Sleep Tight Inn
Review the Sleep Tight Inn scenario.Complete the questions below and be sure toFully answer each questionInclude bullet point recommendationsProvide at least a one page long document for each questionInclude at least one outside sourceSleep Tight Inn scenario:The Sleep Tight! Resort and Conference Center of Albuquerque, N.M. has a staff of over 300 full time employees and 100 seasonal employees in 10 different job categories. For the past twenty-five years the resort has been run by the Clause family. The Clause family has had experience in running several small motels and were very knowledgeable of the industry.However, while they tried to treat the employees fairly, Mimi Clause, the Manager, knew nothing of proper HR practices and tended to make arbitrary decisions. She left many of the HR decisions to the employment department which consisted of a secretary and an employment supervisor who had been a secretary for Mimi’s mother. Eighteen months ago, the family decided to hire Frank Jones as the new Manager of the resort.After evaluating the current operations, Frank Jones, decided that the Resort was in fairly good shape except for the lack of standardized Human Resource practices. Very little information existed to support any of the past employment decisions, especially in the area of selection. Although Jones does not have any direct experience in HR, he had taken several courses in HRM while in college.In the last eighteen months, Jones has encountered several problems. He would like you to:Evaluate the situation and identify the problemInclude short bullet point recommendations for eachQuestions: Answer both4A: Mr. Jones knows that the resort is covered by the Immigration Reform and Control Act but that Mimi Clause did not follow the law. He specifically wants to know what must be done to comply with the law. What should be done about the lack of records on the current employees? What should be done if he finds employees who cannot meet the legal requirements?4B: In the past the Resort has used a simple selection process. Applicants for vacancies complete an application blank that is screened by the secretary. The employment supervisor or the department manager then interviews the successful applicants. In some instances departments used additional tests which were developed at the Resort. The employment supervisor maintains some background information but not on a consistent or structured basis. Mr Jones wants to know if we can use the tests created at the Resort and how to make them more legally defensible?
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