Growing Trend of Employment-Related Background Essay

Growing Trend of Employment-Related Background - Essay Example Credential fraud consists of an employment candidate falsifying information on the employment application, usually in the form of misrepresented employment history and academics-related credentials. This type of fraud has witnessed the creation of many external agencies which act as third-party investigators and are generally hired as a proactive risk management investment. There is also ample research evidence pointing toward an increased awareness of credential fraud in modern business organizations, promoting human resource officials to promote extensive training to interviewing managers in recognizing potential discrepancies within employment applications. With background checking being established by many organizations in an attempt to combat this fraudulent activity, it is somewhat unexpected that credential fraud continues to rise statistically. This project identifies the potential detriment which is caused by credential fraud, both to the business which experiences increases in similar fraud and to the employee or potential job candidate who knowingly falsifies their credentials. Further, an interview was conducted with the Regional HR Manager at The Home Depot, a major home improvement center with facilities in North America and abroad, to highlight the issues faced by today's human resources departments. Credential fraud is not only a modern problem plaguing businesses, instances of misrepresentation have been experienced since at least the 1970s. Research indicates that fraudulent employment activities involved degree forgery and the use of diploma mills on black markets. These mills offered the creation of official-looking degrees from major universities across the nation, costing, at the time, around $1500.  

Multiculturalism in Human Resource Management Essay

Multiculturalism in Human Resource Management - Essay Example I believe that the essence of diversity, cultural or otherwise, is the co-existence of different attributes within a single social environment. For instance, if there are different cultures involved, but each culture is encountered within the context of its own social milieu, then there is multiculturalism but no diversity, because the employees are not members of a minority culture subjected to a dominant culture. On the other hand, if the variety of cultures were encountered within the United States, then one might say that cultural diversity existed. The essence of â€Å"diversity† is pluralism within a single context, â€Å"diversity in the creation of a common society† (McGraw & Formicola, 2005, p. 14). Therefore, if the multiculturalism involved a multinational hiring individuals of different races or cultures in different overseas subsidiaries only because a particular race or culture is prevalent in that particular host country, then diversity did not exist as p lurality because the cultures were dominant in their own locales. The answer to the third question affirms that diversity and inclusion are important in the business environment, but is not clear on why diversity is important. The example given is that diversity draws world customers closer to the organization rather than alienates them. However, culture-sensitive marketing strategy changes consumer perception of the firm, without necessarily transforming the parent corporation into a diverse and inclusive entity (Van Mesdag, 1999). A devolved management approach that employs cultural adaptation in its marketing efforts does not necessarily result in a diverse work force, although a diverse work force may draw customers of different attributes and backgrounds, within the parent company’s environment, closer to it. Response for the post of Student 2 (Brandon Burton) The post points out an important challenge to diversity, that is, how the ideals and theoretical principles of d iversity are actualized so that one may say, â€Å"Our corporation has achieved diversity†. The difficulty in arriving at a cogent description of diversity is underscored by Brandon’s questions: Is it hiring more minorities? Is it seeking minorities who think differently? While these ambiguities are well illustrated, there appears to be something missing in the definition that is arrived at. Diversity in this post is defined in terms of possessing different ideas, personal as well as business experiences, and culture (in what sense is uncertain – culture related to nationality or ethnicity, or culture related to personal upbringing and orientation?). It appears that this definition defeats the concept behind â€Å"diversity and inclusion† because it ignores the sense behind â€Å"inclusion.† â€Å"It is generally accepted that ‘Inclusion’ means inviting those who have been historically locked out to ‘come in’.† (Asa nte, n.d.). The post is correct in stressing that the person with the right qualifications must be hired, but the implicit premise here is that diversity will compel the business to hire one who is not qualified. Diversity and inclusion are specific in that they are initiatives which aim to set straight the historical prejudices that relegated people of certain races, creeds, cultures, and other attributes to cycles of poverty and exclusion. Diversity is â€Å"a moral imperative to ensure justice and fair treatment of all members of society†¦The comprehensive proactive organization focuses not only on the business case for diversity, but also actively on the social justice case and what is ‘the right thing to do’