There are three major categories of problems

CATEGORIES OF PROBLEMS1Problem is related to recruitment2 Problems are related to employee rightsTurnover (is not a problem now but our

group have anticipated that may be in future it become a problem for john young's enterprise.

Contents of Presentation To discuss recruitment related problem

………………………………….miss Tammat-bil–khair

For employees rights related problems ……………………….Miss Nida Fatima and Mr.Umair

For overall conclusion of all suggestions and solutions through presentation, questionnaires, interviews, and class discussions………………………………Miss Iqra aziz

RECRUITMENT PROBLEM

It has arise due to only use of a polygraph as a selection devise for armed prison guard by john young's organization.

WHAT IS A POLYGRAPH??????

POLYGRAPHPolygraph is a device that measures

physiological changes like increase perspiration.

The assumption is that such changes reflect changes in emotional state that accompanying lying.

WHO CAN USE POLYGRAPH????

WHO CAN USE POLYGRAPH?All organizations cannot use polygraph in the

selection process of employees.Few organizations can use polygraph. it

includes:Industries with national defense or securityBusiness with nuclear power related

contracts with the department of energyFBIPrivate businesses that are:1:hiring persons for security2:if any theft has taken place in firm

Complaints regarding polygraph

There are many complaints about polygraph which is culminated in polygraph protection act of1988

Problem 1John young didn’t conduct written tests

because in his opinion, these tests create severe problems so he relied only upon polygraph test.

John young is sued by David Raskin(who was rejected on the basis of results of polygraph)

Background of problem 1

Comments Please...Should a security firm

utilize polygraph examinations as a selection device???

• Problem 1: John Young was being sued by David

Raskin as John has rejected him on the basis of Polygraph selection test.

• Solution:John didn’t made any false move because

use of polygraph has been authorized by the law enforcement agencies in the state. So David can claim to higher authorities by some legal terms and procedures and John must improve the recruitment process in order to avoid problems in future.

Suggestions & solutions of problem 1Inform the applicant about the use of

polygraphAlso conduct paper-pencil and honesty

programmesRelate all tests to find conclusionHire polygraph specialist for safe side

Generally prevents employers from using polygraph tests (either for pre-employment screening or during the course of employment)

Permits polygraph tests to be administered to certain applicants for job with security firms (e.g. guard companies)

Problem 2Bobby was an employee in John Young

Enterprise(JYE)He was just about to leave the JYE and had

applied in another organization He bitterly claimed against John, CEO of JYE

because he didn’t let him to review his personnel data file

Comments Please...

Should John give Bobby right to review

his personnel data file???

solutions of problem 2Employees should be given right to review

personnel fileTo confirm informationTo identify incorrect informationTo ask for removing any inconsistency To apply for internal promotion or transfer To leave the job To be worried about getting fired

Limitations of reviewing personnel file The right to inspect personnel files and records does

not apply to records relating to the investigation of a possible criminal offense letters of reference ratings reports records that(a) were obtained prior to the employee’s employment(b) are in process whether this process is regarding some criminal offense or anything else

Do employees have the right to deny the third party access to their personnel information???

An employee can access his personnel file at reasonable times and intervals

But the access of the third party to the employee’s personnel record is questionable.

c) When there is a public interest in disclosure.

It may also be expose to some other lawful bureau in case of any criminal offense.

These conditions are;

1.when the employee has given his/her consent;

2.when the law requires disclosure (either under decree or a court order);

3.When there is a public interest in disclosure.

there is no law that requires provision of confidential information to the police or to courts only, even where the matter in issue is a serious crime.

One best solution:John young enterprise should redefine HR

policies which majorly comprises of Recruitment processEmployee rights

Suggestions from Questionnaires

Suppose you are an interviewer and you are interviewing the candidates for the recruitment. How can you identify whether the person being interviewed is telling a lie or speaking truth?

By creating multiple situationsBy matching the answers given by

the candidate with their resume.Voice pitchBody LanguageAsking one question again and again

through various perspectives.

Do you think that the polygraph (lie detector) is the best answer for the above question?

Polygraph is not the successful technique at all but it depends on the position for which you are hiring.

It is humanly disrespectfully and hurts your integrity because such an equipment which is investigating your honesty.

What in your opinion is the best alternative for the polygraph?

Conducting face to face interviews. Strong credentials (testimonials, character

certificate) Open ended questions Multiple interviews

Should employee have the right to review his records on his personnel file?

Personnel file maintain a single record of an employee.

Employees must be aware about their deficiencies, weaknesses and strength.

Personnel file information should be accessible to employees for accountability purposes, also for employee development and motivation for increasing the efficiency of employees.

Can employer refuse the access of the employee to his personnel file in any case?

Company can kept restricted the data that would be a risk factor for company’s confidentiality.

In case of any criminal offense against an employee a company can confine employees access to personnel file.