这是我们在2017年为英国考文垂大学的学弟做的一篇HRM代写范文。文章主要讲的是人力资源管理过程中，员工招聘及其合理合法性。招聘的目的是为了找到最适合的候选人。在选择新员工的时候，不应该仅仅基于候选人的外在。如果太过于关注候选人的外在，在某种程度上这种招聘政策会违反反歧视法。

Lorna Jane’s recruitment policy is, to some degree, a breach to anti-discrimination laws. Since recruitment and selection process aim to find the most qualified candidate for a position, the process in selecting a receptionist should not be based on candidates’ physical appearances (Finkelstein, 2007; Glass, 2004; Rudolph et al., 2009; Swami, 2008). There are certain equal employment opportunity laws and organizational policies the HR managers should have followed. Since discrimination in the workplace is detrimental both to the organization and the individual candidates, Lorna Jane should come up with certain practices to solve the problem. Therefore, Lorna Jane’s recruitment policy and practice is discriminatory and need some refinement.

招聘和甄选过程是人力资源部门的职责，这会对组织的发展产生持久和强大的影响。为了找到最合适的人才，人力资源部门必须确保申请人适合工作岗位，组织和环境。

Recruitment is the process of attempting to attract qualified prospective employees to apply for a position in an organization (Al Ariss & Sidani, 2016; Finkelstein, 2007). The recruitment and selection processes are the responsibilities of the HR department that has lasting and strong impact on the development of the organization. In order to find the most suitable and qualified people, the HR has to make sure the applicant fit the job position, the organization, and the environment. At the same time, HR professionals must be non-discriminatory. There are various types of discrimination, such as discrimination based on age, disability, pregnancy, and race (Crandall et al., 2002; Finkelstein, 2007; Wang, et al., 2004). The Title VII of the Civil Rights Act of 1964 makes all the discrimination in the workplace illegal. The equal employment opportunity laws protect employees from discrimination in the activities of recruitment, promotion, benefits, and harassment. Normally, in the job specification, the required experience, qualifications, knowledge, skills and personal qualities are listed.

An easy way to solve Lorna Jane’s specific problem is to hire professional models who do not work as receptionists. In selecting models, the requirement on employee’s body size is justified. It is reasonable and legal to have requirements on models body size when recruiting and selecting candidates. However, the same requirement on physical appearance is immoral and illegal when hiring receptionist, because physical appearance is not related to working performance as a receptionist. Selecting receptionist based on their physical appearance, and body size in particular, is a sensitive issue that might raise public concern on discrimination. One of the reasons is that discrimination against overweight is a serious problem in today’s job market, and this discrimination has severe negative consequences (O’Brien et al, 2016; Powroznik, 2017; Rudolph et al., 2009; Swami, 2008; Wang, et al., 2004). If aims to only solve this specific problem, an effective and easy method would be hiring receptionists and models separately.

在有些特殊的行业。比如模特，在招聘的时候对体型有要求，这是可以理解的。但是其他的职位比如接待类的职位。对外表太过要求是被认为不道德并且非法的。外表和接待人员的工作表现并没有直接联系。在招聘过程中，要根据不同的行业还有职位的需求区别对待。保证其合理合法性，以及保证人力资源管理的基本意义。以上是我们HRM代写节选的范文，需要HRM代写的小伙伴欢迎联系我们。