Job rotation: broadens experience and helps the candidate find what he or she prefers.
Coaching/Understudy: works directly with the person he or she will replace, helps assure trained managers are ready to assume key positions.
Action Learning: allows special projects to be handled.
Case Study Method: classroom oriented, gives real-life situations, allows analysis and reflection.
Management Games: learn by getting involved, competition, emphasizes the need for planning, problem-solving skills, teamwork.
Outside Seminars: CEUs, developed by experts, time away from pressures of work.
University-Related Programs: certifications and degrees, theoretical knowledge, sharing with students from other industries.
Role Playing: opportunity to work through probable situations, negative views of role-playing.
Behavior Modeling: effective, learning and skill development, reinforces decisions immediately.
In-House Development Centers: tailored to the needs of the company, expensive.
• signed into law by Ronald Reagan on November 6, 1986, is an Act of Congress which reformed United States immigration law. The Act:
• required employers to attest to their employees' immigration status;
• made it illegal to hire or recruit illegal immigrants knowingly;
• legalized certain seasonal agricultural illegal immigrants, and;
• legalized illegal immigrants who entered the United States before January 1, 1982 and had resided there continuously with the penalty of a fine, back taxes due, and admission of guilt; candidates were required to prove that they were not guilty of crimes, that they were in the country before January 1, 1982, and that they possessed minimal knowledge about U.S. history, government, and the English language.
The hiring process also changed as employers turned to indirect hiring through subcontractors. "Under a subcontracting agreement, a U.S. citizen or resident alien contractually agrees with an employer to provide a specific number of workers for a certain period of time to undertake a defined task at a fixed rate of pay per worker" "By using a subcontractor the firm is not held liable since the workers are not employees. The use of a subcontractor decreases a worker's wages since a portion is kept by the subcontractor. This indirect hiring is imposed on everyone regardless of legality".
Interviews can be classified according to:
(1) degree of structure. This is the extent to which interviews are, or are not, structure with previously designed questions so that each candidate must answer the same things.
(2) purpose. Interviews may be designed to accomplish several purposes, including selection, performance appraisal feedback, etc.
(3) content. The content of the questions may be situational, job-related, or psychological.
(4) the way the interview is administered. Interviews might be conducted by a panel of interviewers, sequentially or all at once, computerized, or personally.