Brick Moving Company Case Study for Bona Fide -myassignmenthelp

Question: Discuss about theBrick Moving Company Case Study for Bona Fide. Answer: Introduction Bona Fide Occupational Requirements (BFOR) provides the minimum requirements for a particular position in the organization (Tracey, 2016). The human resource managers are required to perform recruitment, selection and training duties effectively for a sustainable performance of an organization. Bona Fide Occupational Requirements (BFOR) The BFOR are the rules established by the top managers of an organization in ensuring that there is an efficient performance in an organization. Staffs are required to meet BFOR to be considered for a particular position in the organization. The Brick Mover Company BFOR is that loaders are required to work at least 6-8 hours a day for a stable performance of an organization. HRM is expected to consider the regulation when hiring new employees for a sustainable performance in the market. Recruitment of talented staff makes it possible for an organization to handle issues through teamwork and innovation in production (Riley, 2014). The BFOR policies are aimed at increasing the performance of an organization through identification of minimum requirements for employees. The internal analysis of the job is essential in coming up with a BFOR where job analysis, job description, interview questions and performance evaluation is used in recruiting a talented staff. Brick company job descript ion for loaders/movers can move household commodities for 6-8 hours a day. The employee is evaluated based on the set BFOR set by the company. Important documents in BFORs The management is required to document the BFOR in ensuring it is well known to the employees. The documentation reduces resistance from the employees as they have an understanding of expectations of the company. Loaders/movers of Brick Company are expected to work 6-8 hours for increased services to household consumers. The employees can work towards the set minimum requirements for performing a particular task assigned to the organization (Brewster Hegewisch, 2017). Business performance is increased in an organization through corporation between management and employees in meeting set minimum requirements in an organization. External legislation to be considered Human resource management is required to perform an external analysis of the business environment before implementing BFOR. The study provides the top management with an insight of developing company policies which are legal. Legislation requirements considered by the management in coming up with BFOR is the Federal Laws and international standards of trade. The Federal laws governing a nation require an organization to implement BFOR requirements that are not discriminative. The criteria of recruitment should be based on the performance of the organization rather than discriminating on candidates (Taylor, 2017). BFOR policy implemented by an organization is required not to discriminate individuals due to their sex, race, national origin and cultural beliefs. The managers are expected to defend their BFOR policy to the law enforcers to reduce cases of discriminations in an organization. The BFOR policy implemented by Brick Company is highly useful as it does not discriminate candidat e due to their age, gender, race or national origin as it is focused on improved performance in the organization. Human rights, code of ethics, safety legislation, WCB, and employment standards are used to implement an effective BFOR policy. Workers' Compensation Board (WCB) is used to offer the right compensation to employees considering benefits and incentives at work. BFOR of Brick Company follows the set human rights, code of ethics, safety legislation, WCB, and employment standards for a stable performance of the organization. BFOR Accommodation Brick moving Company is required to accommodate individuals who can meet the set BFOR policy implemented in recruitment. The plan aims at hiring employees that will positively contribute to the performance of an organization. The employer is required to consider candidates that can meet BFOR requirements through training and development. The technique aims at increasing the ability of an individual to deliver quality work that will enhance the competitiveness of the company in the market (Kehoe Patrick, 2013). Human resource managers are required to implement BFOR policy considering the safety and health of employees for smooth operations by the company. Position on the Brick Moving company situation Human resource managers are required to have leadership skills to handle complex issues facing the employees (Reiche, Mark, Gunter, 2016). I would not employ the candidate as he does not meet the set BFOR of Brick Company. The candidate is qualified to work as a loader/ mover in the organization but has health issues where he cannot work more than 2-3 hours a day and must have a 30-minute break after one hour of work. It is essential to efficiently analyze the situation before coming up with a valid decision to avoid ruining the reputation of Brick Company. As a human resource manager, I would not consider the candidate as he does not meet the minimum requirements of ability to work 6-8 hours. The BFOR implemented by Brick Company is not discriminative as it is focused on improved performance in the market. Therefore, recruitment of loader/movers is required to follow set BFOR strictly to achieve established goals of production. Conclusion From the discussion, it is clear that an organization is expected to implement BFOR policy that is not discriminative. Brick Company is highly useful as it is focused on increased performance and does not discriminate candidates due to age, gender, national origin or color. Bibliography Brewster, C., Hegewisch, A. (2017). Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor Francis. Kehoe, R., Patrick, W. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors. Journal of management, 366-391. Reiche, S., Mark, M., Gunter, S. (2016). Readings and cases in international human resource management. Taylor Francis. Riley, M. (2014). Human resource management in the hospitality and tourism industry. Routledge. Taylor, S. (2017). Contemporary issues in human resource management. Kogan Page Publishers. Tracey, W. (2016). The human resources glossary: The complete desk reference for HR executives, managers, and practitioners. CRC Press.