Contents RECRUITMENT....................................................1 SELECTION......................................................2

NEPOTISM HISTORY AND DEFINITION................................3ADVANTAGE........................................................4

DISADVANTAGE.....................................................4 EMPLOYMENT OF CHILDREN.........................................5

EMPLOYMENT OF OLD WORKERS......................................71. AGEISM’S DOUBLE STANDARD......................................7

2. JOB SKILLS HAVE BEEN RENDERED OBSOLETE........................73. OVERQUALIFIED.................................................8

4. AGEISM MYTH...................................................9 DISCRIMINATION................................................10

POSITIVE........................................................10NEGATIVE........................................................10

TYPE OF DISCRIMINATION..........................................10FIVE TOP EXAMPLES:..............................................11

AGE DISCRIMINATION-WORKPLACE..................................11BASED ON RACE/ ETHNICITY......................................11

BASED ON SEX..................................................12BASED ON RELIGION.............................................12

WITH DISABILITIES.............................................12THE EFFECT OF DISCRIMINATION....................................13

DISGRUNTLED EMPLOYEES.........................................13FINANCIAL.....................................................13

PHYSICAL EFFECTS ON EMPLOYEES.................................13LEGAL TROUBLE.................................................13

EXPATRIATE....................................................14EXAMPLE EXPATRIATE IN MALAYSIA..................................14

ADVANTAGE OF EXPATRIATE IN MALAYSIA.............................14

DISADVANTAGES OF EXPATRIATE IN MALAYSIA.........................14 SUGGESTION AND RECOMMENDATIONS................................15

Bibliography......................................................16

RECRUITMENT

RECRUITMENT: The process of attracting individuals on a timely

basis, insufficient numbers and with appropriate qualifications, to

apply for jobs with an organization.

Recruitment is about the process to attracting individuals on

timely basis. When HR planning indicates the need for additional

labor, organizations have a number of choices to make. This may be

the first step in a full-scale recruitment and selection process,

but sometimes hiring additional employees is not the best method to

obtain additional labor. It may be appropriate for an organization

to consider ternaries to recruiting, such as outsourcing or

contingent labor, instead of hiring regular employees. If this is a

temporary fluctuation in work volume, the simplest solution may be

part-time labor or overtime by existing employees. The costs of

recruitment and selection can be staggering; hiring new employees

should occur only after careful consideration and only when the

organization anticipates a long-term need for additional labor.

Estimates on the cost to replace supervisory, technical and

management employees run from 50 percent to several hundred percent

of employeesalaries.1 Careful HR planning must consider the overall

growth prospects of the organization and accurate forecasting of

future labor needs. Recruitment planning begins only when other

alternatives have been considered and eliminated.

SELECTION

SELECTION: The process of choosing from a group of applicants those

individual best suited for a certain position and organization.

The selection process consists of various steps. At each stage

facts may come to light which may lead to rejection of the

applicant. Steps involved in the selection are: -application

* Preliminary interview: - Initial screening is done to weed out

totally undesirable/unqualified candidates at the outset. It is

essentially a sorting process in which prospective candidates are

given necessary information about the nature of the job and the

organization.

* Application blank: - Application form is a traditional and widely

used device for collecting information from candidates. The

application form should provide all the information relevant to

selection.

* Selection test: - Psychological are being increasingly used in

employee selection. A test is sample of some aspects of an

individual’s attitude, behaviour and performance. It also provides

systematic basis from comparing the behaviour, performance and

attitudes of two persons.

* Employment interview: - An interview is a conversation between two

persons. In selection it involves a personal, observational and face

to face appraisal of candidates for employment.

* Medical examination: - Applicants who have crossed the above

stages are sent for a physical examination either to the company’s

physician or to a medical officer approved for the purpose.

* Reference checks: - The applicant is asked to mention in his

application form the names and addresses of two or three persons who

know him well.

* Final approval: - The shortlisted candidates by the department are

finally approved by the executives of the concerned department.

Employment is offered in the form of appointment letter mentioning

the post, the rank, the grade, the date by which the candidate

should join and other terms and conditions in brief. (Mifflin, The

Free Dictionary, 2009)

NEPOTISM HISTORY AND DEFINITION

The words nepotism is actually is an Italian words nepotismo,

which the root word is Nepos that refer to nephew. Nepotism refers

to the act of hiring worker based on feelings than qualification

that the person meets the job description. Nepotism can be found in

the politics, entertainment, business and religion. Politics

nepotism is about a leader choosing his favor person such as his

son, daughter, friends that have no qualification to take the

responsibility that acquire qualification and experience to do such

task as designing structure to maintain water safety. Due to the

increase of nepotism problem the worldwide nowadays create the

nepotism policy which concerning on the act of nepotism by applying

nepotism policy in all the government and non-government

organization. In this policy it says Relationship by family or

marriage constitutes neither an advantage nor a deterrent to

appointment by the university, provided that the individual meets

the appropriate standards for the position to be filled and provided

that the individual will not be in the chain of supervision of a

spouse, family member, or person with whom the individual is dating.

Employment will be denied under the following circumstances:

- Where one family member would have the authority or practical

power to supervise, appoint, remove, or discipline another;

- Where one family member would be responsible for auditing the work

of another;

- Where other circumstances exist which would place family members

in a situation of actual or reasonably foreseeable conflict between

the employer's interest and their own.

Applicants who are denied employment to a particular position for

one of the foregoing reasons will be considered for other vacant

positions for which they may be qualified. Failure to advise the

University of the Existence of one of these circumstances may result

in a withdrawal of an offer of employment or actual discharge from

employment.

Existing PLU employees who become involved in one of the foregoing

circumstances have an obligation to advise the university about the

conflict. Every effort will be made to resolve the conflict without

loss of employment to either employee; however, the university

reserves the right to transfer one or both employees, to discharge

one or both employees or to demote one or both employees to resolve

the conflict. Employees who fail to advise the University Existence

of a family, spousal or dating relationship under one of these

circumstances will be subject to discipline, up to and including

discharge. Nepotism also will cause job unsatisfied because,

nepotism decreases morale of all employees with the exception of the

individuals directly benefiting from the relationship. In a study of

nepotism in the hotel industry published in the International

Journal of Sociology and Social Policy, nepotism had a significant

detrimental impact on employees' overall job satisfaction, intention

to quit the job and likelihood of talking negatively about the job

for example, to other co-workers or potential customers. A

successful nepotism policy therefore has the potential to make a

significant improvement to the overall morale of the organization.

New employees may not fully qualify for the vacancy, however people

who can best meet the requirements of the job tend to be ignored in

substitution for relatives or friends of particular individuals

involved with the entity. This may cause conflicts at the workplace

and some employees within the business may look for promotion.

(FOWLER & EDQUIST, 2003)

ADVANTAGE Improved customer relations through family contact

Intergenerational continuity

Long-term stability

Shared values

Loyalty and commitment

Inherent trust

Willingness to sacrifice for the business

DISADVANTAGE Possible managerial incompetence

Lack of exposure to other businesses

Inability to separate family and work

Patterns of conflict rooted in early family experience

Communication breakdowns

Inability to retire and let go

Sibling rivalry (Myrna L. Gusdorf, 2008)

EMPLOYMENT OF CHILDREN

“Child” means a person who is not yet over compulsory school age ora person who is under 18 years of age.

“Employment” means an occupation which is carry on for profit.

An underage person cannot be employed. If a child is engaged to

carry out work, whether or not the child receives payment, or any

other kind of reward, the child is considered to be employed.

1. The age a child can be employed and the kind of work that a

child can do depends on a number of factors:

whether the work is in addition to full-time school,

part-time, casual or holiday work whether the work

is an alternative to full-time school

the type of work

certain conditions (e.g. parental supervision or

approval)

the hours of work.

2. Children of any age may work:

as part of a school program

in a family business where the business is carried out by

a parent or relative of the child

in a not-for-profit organization or situation

in a dramatic or musical performance or other form of

entertainment or in the making of an advertisement.

3. The working day:

6 days per week

not permitted to work between 8 p.m. to 7 a.m. ( but not

apply to any child engaged in any public entertainment.

A maximum of 3 consecutive hours with at least rest 30

minutes

4. The advantages:

For them, the salary high

Can gain confidence of working among the children

Also learning the basic of working

will have the opportunity to work towards qualifications

that will enhance children career

5. The disadvantages:

Get to paid them a little salary than taking an

experience person

taking the short lived time out of child's life when they

should be getting a good education

In most countries (not third world countries) it's

illegal

Often sexually or verbally abused (Marcy, 2013)

EMPLOYMENT OF OLD WORKERS

1. AGEISM’S DOUBLE STANDARD

When recruiting, many companies is taking a double standard

stand when dealing with elderly people who are applying for a

position that is advertised. This is because their judgement is

clouded with a stereotype about elderly people. Generally, not just

the companies that are recruiting, but normal people also have

stereotype about elderly people. As for example, elderly people are

often negatively stereotype in either physical or mental which is

the result of ultimate outcome of golden age, death.

Older workers are seen as incompetent and did not have the

required skills to keep up or compete with younger workers.

Especially if the company that are advertising for the position is a

rapidly growing company. This statement is strongly supported with

the fact that most old workers did not have the skills needed to

handle a new technology. However, this statement could be argued as

there are some elderly people who have the knowledge to handle new

technology. All they need is a given chance to prove their worth.

(Wikipedia, 2013)

2. JOB SKILLS HAVE BEEN RENDERED OBSOLETE

Usually older people are no longer needed to work after they

have reached their retirement age. But, maybe they need to deal with

their personal problems like settling their debt which requires them

to have a steady income which forced them out of retirement. They

have long rested and given their age and mental health they have

forgotten how to do their work efficiently.

This is the main point which companies did not want to hire

them. But the companies should look at the bright side. At least,

the elderly people have experiences on their side. The companies

could use their experience by implementing a “Mentor-Mentee”

programme. By implementing this program, the younger employee could

learn from their Mentor. While the young worker have amazing new

ideas that could be successful in the market, the older employee

have experience on how the idea should be done. So, the probability

of success is taken higher.

As for their skills, the companies could refer them to

training that coincides with their assessed skills and is relevant

to their career goals. If that did not work, the company could do

job redesign which makes the job more suitable for older employee.

3. OVERQUALIFIED

A Employers don't jump at the chance to hire someone who isn't

a perfect fit for the job,. Even if the applicant have qualification

and work experience, the employer will turn them away if they have

too many qualifications. While you may think employers should be

happy to have overqualified candidates to fill their positions, the

opposite is actually true: many employers won't even consider a

candidate with too much education or experience.

One of the many reasons is that they cannot afford to pay them

enough. Simply said, since the applicants have certificate

qualifications and a ton of experience the employer thinks that they

demanded a high salary. Since they have good qualification and

experience, the company think that they are desperate and are afraid

that they will leave after they got a better offer.

This is not true because older employee have their pension

money income. They are willing to work with less pay and benefit to

have a rewarding job where they can use their skills to interact

with others.

4. AGEISM MYTH

One of the most famous myths about older workers is that they

are less productive than younger workers. Productivity is not just

proved with quantity but also quality. Mature workers are known as

tend to produce quality work, which can help raise the company’s

name. This matter is often overlooked by the company as they try to

reach fresh new ideas without looking carefully about the quality

factor.

Most companies think those older employees are not as creative

or as innovative as the young employee. They have worked long enough

to see new approaches fail. They can accept new changes as long as

it is relevant.

Besides that, the employer thinks that the older employee

cannot learn as well as young workers especially in the aspects of

technologies. Older workers have superior study habits and their

accumulated experience lowers the training cost. They generally want

to keep pace with the change and are very eager to learn new skills.

DISCRIMINATION

Discrimination is prejudicial and / or distinguishing treatment

of an individual based on their membership in certain group or

category .in other words it is worse than people that usually

treated. It involves group’s initial reaction or interaction,

influencing individual behaviour towards group or group leader,

restricting members at one group firm opportunities or privileges

that available to another group, leading to exclusion of individual

or entities based on logical or irrational decision making

(Gorman, 2013)

POSITIVE

Positive discrimination is regarded as preferential treatment

members of minority group over majority group, either by

sex,race,age,maritial status or sex oreantation.it is generally

considered illegal and awful.

NEGATIVE

Negative discrimination is when less favourable treatment is given to these with a certain factor than to those without that factor.positive discrimination is when more favourable treatment is given to those with certain factor than to those without factor. (Lan, 2013)

TYPE OF DISCRIMINATION

Example:

• Age

• Disability

• Gender and Sexual harassment

• Industrial Activity

• Race

• Religion

• Maritial status

• Political Belief or Activity

FIVE TOP EXAMPLES:

AGE DISCRIMINATION-WORKPLACE

It against law to discriminate everyone in workplace because

of their actual or assumed age .stereotype and assumptions about

young people and mature workers can have big influence and decision

in workplace.

For example,

• Advertising for someone to join ‘ a dynamic young team’

• Not interviewing someone because too young or too old to fit

in with other staff

• Not providing training opportunities for mature workers

because ‘ it’s not worth it’

BASED ON RACE/ ETHNICITY

It is originally prohibited by law, but doesn’t mean it is not

exist. It may be experienced through harassment, for example having

derogatory remarks towards them regarding their skin colour or ethic

background. Other forms are including preferential or negative

treatment or being paid at different rate because of race or

ethnicity. Companies should not discriminate against job applicant

regarding race or ethnicity.

BASED ON SEX

It takes on many forms at work. Sexual harassment is one of

most obvious forms, may include unwanted sexual harassment,

propositions or crude remarks toward an employee. It may involve

preferential or negative treatment or being paid at different rate

of gender. Companies cannot discriminate against applicant based on

sex because it will give negative impact on employees on age

gender .both men and women may involve.

BASED ON RELIGION

It involves treating a person unfairly because of his

religious affiliation, and prohibited by law. By law, employees that

being employ must take reasonable accommodations for religious

employees, regardless their religion. For example, it’s including

flexible scheduling to follow employees worship off, allow employees

wear garments associated with their religion. A company cannot force

its employees to attend religious service or participate in

religious activities.

WITH DISABILITIES

This does not mean employees can hire or required to hire

person with disabilities but as long no undue hardship, employees

must make reasonable accommodations for employees with disabilities.

Harassment towards employees with disabilities prohibited by law

because its similar to negative treatment. When interviewing law

prohibited employers from asking applicants about their disabilities

.once job offered, company require applicants answer medical

question or past medical exam, but must be fair with all employees

either disable or not.

(Timmons, 2013)

THE EFFECT OF DISCRIMINATION

DISGRUNTLED EMPLOYEES

Getting unfairly passed up for promotions based on gender or sexual

orientation can lead to frustration and anger. For example, boss may

continuously send out an attractive female employee on new-business

meeting, instead seasoned salesperson. According to attorney silver

stein, these forms of devaluing discrimination can make employees

feel resentful and helpless, which can lead to friction with

management. (Harkin, 2012)

FINANCIAL

If employee quits escaping discrimination, then employers must

spend money to recruit fresh workers. Hiring new employees also

strain on company budget because administrating, educating, and

training employees on policies and technology can be time consuming

and expensive.

PHYSICAL EFFECTS ON EMPLOYEES

Employee may rack up or sick or being continuously late to

escape discrimination. For example of physical sign of

discrimination is someone who refuses to participate in friendly

conversation , look co-workers in eye, smile or keep grooming

habits. This especially detrimental to company if its salesperson or

receptionist representing the company.

LEGAL TROUBLE

An employee can bring legal action against the company in form

of compliant to government. For example the employees are forced to

pay back wages. Company that wrongly fired an employee may require

re-hiring person. If commission cannot resolve the issue or prove

discrimination, it will close the case without filling federal

lawsuit and give employee 90 days to fill personal lawsuit.

( Global post, america’s word new life , lisa finn )

EXPATRIATE

Expatriate is a person temporarily or permanently residing in

a country and culture. The word comes from the Latin terms ‘ex’

(out, of) and patria (country).An expatriate is any person living in

a different country from where they are a citizen. In common usage

the term is often used in the context of professionals sent abroad

by their companies, as opposed to locally hired staff.

EXAMPLE EXPATRIATE IN MALAYSIA

Usually, in Malaysia workers from India come to Malaysia to

open a shop. For example, Barber shop. Other than that, workers from

Bangladesh come to Malaysia to work as a construction worker. Or

maid from Indonesia.

ADVANTAGE OF EXPATRIATE IN MALAYSIA

One of the advantage is some of them are more skilful than

workers In Malaysia. For example Barber. Barber from India have

skill in cutting customer’s hair. Other than that, they do a work

that most people in Malaysia won’t do or apply the job.

DISADVANTAGES OF EXPATRIATE IN MALAYSIA

One of the disadvantages is crime in Malaysia Increase. They

do an illegal activity such as robbery, raping, kidnapping and

others. This will make Malaysian people scared. This also ruin

Malaysia’s image and name. (Cardy, 2013)

SUGGESTION AND RECOMMENDATIONS

When we all examine together about our assignment, we

found that there are positive and negative impact on each topic. So,

our suggestion is when we talk about nepotism, each company in

Malaysia cannot do it. For example, give the title CEO to his/her

son. But this can be accepted when his/her relative is really

qualified for the title. Furthermore, about employment of children,

it should not happen. Each company must follow that only a person

that age 18 and above can only take as a worker. This is because,

the person that age 18 and below are still studying in school. they

need to focus in their studying, thus making them hard to control

their timing when they are working. (House, 2010)

Next, employment of old workers is something that special. Old

people are usually have experience and their experience are very

valuable. But, they can’t work like young people that use a lot of

energy. Besides that, expatriate is not a bad thing to do. But when

there is no control at the law of this country, it will make a lot

of trouble such as the resident in this country hard to get a job

and a lot of crime related with the people that come to our country

because they lack of money. Last but not least, about

discrimination. There are a lot of thing that the government and the

company in Malaysia should thing before make a decision when take a

person to be their worker. This is to prevent discrimination.

(Mifflin, The Free Dictionary, 2009)

BibliographyCardy, R. (17 October, 2013). Wikipedia. Retrieved 2013, from Expatriate: http://en.wikipedia.org/wiki/Expatriate

FOWLER, D., & EDQUIST, P. M. (8 6, 2003). The Business Journal. Retrieved2003, from Evaluate the pros and cons of employing family members: http://www.bizjournals.com/milwaukee/stories/2003/06/09/smallb6.html?page=all

Harkin, S. (13 March, 2012). Tom Harkin. Retrieved 2012, from Bipartisan Legislation Will Protect Older Workers from Discrimination: http://www.harkin.senate.gov/press/release.cfm?i=336287

House, R. (2010). The Free Dictionary. Retrieved 2010, from Selection: http://www.thefreedictionary.com/selection

Lan. (20 May, 2013). Gov.UK. Retrieved 2013, from Discrimination: your rights: https://www.gov.uk/discrimination-your-rights/discrimination-at-work

Marcy. (2013). Answers. Retrieved 2013, from What are the disadvantages of child labor?: http://wiki.answers.com/Q/What_are_the_disadvantages_of_child_labor

Mifflin, H. (2009). The Free Dictionary. Retrieved 2009, from Recruitment: http://www.thefreedictionary.com/recruitment

Mifflin, H. (2009). The Free Dictionary. Retrieved 2009, from Exptriate: http://www.thefreedictionary.com/expatriate

Myrna L. Gusdorf, M. S. (2008). Staffing Management. Recruitment and Selection: , 4.

Timmons, B. (2013). GlobalPost. Retrieved 2013, from Types of Discrimination in the Workplace: http://everydaylife.globalpost.com/types-discrimination-workplace-3279.html

Wikipedia. (23 July, 2013). Retrieved 2013, from Age Discrimination inEmployment Act: http://en.wikipedia.org/wiki/Age_Discrimination_in_Employment_Act