Incident 10.2 Hire Me, Hire My Husband!* Pete Gettings, director of human resour
ID: 330102 • Letter: I
Question
Incident 10.2 Hire Me, Hire My Husband!* Pete Gettings, director of human resources for XYZ Company's research and development laboratories, was relating a success from his State University recruiting trip to Derek Hills, XYZ's manager of information technology. "Derek," Pete said excitedly, "you know how you've had me looking for engineers who could add technical strength to your operation? Well, I've found one-a senior at State Uni- versity and a straight-A student, with lots of ambition, interested in computers for what theyExplanation / Answer
1.
Mike is now not a fresher and a self-assured individual with experience in marketing. Hence, he should be interviewed again and if succeeded in the interview, a job should be created in the same company where the Sally works. Here, it is important for the company to analyze the profitability to the company brought in by the work of Sally and the compensation being delivered to Mike, if he is selected for the job. It is always good to retain the top talents as they are the source of competitive advantage to the organization. If profitability is very high than the cost of compensation to Mike, then Sally should be retained and Mike should be offered the job equivalent to the work he has done and the salary package that is offered to him in West Coast.
2.
Yes, XYZ Company should have anticipated it and allied individuals to work extensively with Sally so that knowledge transfer is continuous and the organization does not suffer when Sally leaves. Besides, the organization should also track the performance being delivered by Mike so that he can be accommodated in a job in XYZ Company as per his abilities to prevent retention related problems. Besides, the organization should not be taken to the ransom by an employee, so the company should have policy in place to develop a competent replacement to fill up the gap created by Sally if she finally decides to leave.
3.
The dual career family presents the scope of leaving the jobs due to the one person moving out in another job at another location. Hence, it is a consideration, taken up by the recruiters in the company. It is the reason that organization either takes commitment to work for the particular period of time, retain a part of compensation to make an employee work for the period or go for the time period based bond for the employees. Besides, the replacement is always in the process of development so that seamless transition takes place. Hence, companies become cautions and they proactively work on it before they offer the job to such candidates.