The Importance Of Employment Laws For The Process Of Recruitment

Recruitment is crucial for a NPO because the employees are a major and in most cases, the only asset of such organisations as they cannot be substituted with physical capital (Akingbola, 2006). Moreover, the recruitment pool for these companies is limited as they require the employees who are intrinsically motivated. Furthermore, non-profit firms require the workforce whose psychological ideology is in line with the mission of the company along with being competent in their respective job roles. The recruitment process is different in this sector as it also involves dealing with the volunteer workers and volunteer board members. As reported by McMullen and Schellenberg (2003), the recruitment in the non-profit firms is subject to the funding …show more content…
The relevant employment laws for the process of recruitment and PM in NZ include Employment Relations Act 2000, the vulnerable children Act 2014, Equal pay Act 1972, Health and Safety Act 1992, (Employment New Zealand, n.d; Children’s Action Plan, n.d). The ERA 2000 bounds the employers and the employees to act in good faith. One of the main objectives of the ERA 2000 is for the employer to follow the International Labour Standards prescribed by the International Labour Organization (ILO). The Vulnerable Children’s Act 2014 (VCA) requires the police check of all the paid and non-paid workers who would get in contact with the children while at work. Moreover, the HSEA abides the employers and the employees to take all the possible steps to ensure the health and safety of the employees. In addition, it promotes the good faith and healthy employment relations for a productive work environment (Rudman, 2012). The Equal Pay Act requires the employers to provide equal pay to the employees doing the same job without any discrimination. Other relevant laws include the Human Rights Act 1993, Holiday Act 2003 (Employment New Zealand, n.d; Rasmussen, …show more content…
One of the issues that bounds the recruitment pool of the NPOs is the condition of police check. The paid and voluntary employees must have a clear criminal record. Also those being hired to work with children must be inspected under the VCA 2014 (Children’s Action Plan, n.d). As suggested by Alatrista and Arrowsmith (2004), the solution to this limitation is the development of the existing employees and volunteers and hiring them through internal recruitment for the new positions. Moreover, the NPOs often fail to follow their policy of employee evaluation or to provide continuous feedback which results in lack of development opportunities for the staff (Seiden & Sowa, 2011). Under the ERA 2000 and the ILS informed by the ILO the workforce must be treated equally, must be provided with equal development opportunity and avoid the scenario of social dumping (Rudman,