QUIZ BRM

A. In the given scenario define the problem statement, develop hypothesis

and research question
B. Write one paragraph literature review, with the help of references on
the given context of study

Hiring decisions are made without much thought to several aspects pertaining to
the candidate. For instance, Schlager, whose resumé did not mention anything at
all about attempting to murder his wife and spending 6 years in prison, was hired
for a medical director position in one of the largest medical device companies. A
simple Googling would have turned up one of the 24 articles in this case,
comments Fortune magazine. Thirty percent of resumés contain misstatements of
facts, according to industry experts. The most common resumé fudge is to expand
the dates of employment. When people are fired, it does not feature in the resumé.
Discovering crimes committed under an alias and getting information from
overseas are practically impossible.

1. The problem statement

1. Most of resumes contain misstatements of facts, misleading and false
information.

2. Develop hypothesis
 H1: Hiring decisions are made without much thoughts for several
aspects pertaining to the candidates.
 H2: If a specific action is taken then a certain outcome is expected.
 H3: Mis leading information and statements should not be used to
express oneself.
 3. Research question
1. Discovering crimes committed under an alias and getting information from
overseas are practically impossible? Why?
2. Why? Hiring decisions are made without much thought to several aspects
pertaining to the candidate.
3. When people are fired, it does not feature in the resume? Why?

Literature review
However, the process of Hiring does not cease with application of candidature and selection of
the appropriate candidates, but involves sustaining and retaining the employees that are selected,
as stated by Silzer et al. (2010).

Work of Silzer et al. (2010) was largely concerned with Talent management, and through their
work they were successful in resolving issues like whether or not talent is something one can be
born with or is it something that can be acquired through development. According to Silzer et al
(2010), that was a core challenge in designing talent systems, facing the organization and among
the senior management. The only solution to resolve the concern of attaining efficient talent
management was by adopting fully-executable Hiring techniques. Regardless of a well-drawn
practical plan on Hiring and selection as well as involvement of highly qualified management
team, companies following Hiring processes may face significant obstacles in implementation.
As such, theories of HRM can give insights in the most effective approaches to Hiring even
though companies will have to employ their in-house management skills for applying generic
theories across particular organizational contexts. Word conducted by Silzer et al (2010)
described that the primary objective of successful talent strategies is to create both a case as well
as a blueprint for developing the talent strategies within a dynamic and highly intensive economy
wherein acquisition, deployment and preservation of human capital-talent that matter,, shapes the
competitive advantages and success of many companies (Silzer et al. 2010).