Get Instant Help From 5000+ Experts For

Writing: Get your essay and assignment written from scratch by PhD expert

Rewriting: Paraphrase or rewrite your friend's essay with similar meaning at reduced cost

Editing:Proofread your work by experts and improve grade at Lowest cost

And Improve Your Grades
Phone no. Missing!

Enter phone no. to receive critical updates and urgent messages !

Attach file

Error goes here

Files Missing!

Please upload all relevant files for quick & complete assistance.

Guaranteed Higher Grade!
Free Quote
Career Track in HR Management, Code of Ethics, Recruitment Factors, and Talent Acquisition


ANS-1- The career track I wish to achieve in Human resource management is the Director of the HR department in the organization because I have relevant skills for this position. As a people person, I love meeting with new people who know about their lives and backgrounds; I almost find common ground with strangers. I make people comfortable in my presence. I believe that my interest in how people learn and develop their life cycle into their lives, growing into more, and leaning towards new paths motivates me to do something great in my life.

I have management and leadership skills that help the organization to find potential candidates; being HR in a well-reputed organization increases the responsibility of an employee because every significant decision of the employer depends on HR, like when an employee is promoted, perks and benefits, insurance, hrms portal how it should be managed. Hr of the firm keeps all tracks of the employee. Good associations always help new joiners have good training programs and which type of skills they want. In this way, I enhance my skills and performance, and I utilize my all-interpersonal skills for the benefit and growth of the organization (Stone, 2018).

ANS-2- Every business firm has developed its policies, strategy, rules, and regulations for the proper functioning of its operational activities. A code of ethics is a policy that every organization uses for an appropriate functioning environment. Code of ethics is for everyone working in the organization, from the topmost levels of the company to the lower level. Everyone should follow the guidelines of the Code of ethics guidelines. It helps companies to improve their relationships of business. These values directly impact how they handle their customer queries new contracts. Many organizations use a code of ethics to avoid prohibiting activities happening in the organization (Jamnik, 2021).

For example, they are involved in fraudulent activities, lying or giving wrong information to managers, etc. This Code of ethics helps employees improve their behavior in the workplace. Code of ethics will also apply to the Owner or Director of the company because senior levels need to keep them accountable. A code of ethics is to act as an invisible object. Still, everyone follows ethics on behalf of the organizations when no one sees how they conduct themselves in this type of situation. The Code of ethics also contains the values and morals of the employees who work in the organization, reasonable efforts to maintain respect for everyone, and a positive working environment (Jamnik, 2021).

Career Track in HR Management

ANS-1- Recruitment is one of the essential parts of the Human Resource Management Department. Some external factors that influence recruitment and selection practices are: -

- The unemployment rate plays an essential role in the Recruitment process; everything depends on employment or unemployment rate in the current area where hiring is taking place. If the unemployment rate is high, then the candidate's application is also high, capital involved in hiring is more accessible. But if the unemployment rate is low, it is tough to recruit due to a very insufficient number of candidates.

- Demographic factors are related to employees' gender, age, occupation, and economic status of the applicants who have applied to the organization.

- Labor Market Factor- recruitment and selection entirely depend on the demand and supply of labour. The skill required in the job is less in the applicants than people have to do more hard work to get a job, but if the demand is lesser than supply, the selection process will be more straightforward.

- Competitors- when the country's government in similar businesses are looking for the best-talented resources, it is necessary to inspect the competition in the market, and the resources they offer are the best in terms of organizational values (Ahmad, 2018).

ANS-2- Current immigration to Canada: In the upcoming 2-3 years, Canada will seek to welcome over 1.2 million new immigrants. In 2021, they achieved the target by welcoming 401,000 immigrants from all over the world. In 2022, they plan to achieve the target of 411,000 new immigrants. In 2023, Canada aiming 421,000 immigrants. Canada welcomes immigration to keep its economy growing at a higher rate (Mata, 2021).

In Canada, women aged between 25-34 are 73% have a tertiary qualification in 2020, while men have only 56%. The age of the Canadian workforce in 2020 was 1.43 million persons aged between 20 to 24 are employed in Canada. Canada ranks 9th in the world in terms of GDP in 2020 (Widdifield, at el 2021).

 Recruitment is an essential feature of an organization's human resource management and is controlled by different factors. Proactive HR should consider socio-economic and demographic factors. The socio-economic conditions of Canada influenced the recruitment process all over the country. Companies cut down recruitment and selection costs. Technological changes lead to a shortage of people because they do not have the skills required for the job, which affects the selection process. Social factors play an essential role in the recruiting and selection process. Organizations must be aware of the social values and norms for the smooth functioning of the recruitment process (Nikolaou, 2021).

Code of Ethics in Business Firms

ANS-3-1-I will try to find another hiring system because, as an HR, I need to maintain professionalism in the workplace and the hiring process. I know my organization wants to do a great job selecting a suitable candidate. Still, they are also neglecting the visible minorities compared to the white majority, keeping all things of professional Code of ethics in my mind, and I will try to solve these differences taking place in the organization. According to the laws, I will hire the candidate on a legal basis. Because what an organization is doing currently should benefit for the short-term, not for the long-term, unethical behaviour leads to the organization's downfall. This system would undoubtedly violate the professional Code of ethics or legal requirements because these are fraudulent activities.

2-To achieve growth in the workplace, Hr should analyze the particular people who are not favoured over others in the hiring process because if hiring in a diverse environment, there are certain things that Hr of the company needs to keep in mind before hiring the suitable candidate.

- Diversity & inclusion attracts talents that help the organization grow creatively; more diversity leads to more comprehensive mastery.

- Diversity is also good in the bottom line; research shows that organizations with diverse workforce gain more profits than those with uniform or similar employees.

Before hiring, I will keep all these things in my mind, and I will hire the right candidate for the proper role and maintain diversity in the workplace to achieve tremendous success.   

3- HR must get the right candidate for the proper role, for this selection system should be valid and reliable. Legal for this purpose, HR needs to analyze the state's laws because it is not easy for the company's HR to always stay up to date with the latest regulations, but involving every internal and external legal department helps understand how it affects the hiring process. HR should do job analysis for smooth working in the organization because it is an essential part of successful performance.

ANS 4- Talent acquisition is an approach that builds long-term relationships by keeping in mind the future needs of the candidates, creating a wide range. It aimed to find a potential candidate for the organization, not just a finding candidate. It depends on planning, and it is time taking process because HR is hiring a likely candidate. After all, without a potential candidate, the organization will not achieve its long-term objectives; in this way, talent acquisition is considered the most vital part of recruiting and selection process (Yusuf, 2021).

Talent Acquisition helps an organization grow faster because a candidate hired from a talent acquisition strategy has advanced skills that will benefit the organization. An effective talent acquisition plan allows organizations to grip the opportunity by attracting the most skilled and competent employees accessible in the market, which improves business performance and organizational outcomes. Talent acquisition strategy focuses on hiring a skilled employee rather than just filling the open positions. It enhances the quality and turnover of a company. Talent acquisition helps stay in the competition because the company's biggest strength is its employees. It saves both time and money because hiring a new candidate will be costly. At last, one major factor was that talent acquisition helps prepare the organization's future by hiring the best possible candidate (Yusuf, 2021).


Jamnik, A. (2021). Liberalism and Code of Ethics in Local Self-Government and Management. Lex Localis, 19(2), 397-413. 

Ahmad Azmy, S. E. (2018). Recruitment strategy to hire the best people for the organization. Journal of Management and Leadership, 1(2). 

Mata, F. (2021). The Immigrant Waves from Latin American to Canada: A Look at Immigration and Census Statistics. 

Widdifield, J., Bernatsky, S., Pope, J. E., Kuriya, B., Barber, C. E., Eder, L., ... & Thorne, C. (2021). Evaluation of Rheumatology Workforce Supply Changes in Ontario, Canada, from 2000 to 2030. Healthcare Policy, 16(3), 119. 

Nikolaou, I. (2021). What is the Role of Technology in Recruitment and Selection?. The Spanish Journal of Psychology, 24. 

Yusuf, A. O., & Oladipo, O. I. (2021). Talent acquisition. In Encyclopedia of Sport Management (pp. 483-484). Edward Elgar Publishing. 

Stone, R. J., Cox, A., & Gavin, M. (2020). Human resource management. John Wiley & Sons.

sales chat
sales chat