Business > CASE STUDY > HMP1 Task.docx HMP1: Human Behavior in Orgs. Course Code: HMP1 A. List 3 national e (All)

HMP1 Task.docx HMP1: Human Behavior in Orgs. Course Code: HMP1 A. List 3 national e

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HMP1 Task.docx HMP1: Human Behavior in Orgs. Course Code: HMP1 A. List 3 national equal employment opportunity laws that impact JetBlue's hiring practices. 1.Title VII of the Civil Rights Act of 1964, Amended in 1 ...

HMP1 Task.docx HMP1: Human Behavior in Orgs. Course Code: HMP1 A. List 3 national equal employment opportunity laws that impact JetBlue's hiring practices. 1.Title VII of the Civil Rights Act of 1964, Amended in 1972 (Mondy &Martocchio, 2016) 2.Equal Pay Act of 1963, Amended in 1972 (Mondy &Martocchio, 2016) 3.Age Discrimination in Employment Act of 1967, Amended in 1978 and 1986 (Mondy &Martocchio, 2016) B. Recruitment Efforts B1 Internal Recruitment - List 1 internal recruitment method. 1.Employee referrals B2 External Recruitment - List 1 external recruitment method. 1.Newspaper advertisements B3 Recruitment Effects - Explain the effects of these methods on JetBlues recruitment efforts. 1.Employee referrals have been a great recruitment resource for JetBlue. Current employees bring potential candidates that are â€˜like-minded people that, most often, fit within the organization both culturally and ethically. This has proven true for the recruitment of pilots for JetBlue as cultural fit was of the upmost importance for the organization. JetBlues approach with using employee referrals was deemed successful because current, â€˜happy pilots resulted in identifying and recruiting friends from competing airlines. 2.Newspaper advertisements have proven to be a good resource for JetBlues recruitment efforts as it tends to produce large candidate pools to source from. This method demonstrated to be true for JetBlue when sourcing for reservation agents. Utilizing a loca. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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