2000). In a federal court, the victim has to be convicted of a
serious repeated and violent felony
for the judgement to be made. It means being convicted for the
same offense in multiple times.
Legislation three strike laws are indeed right. Victims should
realize that being convicted
of the same or similar account does not reflect the corrective
aspect of our federal courts. One
should change upon conviction and service of his jail term. For
example, robbery with violence
or murder is a serious felony offense. These offenses inflict

10. much pain to the affected victims
who would not love to encounter the same experience in their
locality. If a victim is convicted in
a court of law and does not change indicates the first sentence
had no positive effect. Three strike
laws will be applied on the preceding conviction and a severe
punishment will be instituted.
Three strikes laws should be well considered before actions are
enforced. Terms of the
punishments should be enacted depending on extend of the case.
Defendants should not suffer
long prison terms for unconstitutional laws. For illustration
purpose, in California stores a
defendant was found guilty of stealing $150 worth of tapes,
(Kieso, D. W. (2005). The defendant
Three Strikes Laws 3
had prior convictions and the judge condemned the defendant to
50 years in prison for the
thievery of the video tapes. This was pursuant to California’s
three strikes law. The defendant
appealed his sentence before the U.S. Supreme Court in Lockyer
v. Andrade (2003), but the

11. Court maintained the constitutionality of the law. I do not think
this was a fair ruling, such minor
cases should have allowances for considerable jail terms other
than those enhanced in three strike
laws. Compared to more serious offences like murder, the two
victims should not undergo same
jurisdiction.
Three strike laws should be enforced for a better society.
Defendants should know the
consequences of their actions. Crimes to society should not be
condoned by anyone in the society
and if severe punishment brings sanity in the society, then three
strike laws should be supported
extensively. The law needs not to be twisted either to suit a
situation. The law has to be followed
to the later and that is why my illustration was reinstated. These
laws really deserves revisiting to
accommodate these grievances.
Three Strikes Laws 4
References
Kieso, D. W. (2005). Unjust sentencing and the California

12. Three Strikes law. New York: LFB
Scholarly Pub.
Austin, J., & National Institute of Justice ( U.S.),. (2000). “
Three strikes and you’re out”. The
implementation and impact of strike laws.