Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from Research Paper:
General Electric Staffing Initiatives
DESCRIPTION OF THE COMPANY
General Electric is one of the leading producers and manufacturers of energy-related products worldwide. The company operates as conglomerate offering technology, media and financial services and is leading name in the business of energy production manufacturing such things as "gas, steam, and aero derivative turbines; generators; combined cycle systems; and renewable energy solutions, as well as provides water treatment services and equipment." (Yahoo Finance)
RECRUITMENT AND SELECTION PROCESS
The company operates around the world employing more than 300,000 employees. And hence staffing and recruitment more major concerns at GE as it looks around for the most talented people with strong work ethic and a serious desire to perform well in a rapidly changing environment. For this reason, staffing is carefully planned and GE takes advantage of the changing trends to hire the very best.
Kim Warne is the manager of the GE Center of Excellence supporting U.S. recruiting and staffing operations for five GE businesses: Energy, Aviation, Transportation, Water & Process Technologies, and Oil & Gas who believes in capitalizing on the frenzy that marks the power industry today to effectively meet staffing needs of GE. "Today's power industry is very exciting and competitive. Innovative shifts to alternative power sources such as renewable energy and cleaner coal, as well as traditional power sources such as natural gas and nuclear, are driving tremendous interest and activity." Warne says that since the company needs talented people from all over the world, it is looking to hire skilled people all year around but lately there has been a shortage of qualifying graduates.
In other words GE doesn't just want people who have a passion for energy and power; instead it also needs people with professional degrees. "…the competition is heating up for qualified engineers and scientists. In this environment, GE's goal is to recruit, develop, and retain the best available talent."
GE has a clear staffing policy- it must capitalize on the current trends and news. For this reason when energy began creating a buzz all over the television, it became easier to take advantage of the passion and debate on the subject in hiring the right kind of people. The company is thus using news to translate buzz into effective recruitment. In order to do so, GE has taken several initiatives.
HIRING THROUGH DEVELOPMENT PROGRAMS
In order to hire the right minds for GE, it is important to set the criteria correctly and to train the people even before they have landed a job with GE. For this reason, GE has developed some leadership programs that focus on providing training to young graduates, some of whom can later be given a job offer if they seem like the right fit for the company. "Technical graduates (both undergrad and graduate) can apply to our Edison Engineering Development Program (design/development), Operations Management Leadership Program (manufacturing/sourcing), or Commercial Leadership Program (sales/marketing). Our program members rotate through different assignments and attend formal training classes. By combining these programs with mentoring and exposure to GE leadership, we are able to develop the next generation of GE leaders. Says Warne
The company has also designed a leadership program specially addressing the needs of renewable energy sector and for this program, it seeks MBA graduates who are willing to learn more about this source of energy and later join the firm. This is a good way of providing adequate training and also giving knowledge about GE's goals, objectives and mission even before a candidate has been hired.
GE CAREER WEBSITE:
Since young graduates and the kind of people GE needs are more computer savvy, there is a website where they can find various available job opportunities at GE. The website is found at www.gecareers.com and a great deal of information on leadership programs is also found on the website.
UNCCONVENTIONAL RECRUITING METHODS
GE has tried to go beyond the traditional job postings to create various microsites that provide information on openings and also allow visitors to join the newsletter list. This newsletter gives latest information about featured jobs while educating people on various aspects of GE businesses. One such microsite is found at http://www.jobs.gecareers.com/whygeenergy.
GE's staffing actions also include a clear retention policy that focuses on retaining quality employees by helping their transition into the firm in the first few months. It is important for new staff to understand GE's culture and hence a retention program exists at GE as Warne explains:
"First, due to the large number of new people we bring into our business each year, we find that orientation and assimilation are critical to retaining talent within the first 12 months," she says. "We have new-hire checklists that walk new employees through the first 30-60 days. We have also developed a PowerOn new employee assimilation program, which is mandatory for all new hires. We provide information on the business, our products, critical processes, and operating mechanisms. We also provide bimonthly newsletters to keep new employees up-to-date on tools and information that's useful as they become acclimated to GE."
But GE is not only investing in new employees, it's also seeking ways to retain its old staff and hence there are programs for those who have been with the firm for 2 to 5 years. This program is called Energized faces which gives employees a platform to share their experiences at GE, see for themselves how far they have and where they plan to go from here etc.
GE does have a very comprehensive staffing method that also includes leadership programs, pre and post hire training sessions, constant feedback from employees, programs for seasoned employees, job postings via websites and so on. This gives GE access to the most talented people who are able to demonstrate passion for what they do.
GE follows the benchmarking standards commonly associated with job assignments. These are based on Knowledge, Skills and Abilities required for each job and how a candidate fits the bill. There are three grading levels Outstanding, Above Average and Average. These are assigned based on job analysis of each job.
GE conducts job analysis which is basically the determination of skill level that is required to perform each job well and the critical personality traits needed for someone doing that job. This job analysis also sets the benchmarking standards and helps in checking if a candidate or employee meets all requirements, is above average or just barely suitable for the job. This way GE can hire the most suitable people for each job. Job analysis helps in defining the parameters for hiring personnel and GE has been following this practice for a long time now.
The use of job analysis and other such tools to check the suitability of a candidate is directly connected with effective recruitment, selection and retention theory which is grounded in right selection and retention of talented employees. This theory suggests that for recruitment to be considered successfully, it must be based on correct selection criterion. This helps in saving costs because as talented people who are the right fit for the company are chosen, they enrich the workforce and do not need as much training as others who may be the wrong fit for the company. The theory also states that selection criterion must be clear and should come from the use of some important tools like job analysis. Once it is determined what kind of person is needed to perform a certain task, it becomes easier to select the right people. This saves time and money in the long run.
The theory says that retention of valuable employees is immensely significantly for organizational success. Retention can also be tied to good salary options and regular promotions because talented staff needs to be kept and a company can design various policies to see how it can retain the best talent. This may sometimes involve monetary incentives. GE has been successfully working on this theory and using this as the benchmark, we can say that GE is already doing every correctly to hire and retain the best minds in the business.
GE has a sound recruitment system and hence it requires very few modifications, if at all. The company has been working hard to hire the kind of people and retain them as well. One important addition can be re-training of staff as the nature or scope of job changes. In any company when a job widens in scope, management starts looking for new people to replace the old ones, GE most likely does that as well. In order to become a better employer, it can design re-training sessions for employees who are capable but need further training to meet new job requirements.
GE can also make its leadership programs available to graduates of other disciplines. It must be noted that not all MBAs will make great candidates for GE since the company is a global entity and requires diverse workforce. For this reason, it must specifically…[continue]
"Staffing The Organization" (2011, February 18) Retrieved December 5, 2016, from http://www.paperdue.com/essay/staffing-the-organization-121294
"Staffing The Organization" 18 February 2011. Web.5 December. 2016. <http://www.paperdue.com/essay/staffing-the-organization-121294>
"Staffing The Organization", 18 February 2011, Accessed.5 December. 2016, http://www.paperdue.com/essay/staffing-the-organization-121294
External and Internal Recruitment Procedures/Methods To operate effectively, and thus remain in business, an organization must have in place an able, motivated, and competent staff. Indeed, it has been stated in some quarters that human resources are the most valuable organizational assets. I wouldn't agree more. To ensure that they have the right staff to advance their agenda and achieve their objectives, organizations routinely seek to bring on board the most
Staffing Organizations- Part I Staffing Organizations Type of employment relationship between the coffee shop and employees from a legal perspective The success of any organization depends on the relationship it has with its employees. A cordial relationship where employees feel that they are respected by the management is a recipe for success. I will put this aspect into consideration when establishing a relationship with my employees in the coffee shop. While striving for
Staffing Organization Describe competency modeling. Steps to establish competency models in an organization Competency model refers to the process of describing and analyzing various aspects of abilities, knowledge, and skills present within the organization. It also relates to the abilities, skills, and knowledge the organization requires recruiting for the purposes of achievement of a competitive advantage. Competency modeling is an essential tool or component in accordance to its application in various human
Guidelines on oral and written communication with job applicants One important guideline is that the human resources department is solely responsible for setting the policies and procedures regarding staffing and management of all aspects of the staffing process. Therefore any written or oral communication to job applicants should come from the human resources department except where the management team may need to reply to an item that they are formally delegated
Organization Management The Walt Disney The Walt Disney Company The Walt Disney Company An organization is any social entity that has a well-designed structure to coordinate its functions, and the organization has to have a specific goal. Most organizations hardly work internally alone, but rather involve the external environments. Some organizations are profit oriented, like the business organizations, while others are non-profit making (Daft et al. 2010). In this context, a contemporary focus is
The rules enforced by EEO prohibit BSS from applying neutral employment practices and policies that might have a disproportionately adverse impact on the applicants of a certain color, sex, religion, and origin. If BSS does not adhere to these rules, then it would be violating the rules of any business operation. EEO has enforced rules that hinder BSS from obtaining information about an applicant's age if it is unreasonable to
Staffing Decisions The staffing process, be it hiring, selecting or deselecting of individuals is usually quite a complex and multidimensional decision making process that can have ramifications on teams, individuals and even organizations. The paper will look at how staffing decisions are made using a particular staffing model or decision making system. It will also give an explanation on the role of validity, utility and fairness when it comes to evaluation