Develop and manage performance-management processes

You are assessing the performance of a Regional Operations Manager, Thomas. Thomas (and the RegionalFinancial Manager, Roger) has a high staff turnover in his section, so he is frequently engaged inrecruitment, especially for clerical personnel who look after product ordering. He usually conducts theinterviews together with Roger, and the successful Students are channeled to operations or financeaccording to their skills and current openings.The quality of the Students employed by this process has been, in general, very good and this is partiallyresponsible for the high turnover as these staff tend to move on to other sections or locations.Unfortunately, both Thom and Roger have continuously failed to make their workplace diversity targetsand there has been some grumbling about their unorthodox interviewing techniques.The regional personnel manager, Julia, has reported that Thomas and Roger usually start an interviewasking applicants what rugby team they support and what they think about the latest test cricket match.Thomas says that this is just his way of getting Students away from the standard, practised interviewresponses – he doesn’t care which team they follow. Nevertheless, Julia is concerned that there might be agender, cultural and racial bias in this interview approach.Note your answers to the following questions below.1. Bearing in mind national and state anti-discrimination, diversity and equal opportunity legislation, isthere a problem with this interview technique?2. Is there another approach to managing the recruitment interview process which you wouldrecommend for Thomas and Roger?..........................................................................