[HRM] CASE 1 (wk 2)

Case study key points: A  fashion company hiring sales staffs just based on “body type or physical attractiveness

This way of hiring, from the viewpoint of the author, is unethical. The unethical acts of this company (Abercrombie) based on two stages:

First stages is HRM, this company didn’t care about anything except the appearrence of the sales staffs, didn’t know what skills or personalities.

Secondly,  Abercrombie used sexualization as a way to promote its products.

The unethical acts of Abercrombie had very bad influence on their brand within the employees. This would reduce the motivation of employees, some would even stop work for the company. That force the company to change its behaviors.

Should the company change its behaviors right from the start, or only change if it get bad judgement from employees and customers?


Recruiting and Selecting Employees.

Forecasting –> Hiring Process {Recruitment –> Selection –> Socialization}

Forecast labour demand and supply, in qualitative or quantiative techniques.

The labour supply is the supply that meet the hiring requirements

The Hiring process

Employee turnover cost: 4000-14000$.

Major cost:
Seperation, recruitment, selection, hiring, productivity.


Generating a pool of qualified candidates –> Need marketing for the jobs

Get to the “customers”: People who need to find jobs on facebook, LinkedIn, other social media platforms.

What do the customer want: working atmosphere, career opportunities, work-life value, salaries and other benefits.

Sources of recruiting:

– Current employees, refferals from current employees, former employees, former military (more likely in the US) , customers, print and radio advertisements, Internet advertising etc, college recruiting.

Planning the recruiment effort: Need to be tied to HR Plan. The number of candidate get to interview or job offers is based on yield ratios.


Use different methods to evaluate candidates and choose the right person for the company. Having big influence on company’s effectiveness.

Easier to evaluate skills and difficult to evaluate motivation.

Reliability and Validity:

Reliability refers to the consistency of measurement accross time and across judges


Deficiency error occurs when a component is not measured

Contamination error: mesurement includes unwanted influences.

Validity: how much the measurement corresspond with actual job performance

Selection tools:

Application forms

Abilitiy tests

Personality tests

Honesty tests

Interviews: The most common selection tool but criticized for poor reliabilities and low validity



  1. UK and some other EU countries are trying to reduce effect of racial-bias by enforcing new rules required remove name of candidates from application forms. Sources: https://www.theguardian.com/education/2015/oct/26/ucas-name-blind-university-applications-racial-bias

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