HMP1 case study.abbey.docx HMP1: Cases in Advanced Human Resource Management Course Code: HMP1 Student Name: A. List 3 national equal employment opportunity laws that impact JetBlue's hiring practices. 1. JetBlue mu
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HMP1 case study.abbey.docx HMP1: Cases in Advanced Human Resource Management Course Code: HMP1 Student Name: A. List 3 national equal employment opportunity laws that impact JetBlue's hiring practices. 1. JetBlue must not discriminate against pregnant women and must follow the pregnancy discrimination act of 1978. This is to ensure that women are not passed up for promotions or jobs just because they are pregnant. 2. They also must follow the Americans with disabilities act. This means that they must make reasonable accommodation for applicants or employs that are said to have a disability. 3. They also must follow the age discrimination in employment act of 1967 when hiring. The prohibits JetBlue from not hiring individuals where are 40-65 years old just because of their age. B. Recruitment Efforts B1 Internal Recruitment - List 1 internal recruitment method. 1. An internal recruitment method JetBlue uses is employee referrals. B2 External Recruitment - List 1 external recruitment method. 1.They used recruiters as and external recruitment method. B3 Recruitment Effects - Explain the effects of these methods on JetBlues recruitment efforts. 1. Employee referees are when employees of the company refer friends and associates to apply at their company. This will help to find employees who fit the culture, those who have good attitudes and who are very comfortable with computers. 2. With JetBlue having to spend so much money on training it is important for them to find the best candidates.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .
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