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ecruitment of a Star
Analysis of the Case Study, ecruitment of a Star
Stephen Conner, research director at New York investment banking firm ubin, Stern and Hertz (SH) must replace their star semiconductor analyst Peter Thompson quickly in order to ensure revenues form clients continues to be earned by the firm. Stephen is research director and is responsible for a significant proportion of revenue that Peter had been generating. While initially considering a counteroffer, Stephen decided to not pursue that strategy and promote ina Shea, the junior analyst reporting to Peter, to a senior analyst role to cover semiconductors immediately. Evident from the e-mails and discussions Stephen is having with other analysts, sales and members of the firm, ina is not meeting expectations. The pressure is on Stephen to hire a replacement quickly to keep the revenue stream moving, make sure one of the most strategically important clients the company…
Anders, G. (2011, Oct 17). The rare find: Reinventing recruiting. Business Week,, 1.
Ezulike, G. (2012). How to hold on to your key information-technology specialists. Human Resource Management International Digest, 20(4), 21-23.
Kumar, S. (2003). Managing human capital supply chain in the internet era. Industrial Management + Data Systems, 103(3), 227-237.
Langan, S. (2000). Finding the needle in the haystack: The challenge of recruiting and retaining sharp employees. Public Personnel Management, 29(4), 461-464.
ecruitment and Selection
As Brezina (2011, p.240) cites if the Human esource department is to remain efficient and intact, the levels of teams must be consistent and allow co-operation and consultation between the line managers and the Human esource Manager. However, this is rather different in the case of ecruitment and selection as H managers, or even the external specialists can play a significant role of applying modern knowledge and expertise, for instance in making significant legal decisions about the organizations. In the perception of the organization, recruitment and selection functions as a planned coherent activity, that includes certain sequentially connected segments within a series of employee resourcing.
In broader terms, Antoniou & Cooper (2005, p. 273) provides a distinction between two words prior to establishing an apparent connection between them in the following ways; ecruitment is the procedure that managers use in generating a team of capable people expected…
Antoniou, A.G. & Cooper, C. L, 2005, Research companion to organizational health psychology (p. 273), Edward Elgar Publishing.
APA, 2009, Psychological effects of unemployment and underemployment Retrieved from http://www.apa.org/about/gr/issues/socioeconomic/unemployment.aspx
Brezina, C, 2011, America's recession (pp. 4-6), The Rosen Publishing Group.
Benedict, A, 2006, 2006 Weapons in the workplace survey report. Alexandria, VA: Society for Human Resource Management.
ecruitment is a critical component of any human resources strategy. A good recruitment strategy should seek to find the right workers for the available roles within the company. For many firms, finding the right workers is essential to gaining and maintaining competitive advantage. For such companies, recruitment is essentially a competition for scarce resources, so it is necessary to outcompete rivals in order to win and sustain competitive advantage. While a basic way of explaining recruitment strategy is to "find the best people possible," a good recruitment strategy will refine this by understanding what it means to find the best people (Peterson, 2013). ecruitment strategies therefore need to be taken in the context of organizational objectives. Further, recruitment strategies need to weigh constraints as well. Most organizations must formulate a recruitment strategy with a budget in mind, and there are often constraints either external or internal relating to the diversity…
ICMR. (no date). Human resource management -- best practices at the FedEx Corporation. ICMR India. Retrieved November 16, 2013 from http://www.icmrindia.org/casestudies/catalogue/Human%20Resource%20and%20Organization%20Behavior/Human%20Resource%20Management-Best%20Practices-FedEx%20Corporation-Case%20Studies.htm#FedExs_HR_Practices
Knox, S. & Freeman, C. (2006). Measuring and managing employer brand image in the service industry. Journal of Marketing Management. Vol. 22 (2006) 695-716.
Murphy, C. (2013). FedEx makes strategic shift. Information Week. Retrieved November 16, 2013 from http://www.informationweek.com/it-leadership/FedEx-makes-strategic-shift/d/d-id/1109834?
Peterson, J. (2013). Recruiting goals and objectives. AZ Central. Retrieved November 16, 2013 from http://yourbusiness.azcentral.com/recruiting-goals-objectives-11083.html
ecruitment and Selection
The Los Angeles Police Department (LAPD) is one of the largest law enforcement agencies in the United States, and in terms of local agencies, is smaller only than the New York and Chicago police departments. As a result, it is constantly recruiting and has not only a robust application process, but also a number of different programs and resources meant to assist applicants as they make their way through the process. To get a better idea of the LAPD's recruitment and selection process, as well as the career development programs for officers who work at the agency, one should examine the seven steps of the applications process in detail, as well as the seven rungs of the LAPD career ladder.
The first step in the application process is the Preliminary Background Application (PBA) and Job Preview Questionnaire (JPQ), which are intended to help applicants determine in they…
City of Los Angeles (2012). Candidate assistance program (CAP). Retrieved from http://www.lapdonline.org/join_the_team/content_basic_view/23954
City of Los Angeles Personnel Department. (2011). JoinLAPD: Academy training. Retrieved from http://www.joinlapd.com/academy.html
City of Los Angeles Personnel Department. (2011). JoinLAPD: Prepare for the tests. Retrieved from http://www.joinlapd.com/application.html
City of Los Angeles Personnel Department. (2011). JoinLAPD: the LAPD career ladder.
The recruiter must understand why people take jobs with organizations "(Human esources Management - ecruiting / Staffing ). In other words, the recruiter as well as the placement officer must have a certain degree of psychological expertise in order to make correct decisions about employee selections.
Coupled with this is a growing awareness and ethos in the arena of human resources as well as in the business world in general of the importance of the individual in the company. As one critic puts it, " More than ever before, organizations are of the belief that their people are a significant differentiator -- that they are the business" (Human esources Management - ecruiting / Staffing ).
The recruitment philosophy in a business or organization can also involve many aspects and offer numerous possibilities and choices. For example, the policy decision about recruiting internally or externally. This refers to the decision whether…
Drucker, P.F. (1992) the new society of organizations. Harvard Business Review
(September -- October), pp. 95 -- 104.
Clarke, H.W., & Layman, M. (2004). Recruitment: Tools, Tips and Practical
Application. Corrections Today, 66, 80+. Retrieved March 10, 2010, from Questia database: http://www.questia.com/PM.qst?a=o&d=5006792613
Increasing Level Participation Clinical Trials Delays completion a clinical trial typically caused lack patient availability. In fact, studies 10% eligible patients participate clinical trials.
ecruitment: Methods and challenges
One of the most common recruitment strategies when soliciting individuals to participate in experiments is offering financial compensation through general advertisements on the web, radio, or in other publications. Financial compensation encourages individuals to participate in clinical trials and other types of research studies because it compensates them for the loss of job income, as well as for any possible risks that might be posed by the experiment. For individuals who are between jobs, or for college students, money can be a significant motivator to encourage them to participate.
One experiment specifically comparing the response rates "emphasizing pecuniary and the other non-pecuniary benefits of participation" of a study found that "the former resulted in higher response rate and the strength of…
Geurts, M., & Blowers, L. (2009). Global subject recruitment. Applied Clinical Trials, 18(3),
S17-S19. Retrieved: http://search.proquest.com/docview/201533236?accountid=10901
Hussain-Gambles, M. (2003). Ethnic minority under-representation in clinical trials: Whose responsibility is it anyway? Journal of Health Organization and Management, 17(2),
138-43. Retrieved: http://search.proquest.com/docview/197365932?accountid=10901
The first aspect of the training plan is the budget. The organization has an expected net revenue of $1.3 million. The current workforce is 650 people. There will be 20% turnover, and 20% expansion, meaning that there will be 260 new people that will need to be trained. This means that the training cost per employee needs to be fairly low, in order that the company can remain profitable. For example, a cost of $100 per person will cost the company $26,000, which will probably be noticeable on the bottom line. With only $300,000 more in revenue, the new people will only generate an incremental $2,300 per employee, which means that the company will need to get them up to speed quickly so that they can be more productive -- and the company also needs to ensure that turnover is reduced as well.
The customer is located in Arizona…
Moser, K. (2005). Recruitment sources and post-hire outcomes: The mediating role of unmet expectations. International Journal of Selection and Assessment Vol. 13 (3) 188-197.
US Census Bureau. (2014). Arizona. Retrieved November 23, 2014 from http://quickfacts.census.gov/qfd/states/04000.html
Wilson, T. (2007). Weak ties, strong ties: Network principles in Mexican migration. Human Organization.. Vol. 57 (4) 394-403.
ecruitment and Selection Process
Piotrowski, C. & Armstrong, T. (2006). Current ecruitment and Selection Practices: A National Survey of Fortune 100 Firms. North American Journal of Psychology, 4(3), 489-496.
In recent times, opinion has largely been split on whether organizations should adopt emerging personnel selection methods or stick to the time-tested selection process. Of particular concern is the utilization of online testing as well as the Internet personality testing approaches when it comes to selection. It can be noted that the attempt by some companies to adopt emerging personnel selection methods has largely been informed or driven by the growing popularity of the Internet in recent times. In that regard, the internet is increasingly being viewed as a technological application whose adoption could be critical when it comes to bringing down costs associated with the recruitment and selection process.
According to the authors of the above article, not…
Bohlander, G.W. & Snell, S. (2007). Managing Human Resources. Cengage Learning.
The hotel's website should also have a section for job postings as well. Other cutting edge options are building real time conversations with hiring managers into the process, sending information through non-email methods, and tying the employment brand to the consumer brand (EBO Editor, 2009, b). There could be backlash, however, among internal candidates if they no longer receive seven days to apply before an external search is begun. This may have a demotivational effect on internal candidates.
The internal hiring strategy can be improved with managers improving their knowledge of employee competencies. Such competency-based hiring allows firms to identify internal candidates who may otherwise not apply because they are weak on a technical skill (No author, 2007). This will require a review of existing employees, and all new employees. This step is less feasible than some of the other recommendations given the current economic environment, but is a good…
Bonn, M. & Forbringer, L. (2002). Reducing turnover in the hospitality industry: an overview of recruitment, selection and retention. International Journal for Hospitality Management, Vol. 11, 1, 47-63.
Sullivan, J. (2006). 12 best recruiting practices to copy. Ere.net. Retrieved November 5, 2009 from http://www.ere.net/2006/09/25/12-best-recruiting-practices-to-copy/
Sullivan, J. (2008). Best practices in recruiting: 2008 ERE award winners. Ere.net. Retrieved November 5, 2009 from http://www.ere.net/2008/04/07/best-practices-in-recruiting-2008-ere-award-winners/
Huselid, M. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal. Vol. 38,3,635-872.
Firstly, the professors in the nursing schools should use gender-neutral language, since addressing nurses as she sometimes makes the male students to doubt their career. Therefore, there should be gender-neutral image. It is also very significant that male and female students share the same learning experience. Irrespective of the efforts of the nursing schools in such direction many of the nursing programs put substantial discriminatory barriers in the field of clinical experience. Moreover, many male students still fear that examining a female student may give rise to the claim of inappropriate touching. The classroom teaching therefore, should cover the basic elements of appropriate touching. He advocates the nursing faculty to visualize for common signals of stress in their male students such as change in attitude, grades or that of attendance. (Williams, 2006)
It has increasingly been realized that nursing has missed the opportunity of being a stronger as well as…
Eveloff, Dani. (August 11, 2003) "Males in Nursing
Game Over: Nursing is NOT just a Female Profession" http://www.nursingschools.com/articles/malesinnursing/ . Accessed 10 November, 2006
Hart, Karen. A. (November/December, 2005) "Study: Who are the Men in Nursing? http://www.nsna.org/pubs/imprint/novdec05/imp_nov05%20breakthough.pdf . Accessed 10 November, 2006
Men in Nursing" The University of Iowa College of Nursing http://www.nursing.uiowa.edu/students/men.pdf. Accessed 10 November, 2006
The following list of key competencies would represent the initial selection criteria:
Assist in developing and monitoring the Department's budget.
Work with all levels of management to develop budgetary needs of existing and new activities, including analysis and forecast of revenue and expenditure trends and program modifications.
Prepare written and oral summaries of base budget increases and/or reduction options and summarize into required budget format.
Assist in the development of budget packages, current service level exceptions, fund shifts, narratives and program option package detail reports.
Would you use any employment tests? Which ones? For which KSAs? Why?
Because this is a degreed position, no employment tests would be administered.
Develop a set of 6-8 interview questions (e.g., behavioral, situational, etc.) to ask so you can determine if the candidate has the KSAs required to perform the job and if they would be a good fit for…
Arthur, D. (2006). Recruiting, interviewing selecting and orienting new employees. New York:
Davidson, M. J & Fielden, S. L (2003). Individual diversity and psychology in organizations.
Hoboken, NJ: John Wiley & Sons.
Instead, by using such technology as the IM program, the airline is able to become "more flexible and adaptive while focusing on their core business."
This idea of outsourcing is not unique to the airline industry and often times does not necessarily mean outsourcing to a computer program. Many of the airline industry's traditional jobs are now being outsourced to private companies. For example, such services as food services, maintenance and even ticketing are being outsourced to private companies that specialize in these services by contractual agreement. This trend clearly effects the airline human resources manager's role in that instead of working to recruit, train and supervise multiple departments internally, they now have the role of receiving bids from private independent contractors, working with the legal team to develop a contractual agreement, and then ensuring that the private contracted company is meeting the general need of the airline by working…
Behune, Gordon. (1999): From Worst to First: Behind the Scenes of Continental's Remarkable Comeback. New York: Wiley, John & Sons, Inc.
Flouris, Triant G., Oswald, Sharon. (2006): Designing and Executing Strategy in Aviation Management. Ashgate Publishing, Ltd.
Freiberg, Kevin, Freiberg, Jackie. (1998). Nuts!: Southwest Airlines' Crazy Recipe for Business and Personal Success. New York: Bantam Doubleday Dell Publishing Group.
"IBM and American Airlines Sign Human Resources Services Agreement." Red Orbit Breaking News. 2 March 2007.
Recruitment and Selection Process in Interviewing
Anyone who has ever hired an employee -- or, for that matter, anyone who has ever been hired for a job -- is aware of the fact that there is often a very poor fit between the newly hired person and the job. his is often true despite the best efforts of the person tasked with the hiring, and despite careful consideration of past employment records, the training and education of the worker, recommendations, background checks, and various tests that may be given to the person during the interview process.
People hired for jobs for which they are not suitable cause a number of problems for the company, which may well invest a considerable amount of resources in the person hoping to correct the problems that arise from a bad fit between position and employee, only to have to fire the person in the…
The solution to such problems -- for both the company and the applicant -- is to put into place a hiring system that facilitates the best possible fit between the needs of an employer and the strengths that an applicant can bring to the position. This paper examines one of those techniques, that of the one-on-one interview. This technique can also be used in other forums, including a range of scholarly work, for its purpose -- to fit a person about whom an interviewer knows relatively little into a position that is significant to the interviewer -- is a highly useful one in a number of circumstances.
This interviewing technique is generally referred to as the recruitment and selection technique, and both of these aspects of the process are equally important. The general utility of a method that successfully targets the best possible employee is described by Schmidt and Hunter (1998):
From the point-of-view of practical value, the most important property of a personnel assessment method is predictive validity: the ability to predict future job performance, job-related learning (such as amount of learning in training and development programs), and other criteria. The predictive validity coefficient is directly proportional to the practical economic value (utility) of the assessment method & #8230;. Use of hiring methods with increased predictive validity leads to substantial increases in employee performance as measured in percentage increases in output, increased monetary value of output, and increased learning of job-related skills (p. 262).
ecruitment From Different Backgrounds
"The global competition facing many organizations today as well as the changing demographics of the workforce and global skill shortages have made recruitment a top priority. An organization must attract qualified candidates from a variety of backgrounds and differing work experiences."
In the past, recruitment consisted of a simple method of talking to a potential employee over a cup of coffee and discussing the advertised job in an informal manner. This simple method is certainly not too old-fashioned and it works in many situations today as well. However, many organizations today have become multi-national, and the increasingly globalized world, with high-tech communication means, requires that recruiters develop more effective and efficient methods of recruiting job-seekers from all available sources, different backgrounds, including those who may face additional barriers in searching for jobs (women, minorities, older workers, and people with disabilities), and stay competitive in advertising their…
Buckley, P. et al., 2004. The Use of an Automated Employment Recruiting and Screening System for Temporary Professional Employees: A Case Study. Human Resource Management, 43(2/3), pp. 233-241.
Cober, R.T., Brown, D.J., Levy, P.E., 2004. Form, Content, and Function: An Evaluative Methodology for Corporate Employment Web Sites. Human Resource Management, 42(2/3), pp. 201-218.
"Hiring People With Disabilities Can Be An Asset" 2009, OfficePro, 69, 8, p. 6, Business Source Premier, EBSCOhost, viewed 24 December 2010.
Ho, C., 2007. A Framework of the Foundation Theories Underlying the Relationship Between Individuals Within a Diverse Workforce. Research and Practice in Human Resource Management, 15(2), pp. 75-91.
" Candidates have to undergo personal interviews, medical examinations, "counterintelligence-scope polygraph examination," urinalysis test to screen for possible illegal drug use, and other procedures that the agency finds necessary to meet suitability, security and other educational, technical and work qualifications. (Carland; Faber, 2008); (ichfield, 2007)
Amongst all civilian federal agencies, one of the most recent ones is the Department of Homeland Security -- DHS which deals with Homeland Defense. This agency was created in 2003 by President George Bush as a response to the 9/11 attacks in 2001 and was meant to deal with security programs and domestic policing. According to the former President, this department was meant to carry out four main tasks: emergency and disaster preparedness, transportation and border security, centralized storage and analysis of potential threat information supplied by other federal agencies, and development of countermeasures for biological, nuclear and chemical warfare. This department was supposed to…
Carland, Maria Pinto; Faber, Candace. (2008) "Careers in International Affairs"
Editorial Board, WSW. (2002) "Bush's new Department of Homeland Defense: the scaffolding of a police state" Retrieved 14 March, 2009 at http://www.wsws.org/articles/2002/jun2002/bush-j08.shtml
N.A. (n. d.) "Contact the NRO" National Reconnaissance Office" Retrieved 14 March, 2009 at http://www.nro.gov/contact.html
N.A. (n. d.) "Federal Bureau of Investigation -- Strategic Plan 2004-2009"
Recruitment Case Study
Options for filling seasonal jobs
During summer these companies have a booming business and hence temporary recruitments are made. They have an option only to recruit people or workers who are in need of a summer job. They can therefore put up advertisements in areas where there are high unemployment rates; though through this the number of recruits is low, it is still something. They can also recruit students from swim teams though this also has a minimal turn out. They can also seek seasonal employees but not under the H-2B program. Since these countries have shown great interest in these seasonal employments they can also recruit them directly.
Additional recruitment recommendations
High sierra pools should strive to retain any seasonal workers they get at a particular time. They should offer them a good pay and incentives so that they will always want to stay within the…
etention Strategies Get eal
The famous Google approaches to retention, which to the outside appear nearly hedonistic in their pervasiveness and depth are actually aimed at removing all distractions from employees; lives so they can concentrate on the complex problems the software company is trying to solve (Shipman, 2006). The press grabs onto the chefs, the working areas that are more like living rooms and the free soft drinks and snacks. Yet these are all evidence of a more fundamental strategy with regard to retention. Google strives to create a culture where employees can take a strong sense of ownership over their projects and in fact provides engineers with one day a week for working on their own projects, initiated and driven entirely on their own. This is called the 20% ule at Google has now accounted for over 50% of new product development (Sachitanand, 2008). This ownership of innovation…
Sandra K. Collins. (2007). Employee Recruitment: Using Behavioral Assessments as an Employee Selection Tool. The Health Care Manager, 26(3), 213-217.
Minnesh Kaliprasad. (2006). The Human Factor I: Attracting, Retaining, and Motivating Capable People. Cost Engineering, 48(6), 20-26.
Rahul Sachitanand. (2008, April). GEs innovation hub: Quietly, GE's decade-old John F.Welch Technology Centre in Bangalore is making breakthrough innovations in everything from wind turbines to X-ray machines to new-age locomotives.. Business Today.
Debra Shipman. (2006). Can we learn a few things from Google? Nursing Management, 37(8), 10-12.
8 (Nevada), with only two scores under 3. This comes to show that the supervisor satisfaction is not one of the problems at Tanglewood: the money spent on training supervisors is well spent, the result being that the supervisors communicate well with their employees and have a good perception in the employees' ranks.
In general, this is also the same with the benefits satisfaction column - employees are satisfied with this, the high scores showing only two values under 3, in stores in Nevada and New Mexico. The work satisfaction figures are more generously distributed, with no values under 2, but quite a significant number between 2 and 3.
Another observation is important at this point: a region like Nevada can probably be excluded from the final evaluation and investigation of the causes of high turnover. Indeed, in a region like Nevada, the negative feeling seems to be significantly inconsistent…
ecruitment Strategies to Increase Minority epresentation in the Fire Department
Having been presented with a golden opportunity to recruit approximately 1000 firefighters, the Fire Commission is bound improve its performance significantly. However, past recruitment practices cannot be applied this time round due to the commission's resolve to have a fire department that more accurately reflects the population it serves. Past recruitment practices used by the fire department were discouraging. Apart from overreliance on word of mouth advertisement to source for recruits, service exams were often repeated yearly and the recruits would anticipate the questions that could be asked. Moreover, essay exams posed to the fire fighters were not well thought out and they were often too complicated for the minorities to comprehend -- largely because they were often educated in under resourced schools. According to the Equal Employment Opportunity Commission, EEOC (2015), employment practices that may not have discriminatory intent…
American Physical Society (2015) Tips for Hiring And Recruiting Minorities And Women For Faculty Positions. Committee on Minorities in Physics of the American Physical Society. Retrieved 10 April 2015 from http://www.aps.org/programs/minorities/recruitment/upload/Tips_for_recruiting_and_hiring_minorities.pdf
Duke University (2015) Diversifying Applicant Pools: Seeking Diversity among Applicants. Duke. Retrieved 11 April 2015 from https://web.duke.edu/equity/resources/toolkit/diversifying_applicant_pools.pdf
The Equal Employment Opportunity Commission, EEOC (2015). Shaping Employment Discrimination Law. EEOC. Retrieved 11 April From http://www.eeoc.gov/eeoc/history/35th/1965-71/shaping.html
Managers especially should receive ongoing training regarding best practices for establishing a collaborative and human-resource-centered environment that encourages and acknowledges the contributions of individuals on a regular and meaningful basis. Money is an excellent attraction to a job, but the intrinsic benefits of work well-enjoyed, especially from the unfailing and openly expressed respect and confidence of one's peers and one's superiors, can be far more effective at retaining talent once attracted.
The primary selection method that should be utilized in hiring candidates for the necessary positions, as noted above, will be the conducting of extensive interviews in increasingly more scrutinized rounds. This will determine a great deal about each candidates knowledge and skill level, as well as certain aspects of their personality, desires, and expectations in order to determine their fitness for the company. Psychological analysis is another selection method that should be employed, given the high-stress nature…
Bernhardt, D. & Dvoracek, V. (2008). "Preservation of trade secrets and multinational wage premia." Economic inquiry 47(4), pp. 726-738.
Bisoux, T. (2009). "Trade secrets." BizEd 8(5), pp. 20-7.
Collins, C. (2007). "The interactive effects of recruitment practices and product awareness on job seekers' employer knowledge and application behaviors." Journal of applied psychology 92(1), pp. 180-90.
T + D (editorial) . (2008). "Engineering employee retention." T + D 62(10, pp. 54-6.
ecruitment and Selection Strategies for Landslide Limousines
The goal of recruitment and selection strategies is to locate and secure the most appropriate individuals for the positions that are available in as efficient and reliable fashion as possible (Absar, 2012). In this regard, Absar reports that, "ecruitment can be defined as the set of activities that an organization uses to attract job candidates who have the capabilities and attitudes needed to assist the organization accomplish its goals" (2012, p. 436). ecruitment therefore consists of taking the steps that are required to attract the most qualified individuals to make application for employment with the organization while selection involves choosing the best available candidates (Absar, 2012). For this purpose, optimal recruitment and selection strategies include recruiting through a variety of media and recruiting externally and internally (Swiercz & Ezzedeen, 2001).
Workforce plan for proper staffing for the next 5 years congruent…
Absar, M.M. (2012, January). Recruitment and selection practices in manufacturing firms in Bangladesh. Indian Journal of Industrial Relations, 47(3), 436-440.
BigAsTexas Limousine Service. (2014). Retrieved from http://www.bigastexaslimos.com/ .
Foxman, E.R., Muehling, D.D. & Berger, P.W. (2009, Summer). An investigation of factors contributing to consumer brand confusion. The Journal of Consumer Affairs, 24(1), 170-
Redrup-May, M. (2010, June). Growing a young adult librarian: Recruitment, selection and retention of an important asset for your community. Australasian Public Libraries and Information Services, 23(2), 74-81.
HBC in Japan and Australia
One of our main priorities, when picking individuals for roles in Japan and Australia here, is to make sure they'll fit in with their way of doing things. That's why, when it comes to their application in both nations every assessment and interview that follows, it is considered to be vital that the applicants show them more than just skills, experience or even the qualifications. In both nations during the recruitment process, they want to see that the applicant is an HBC person before they even join HBC.
The selection process
Both Japan and Australia recruit throughout the year, so applicants you can apply at any time. With that said, Japan and Australia will close applications as soon as they have filled their vacancies with Australia keeping them open just a little longer than Japan- so Australia recommend applying early to evade disappointment. Normally, Japan…
Samuel K.M. Ho. (2010). Integrated lean TQM model for global sustainability and competitiveness. TQM Journal, 22(2), 143+-158.
Schreffler, R. (2001). Foreign fit, domestic finish in auto industry partnerships. Japan Quarterly, 48(2), 42-49.
Stewart, J. (1996). HSBC steers a steady course. Balance Sheet, 5(3), 16-19.
recruitment, hiring and training of employees. It involves research approaches to ensuring a hiring process that complies with legal requirements for an equitable workplace and design elements that includes your recommendations for an internal process to design jobs that properly describe the duties and responsibilities of the position and comply with ADA. A recruitment process that guarantees equal opportunity access for all potential employees as well as a selection process that includes all legally acceptable interviews, relevant testing only, a new employee orientation, and training process that fosters a diverse workplace
Job Design Process That Comply With ADA
The process involves analyzing the positions requirements by listing and describing of all the tasks under taken by the position holder. Then follows a careful examination of the performance of these tasks, how the position holder executes the tasks. The process considers aspects of people with various disabilities and the type of…
Above the Standard Procurement Group. (2010). Orientation -- Training New Employees.
Anastasio, M. (2011). Office of Equal Opportunity and Diversity. Retrieved from www.lanl.gov:
Uzoma, K. (2009, August 9). How to Foster diversity in the workplace. Retrieved from www.livestrong.com: http://www.livestrong.com/article/199487-how-to-foster-diversity-in-the-workplace/
Topic ecruitment and selection
ecruitment and selection methodology for a Business Systems Analyst position
Many companies today use their corporate website to recruit administrative and executive staff. This technique has the advantage of self-selecting prospective candidates who have a specific interest in the company, rather than general job-searchers. However, retail companies like McDonald's tend to attract consumers to their website, rather than prospective applicants. This is why these companies may sometimes have difficulty using their corporate websites to recruit candidates. On one hand, using a general job search board will increase the volume of candidates, and perhaps attract candidates who are good at their jobs and have outstanding qualifications, but might not specifically be interested in the restaurant industry. On the other hand, it can attract such a wide candidate base, it is difficult to sort out the wheat from the chaff. Specificity in requirements is essential, to…
Business Systems Analyst. (2011). McDonald's Jobs. Retrieved July 23, 2011 at http://sh.webhire.com/jobcart/view_job.cart-JOB_ID=2558194&ACCT_NAME=MCD&SITE=I&CCC_DEST=CS
RTMM Inc. is a software development company that seeks to enhance its success and profitability in the market. This company recognizes that one of the crucial components towards enhancing profitability is recruiting and retaining a highly-qualified workforce. However, the software company is experiencing tremendous challenges in recruitment and retaining such a workforce. While the firm has attracted a considerable number of qualified candidates, hiring and retaining them has proven to be a significant challenge. Therefore, the company needs to develop and utilize a course of action to enhance its staff recruitment and retaining strategy in order to achieve desired profitability and success. This paper examines the current staffing recruitment strategy at RTMM Inc. using IAPIE case analysis process.
As previously mentioned, the current situation at RTMM Inc. will be analyzed through the use of IAPIE case analysis process. This process/approach provides a comprehensive measure for examining a case…
Some organizations use more innovative approaches to effectively recruit candidates. Due to the increasing low unemployment rate in their area, Sanders Brother, Inc. created their "Hispanic Initiative" where the company actively seeks out and train Hispanic workers who want to become welders. They use word of mouth and other advertisement in Spanish newspapers to promote their program (Amaram, 2005). This type of program focuses on the future compensation rewards, due to training, rather than the initial monetary rewards.
Amaram's article is very useful in today's economy. As he mentions, the competition for talented employees is fierce. This is true whether the organization is in the private, public or military sector. Human capital is an organization's most valuable asset. Without good people, an organization is destined to fail. and, although compensation is a motivator, other factors can motivate candidates to join an organization as well.
The suggestions for innovative recruitment can…
Abraham Maslow. (13 Jan. 2005). Retrieved February 7, 2005, at http://en.wikipedia.org/wiki/Maslow .
Amaram, D.I. (Mar. 2005). Issues in recruitment and retention for the it workforce. Journal of American Academy of Business, Cambridge, 6(2). Retrieved February 12, 2005, from ProQuest database.
Article Review: Issues in Recruitment and Retention for the it Workforce
recruitment problem for my school is predominantly the poverty levels that are quite high hence making many children not to be able to attend school. With the voucher system, there has been an upsurge of application for recruitments so as to take advantage of the benefits that come with the voucher. This then presents a new problem of overpopulating the school such that the teacher-student ratio will not be manageable.
The main aim of the school now is to ensure that the enrolment rates go higher and that more students get the chance to join high school to get education. The school is also focused on ensuring the voucher system works out to the benefit of the students and that the system attracts the maximum possible number of students to the school. The quality of education is also another fundamental consideration in light of the fact that the middle class…
2015 for a hospital's human resources manager to recruit, prepare, and employ ten new nurses in the space of three months. The statistics indicate the level of difficulty inherent in doing so: Hernandez and O'Connor (2010) quote the forbidding statistics, well-known in the medical profession, which demonstrate that "with a projected shortage of 18,000 nurses by 2015, the employment demand for nurses is widespread and every school has a waiting list" (66). For this reason, the recruitment of new nurses in 2015 requires the most proactive and well-orchestrated strategy that can be devised, and it is up to human resources professionals to involve themselves not only in the most adroit or counterintuitive strategizing for recruitment, but also to lay a heavy emphasis on retention.
The method of recruiting nurses should probably begin with nursing schools. This is the most straightforward and regular strategy, as Hernandez and O'Connor (2010) themselves emphasize,…
Aamodt, MG. (2013) Industrial / organizational psychology: An applied approach. Seventh edition. Belmont, CA: Wadsworth.
Greenwald, HP. (2010). Health care in the United States: Organization, management, and policy. San Francisco: Wiley.
Hernandez, SR, O'Connor, SJ. (2010). Strategic human resources management in health services organizations. Third edition. Clifton Park, NY: Delmar-Cengage.
International Business Machines Corporation known as IBM is an American corporation with headquarters in Armonk, New York. The firm is a computer hardware as well as software manufacturer and marketer. It also deals in information technology infrastructure and hosting. The firm also offers consulting services in fields such as mainframe as well as nanotechnology. The firm started its operations as Computing Tabulating ecording Company (CT) in 1911 after a merger bringing together Tabulating Machine Company, International Time ecording Company and Computing Scale Company (IBM, 2007). The firm adopted its name in 1924, a name that was designated to CT's overseas subsidiaries.
IBM is rated as the second largest employer in the United States in comparison with other firms with 433,362 employees; it also ranked fourth in market capitalization as well as ninth as one of the most profitable companies. Consistent with its large employment base, IBM has established a…
Aswad, E., & Meredith, S. (2005 ). Ibm In Endicott. New York: Arcadia Publishing.
Cable News Network. (2012). Top companies: Biggest. Retrieved February 27, 2013, from www.money.cnn.com: http://money.cnn.com/magazines/fortune/fortune500/2012/performers/companies/biggest/marketvalue.html
Careersvalley. (2011, April 07). IBM Recruitment Process & Stages Explained. Retrieved February 28,
2013, from www.careersvalley.com: http://www.careersvalley.com/featured/ibm-recruitment-process-stages-explained
Job Analysis & H Planning
Importance of Job Analysis
As P&A Company, job analysis plays a significant role, and there are a number of reasons for conducting it. The main reason why there is need for conducting job analysis is to make sure that the selection processes we use to select job candidates are lawful and unassailable. One of the benefits of undertaking job analysis is workforce planning. By having an effective job analysis, chosen employees can work hand-in-hand with the company's future casting. This implies that the H department of our company is able to match its necessities with the ability of our present and future personnel. Another need for job analysis is developing our own employees. By making use of the outcomes of a job analysis, we might detect any gaps on a personal level, and help our personnel with their career management (Heron, 2005).
Brown, J. N. (2011). The Complete Guide to Recruitment: A Step-by-step Approach to Selecting, Assessing and Hiring The Right People. London: Kogan Page.
Chand, S. (2015). Sources of Recruitment of Employees: Internal and External Sources Recruitment. Retrieved 4 November, 2015 from: http://www.yourarticlelibrary.com/recruitment/sources-of-recruitment-of-employees-internal-and-external-sources-recruitment/25954/
Go2HR. (2015). LEGAL ISSUES YOU NEED TO CONSIDER IN YOUR RECRUITING PROCESS. Retrieved 4 November, 2015 from: https://www.go2hr.ca/articles/legal-issues-you-need-consider-your-recruiting-process
Heron, R. (2005). Job and work analysis: guidelines on identifying jobs for persons with disabilities. International Labour Organization.
Warehouse Supervisor Recruitment Plan
As Amazon is set to hire 5000 new warehouse workers, the organization seeks an experienced warehouse supervisor. Amazon is increasing staffing at its warehouses and fulfilment centers to improve service delivery and expand same-day or next-day delivery for customers in select areas (Isidore, 2013). A warehouse supervisor is a multifaceted position that includes managerial functions, strategic operations, budgeting and inventory management, and strong organizational skills. This recruiting and staffing strategy covers the steps Amazon will take to ensure compliance with legal and ethical guidelines. The thesis is that Amazon should use standard recruiting and selection techniques to comply with ethical and legal obligations and to promote the best interests of the organization.
Recruitment and staffing strategies must comply with local, state, and federal regulations related to non-discrimination and other federal employment laws governed by the Equal Employment Opportunity Commission. When designing the job description…
ecruitment is defined as the process of attracting qualified individuals to apply for positions within an organization at the right time. Hiring the right people requires proper planning that entails evaluating the needs that a prospective individual will fulfil for the organization (Gusdorf, 2008).
According to Gusdorf (2008), H planning must pay attention to the details of the prospects of an organization and forecast accurate future labour needs. Planning for recruitment only begins when all other options have been reviewed and exploited fully.
Online Sources vs. Non-Internet-Based Sources
Oracle Corporation (2013) says that technology can facilitate automated recruitment and the activities that surround staffing for better quality of candidates, higher productivity, enhanced performance and effective hiring. esources and cost issues have been removed from focus since infrastructure investment is not relevant at this point. The online source is now the infrastructure. Some of the prevailing options…
Gusdorf, M. L. (2008). Recruitment and Selection: Hiring the Right Person . Retrieved May 19, 2016, from Society for Human Resource Management: https://www.shrm.org
Oracle Corporation. (2013). Best Practices for Recruiting the Best Talent. Retrieved May 19, 2016, from Oracle; Modern HR in the Cloud: www.oracle.com
External and Internal ecruitment
External recruitment and its strategy at Coca Cola Company
ecruitment refers to an act of enabling employees take after the various roles and responsibilities within an organization. The act of selecting and employing procedures that ends in having employees fill up various responsibilities within an organization is referred to as recruitment. External recruitment refers to a recruitment process that the human resource of an organization moves outside the organization. The officer in charge searches and selects the best employees who are going to fill up the empty positions of responsibilities. Unlike internal recruitment, the mechanisms that are put in place cater for the organization from outside figures. The organization uses its human resource department to search systematically for workers who can be part of the employee fraternity in the organization (Chan, 2006, p. 34-45).
In Coca Cola Company, stakeholders involve external recruitment as it engrosses various…
Bayo-Moriones, A & Ortin-Angel, P. (2006). Internal Promotion vs. External Recruitment
in Industrial Plants in Spain. Industrial and Labor Relations Review, ISSN 0019-
7939, 04/Volume 59, Issue 3, pp. 451 -- 470
Chan, W. (2006). External Recruitment and Intra-firm Mobility. Economic Inquiry, ISSN
Human esource Management
ecruitment at USC
Evaluation of emuneration Strategy of the USC
H is Asset
emuneration is Tactic and A Plan
Salary vs. World Class Program
Organization and Talent Strategies in Emerging Markets
Attracting the most talented pool of candidates and satisfying their needs and retaining them might seem a simple mathematical formula but it is a really tough challenge for many. University of Southern California for example knew that luring and having people on the board was not enough. They had to offer a culture and system that they could cherish for long.
The process of recruitment is formally defined as process of finding a person as per specific job role and matching the job role with the searched person is called recruitment. Employment opportunities of a firm…
 "Recruitment & Selection Process." RFU. N.p., n.d. Web. 11 Aug. 2013.
"Recruitment and Selection Process." Recruitment and Selection Process. N.p., n.d. Web. 11 Aug. 2013.
We go out of our way to build personal networks throughout the company, not just in our area of responsibility.
4. Our people have a passion for achievement, strive for outstanding results and are determined to get things done.
5. To make sure that happens each and every day, we have created a working environment in which you can be yourself. After all, as a business we need to be as diverse as our millions of consumers around the world.
6. Finally, we believe in everyone's ability to develop and grow. Whatever our function, role or level, we all have an equal right to take advantage of learning opportunities and progress how we want to in our chosen careers (the important things in life 2012, p. 2).
In their online posting concerning, "Fostering a performance culture," Unilever stresses the globalized nature of its performance management processes and emphasizes that these…
'Agile Working.' (2012). Unilever. [online] available: http://www.unilever.com /careers' target='_blank' REL='NOFOLLOW'>
Recruitment Failures for an Unnamed Retail Giant
The quality of a professional organization will be deeply and directly contingent upon the quality of the personnel that it employs. Such is to say that a company's success begins with its recruitment strategy, where the manner in which it shapes and conveys its demands to applying candidates will be critical to the screening and vetting processes. It is this recruitment strategy that will determine not just who a company hires but, indeed, who among its employees are likely to become long-term assets or to advance within an organization. For the purposes of this discussion, we will consider the recruitment policies of a leading global retail chain. For proprietary reasons, we will refrain from identifying this firm by name, but the discussion will demonstrate how negative recruitment strategies can be connected to poor public image performance and a poor record on…
Clark, J. & Irwin, E.G. (2006). The local costs and benefits of [-], The Ohio State University.
Gatewood, R.D., M.A. Gowan & G.J. Lautenschlager. (1993). Corporate Image, Recruitment Image, and Initial Job Choice Decisions, The Academy of Management Journal (36)2, p. 414-427.
Hays, C.L. (2004). What [-] knows about customers' habits. The New York Times.
Nester, M. (2006). Strengths, weaknesses, opportunities, and threats of [-] in the United States, University of Kansas Engineering Management Field Projects.
Once the sampling frame has been defined, the students will be sent a mock-up of a recruitment website and they will be asked to evaluate its navigation, personalization and what factors add to or detract from its trustworthiness online. The mock-up of the online recruitment site will also allow for alerts by specific job category to be defined in addition to personalization of the site as well. Once students have been given the opportunity to review the website, questionnaires will be sent requesting their opinions. To further minimize boas, the students are going to be told this is for a beta test site program for a new job recruitment site specifically developed for graduating seniors.
Data Collection and Analysis Techniques
The data collection and analysis will be initially managed though online survey application Zoomerang, which has preliminary statistical analysis applications included on the site itself. Further analysis of the data…
Bibliography and Reference List
Talya N. Bauer, Donald M. Truxillo, Jennifer S. Tucker, Vaunne Weathers, et al. 2006. Selection in the Information Age: The Impact of Privacy Concerns and Computer Experience on Applicant Reactions. Journal of Management 32, no. 5 (October 1): 601. http://www.proquest.com (Accessed April 20, 2008).
Susanne M. Bruyere, William Erickson, Sara VanLooy. 2006. Information technology (it) accessibility: Implications for employment of people with disabilities. Work 27, no. 4 (January 1): 397-405.
As shown in Appendix 2 these report gives a complete and detailed picture of candidate's personality type, classifying him to one of five main types: A-director, B - socializer, motivator, people person, C - thinker, analytic, D - supporter, X which means that personality has two types synergized.
Interviewing as the most used employee screening skill
Another very effective method of prospective employee evaluation is evaluation interview. Evaluation interview was a theme of a number of researches and studies, which examine the validity of different interview types. The researches show that structured intrviews have a higher acuracy than unstructured (Huffcutt and Arthus, 1994; McDaniel et al., 1994; Wiesner and Cronshaw, 1988; Wright et al., 1989). In most cases interviews can be planned using job analyses questions or scoring procedures, which can objectively evaluate candidates creditability in prospective field.
Each interview has five common steps: planning and preparing the interview, beginning…
Terpstra, D.E., & Rozell, E.J. The relationship of staffing practices to organizational level measures of performance. Personnel Psychology, 46. 1993
Maurer, S.D., Howe, V. And Lee, T.W. Organizational recruiting as marketing management: an interdisciplinary study of engineering graduates, Personnel Psychology, Vol. 45, 1992.
Lievens, F. Recent trends and challenges in personnel selection, available from www.emeraldinsight.com/0048-3486.htm
Ullman, J.C. 1966. Employee referrals: A prime tool for recruiting workers. Personnel, 43
Managing ecruitment and Selection
Being able to successfully manage the recruitment and staffing of an entire Human esources (H) department is the foundation of a successful enterprise. For example, eese and French cite the work of Bratton and Gold in saying, "ecruitment is the process of generating a pool of capable people to apply for employment to an organisation. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements" (2010). This quote aptly highlights the extreme importance of being able to successfully woo and establish a team of competent people who are equally invested in doing an exemplary job with a given company. Thus, the H department needs to understand the nuances and strategies that go into the process of successfully winning over the…
Burton, J., 1998. Managing Residential Care. New York: Routledge.
French, R. & ., 2010. Recruitment and Selection. [Online]
Available at: http://www.cipd.co.uk/NR/rdonlyres/01F95685-76C9-4C96-B291 -
From the perspective of the new employee, understanding organizational psychology provides a means of avoiding potentially damaging questions during the process of learning exactly what is expected of employees (Cooper-Thomas & Anderson, 2002);.
Typically, new employees employ a variety of direct and indirect solicitation of fellow employees as well as observational and deductive techniques designed to increase their understanding of the organizational social environment. Examples of the former would include disguising the purpose of conversations to elicit important information indirectly; examples of the latter would include observing how much time colleagues take for lunch and whether they include transit time in a lunch "hour." (Cooper-Thomas & Anderson, 2002; Jex & Britt, 2002).
Bernerth, J.B., and Walker, H.J. (2009). "Propensity to trust and the impact on social
exchange: An empirical investigation" Journal of Leadership and Organizational
Studies, 15, 217-226.
Cooper-Thomas, H., Anderson, N. (2002). "Newcomer adjustment: the relationship between organizational…
Bernerth, J.B., and Walker, H.J. (2009). "Propensity to trust and the impact on social
exchange: An empirical investigation" Journal of Leadership and Organizational
Studies, 15, 217-226.
Cooper-Thomas, H., Anderson, N. (2002). "Newcomer adjustment: the relationship between organizational socialization tactics, information acquisition and attitudes" Journal of Occupational and Organizational Psychology. Retrieved September 13, 2009 from HighBeam Research at:
Staffing Unit Leadership Talent
Staffing Unit Leadership
Our company's standard procedures for search, recruitment, and selection of employees is designed to ensure a high level of process efficiency, procedural consistency, regulatory compliance, and overall fair[footnoteef:1]ness to all stakeholders. We recommend the following steps to create structure for the recruitment and selection process: 1) Identify the vacancy (vacancies) and evaluate the staffing qualifications needed for the position(s); 2) Develop a job description specific to each position; 3) Develop a recruitment plan; 4) Select a search committee; 5) Post the position(s) and implement the recruitment plan; 6) eview applicants and develop a short list; 7) Conduct interviews; 8) Select the person(s) to be hired; and 9) Finalize the recruitment.[footnoteef:2] [1: Liu, C. (2001, March 11). The fairness factor (I): In recruiting hiring & interviewing. CM Learning. [Web]. H.com. etrieved http://www.hr.com/SITEFOUM?&t=/Default/gateway&i=1116423256281&application=story&active=no&ParentID=1119278127660&StoryID=1119644188812&xref=http%3A//www.bing.com/search%3Fq%3Dhiring+selection+process+army+fairness%26qs%3DAS%26form%3DQBLH%26filt%3Dall%26pq%3Dhiring+selection+process%26sc%3D4-24%26sp%3D2%26sk%3DAS1] [2: ____. (2013). ecruitment & Selection Hiring Process, University of California at…
____. (2013). Recruitment & Selection Hiring Process, University of California at Riverside. Retrieved http://hr.ucr.edu/recruitment/guidelines/process.html#step3
____. (2014). Tourism and Economic Development Director, Town of Red River, New Mexico. LinkedIn.
____. (2014). The Selection Process. Gallup. [Web]. Retrieved http://www.gallup.com/careers/108163/Selection-Process.aspx
____. (2014). The 4 hiring practices of highly successful organizations. Finding the right person for the right job fuels success. Inc.com. [Web]. Retrieved http://www.inc.com/articles/2002/01/23815.html
Given the fact that recruitment online has only been in existence for under three decades, this fact shows how pervasive and effective the nternet is as a recruiting platform. The most critical point however is that the most valuable and most likely successful candidates for new positions are continually striving to learn more about their industries, and how to excel in their careers. As a result, the more professional affiliations a firm has and the reputation of the hiring firm all play a vital part in attracting high quality candidates for hire. How the nternet assists with this process is that it provides firms with the opportunity to vary their approaches of communicating positions, how the positions are conveyed, in what context, while also underscoring the value of the firm's brand and its reputation in the market. Many of these factors are intangible and defy quantification in Web analytics, yet…
In conclusion, these four factors need to be well orchestrated and aligned to a common objective if Internet-based recruitment strategies are going to succeed. Seeing managerial and professional talent as a very vital customer segment is key; it is that perspective of service to a customer that needs to pervade Internet-based recruiting if it is to successful. Underscoring all of these strategies with analytics further quantifies and provides hard evidence of their value.
Examine the reasons why a business may want to use social networking sites such as Facebook, Twitter, LinkedIn and Myspace in the recruitment process.
Social networks have been developed based on the main design criteria and objectives of Web 2.0 in mind, including ensuring high user participation, interactivity of applications and user experiences, and a high degree of authenticity and transparency (Bernoff, Li, 2008). By their very nature, social networks bring a high degree of collaboration and communication into relationships, whether they are between two friends or between people and brands or companies they admire and like to follow. For the human resources professional, social networks are the future of recruiting, especially for
ecruitment strategy and plan
This document is about laying down a strategy of recruiting employees in sincere college. Employees move, quit or transfer thus creating a need to open job application for interested candidates. It helps to determine what the job entails, tasks and skills of the employees. It covers an outline of the recruitment plan, job description, methods of recruitment, interview procedures and hiring. The strategy aims at attracting qualified applicants ready to take the job.
The goal is to attract higher standard candidate with skills promoting the name of the Sincere College. This can be achieved where the faculty of the Davis School of Business should suggest names of people who "know people" in the field who should be called upon to nominate individuals. The other way is posting advertisement in newspapers, journals read by people in this discipline and posting advertisement…
Edenborough, R. (2007). Assessment methods in recruitment, selection & performance: A
manager's guide to psychometric testing, interviews and assessment centres. London:
When setting up and maintaining the human resource files, confidentiality and privacy are always significant at workplace. Today most organizations are taking different steps of ensuring that the information within the organization remains confidential and private, however employees on the other hand are seen not to be concerned of this, therefore it is the work of the top managers to make their employees understand the importance of keeping files such as the human resource files as confidential. The human resources professionals should prevent misuse of personal information by safely storing them to avoid unauthorized access. Maintaining confidentiality of information in organization does not only protect the company from the legal hassles, but it improves the productivity of the employee while providing them with a safer working environment and security (Dogra, 2012).
Maintaining privacy and confidentiality for human resource files is important for varied reasons this is because, it…
Dogra, A. (2012). Confidentiality in the Workplace. Buzzle. Retrieved December 7, 2012, from http://www.buzzle.com/articles/confidentiality-in-the-workplace.html
ACAS (2012). Recruitment and selection Promoting employment relations and HR excellence Retrieved December 7, 2012, from http://www.acas.org.uk/index.aspx?articleid=746
It is also advisable to create a USAJOBS member account so that resumes can be posted online, application status can be found, and automated job alerts received.
4. Interview process -- the best-qualified candidates will be forwarded to the hiring official for that particular job; interviews are done in person or by phone; and selection is subject to Federal Civil Service Laws.
Because Homeland Security is a Federal Agency, and because of the wide range of talent required, Homeland Security has four programs that fit most individuals regardless of the stage of their career:
1. Student and ecent Jobs -- internships, fellowship, and training programs are available in almost every law enforcement opportunity. Some jobs are actively recruited from colleges and universities.
2. Experienced Professionals -- Technical, managerial and other skills (medical, emergency, etc.) professionals are needed.
3. etirees -- Short, long -- and medium terms projects based on part-time…
National Strategy for Homeland Security. (2002, November). Retrieved from ncs.gov: http://www.ncs.gov/library/policy_docs/nat_strat_hls.pdf
Department of Homeland Security. (2012, March). Get a Homeland Security Job. Retrieved from dhs.gov: http://www.dhs.gov/how-do-i/get-homeland-security-job
Department of Homeland Security Jobs. (2012, November 19). USAJOBS. Retrieved from Seattle Bsed Jobs: https://dhs.usajobs.gov/JobSearch/Search/GetResults?Keyword=&Location=Seattle%2C+WA&search.x=43&search.y=11&search=Search%21
...I need(ed) a lot of reassurance. Had I gone to a unit where they put me with a preceptor who really didn't care about educating...I think I would have struggled big time....[but] they never treated me like I was stupid," are common responses of new nurses in mentoring programs (Hodges 2008, p.83). Mentors provided advice on psychologically coping with the emotional demands of nursing, time management, accuracy, and striking a balance between work and professional life.
Mentoring programs are especially important for nurses given that "developing an ability to thrive in unpredictable health care environments is crucial to all nurses, but particularly to practice in acute care settings" (Hodges 2008, p.80). All healthcare settings draw upon a nurses' ability "to recover quickly or adjust to adversity is commonly known as resilience. The capacity for resilience allows one to reframe, adapt, balance, persist, and grow in the face of adversity and…
Harder, Danielle. (2009, January). Hospital finds cure for retention: Time off. Canadian HR
Reporter, 22(1), 12. Retrieved March 14, 2009, from ABI/INFORM Global database. (Document ID: 1636590351).
Hodges, Helen F., & Ann C. Keeley, Patricia J. Troyan. (2008). Professional resilience in baccalaureate-prepared acute care nurses: FIRST STEPS. Nursing Education
Perspectives, 29(2), 80-9. Retrieved March 14, 2009, from ProQuest Medical
Because human beings handle customer relationships in most cases, it is vital that these employees manage their relationships with customers in such a way as to optimize business operations.
Unfortunately, strategic human resource management could also involve downsizing, which means the human resource manager will have to effectively communicate the process with the employees involved. Once downsizing has occurred, the restructuring process will involve retraining and repositioning of certain jobs.
One interesting paradox in the recruitment process is the dichotomy between hiring someone with existing qualifications to do a job well and training personnel to do the job well. When an employee is hired, one might assume that he or she may not have the specific skills or requirements to handle the work at hand. Hence, employees who are hired often need to be trained. This begs the question whether qualifications at all dictate the ability of an employee to…
Employee ecruitment and Selection
In basic terms, the behavioral interview model seeks to determine how interviewees respond to various challenges and situations. In that regard, questions likely to be asked in a behavioral interview have got to do with how the said interviewees have responded to specific situations in the past. In this text, I use the behavioral interviewing model to formulate a number of interview questions. The appropriateness and legality of the questions will also be taken into consideration.
The Behavioral Interviewing Model: Examples of Interview Questions
All the questions highlighted below seek to find out how interviewees handled specific situations in the past.
Give us an example of an instance where you disagreed with a colleague at work and how you handled the disagreement.
Tell us of a scenario where you were called upon to be an agent of change and how you went…
Laton, D. (2006). Developing Positive Workplace Skills and Attitudes. Raleigh, N.C: Lulu.
However, when comparing the training costs of implementing a more robust training system in comparison to the costs of continuously loosing a large percentage of the workforce, it becomes even clearer that more training is the better cost.
With so few nurses available, it is only a matter of time until the quality of care in the United States is negatively affected. With one of the largest demographics, the baby boomers, approaching old age where they would need quality care, many are left wondering how our healthcare organizations will handle such massive nursing shortages with such massive patient surges. One thing is clear, more on-the-job training is an absolute must in order to help provide a more supportive environment for today's new nurses and to help keep retention levels as low as humanly possible.
American Organization of Nurse Executives. (2002). Acute care hospital survey of V vacancy and turnover…
American Organization of Nurse Executives. (2002). Acute care hospital survey of RV vacancy and turnover rates in 2000. ANE. Retrieved December 4, 2009 from http://docs.google.com/viewer?a=v&q=cache:S_w0nfXHrh8J:www.wha.org/workforce/pdf/aone-surveyrnvacancy.pdf+rate+of+nurse+turnover+rates&hl=en&gl=us&sig=AHIEtbS1VTn1M6jnn399pOORJSeEHKzwKA
Jones, Cheryl Bland & Gates, Michael. (2007). The costs and benefits of nurse turnover: a business case for nurse retention. The Online Journal of Issues in Nursing. 12(3). Retrieved December 3, 2009 from http://www.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume122007/No3Sept07/NurseRetention.aspx
New America Foundation. (2009). Quality: on-the-job training lowers turnover rate of nurses. Health Policy. Retrieved December 3, 2009 from http://www.newamerica.net/blog/new-health-dialogue/2009/quality-job-training-lowers-turnover-rate-nurses-10151
Rosseter, Robert. (2009). Nursing shortage fact sheet. AACN Media. Retrieved December 4, 2009 from http://www.aacn.nche.edu/Media/FactSheets/NursingShortage.htm
Wal-Mart's recruitment process is the formation of an orientation program where Wal-Mart is presented in an attractive manner so as to encourage prospective employees to sign on and consider working at the store. A preview of Wal-Mart's history is presented as well as an overview of their organizational structure, environment, and culture, and organizational expectations. It is emphasized, for instance, that just as consumers are regularly greeted when entering the store, employees are too. Prospective staff members are also taught how to gauge consumer expectations and are enticed with the prospect of Wal-Mart's diverse training opportunities (Sullivan & Zeno, 2005).
Wal-Mart's training and development opportunities are part of its appeal offered on a de rigueur structure as an integral, rather than external, part of the company on an ongoing process. Wal-Mart also affirms that excellence in programs combined with extended stay at company almost certainly ensure promotional opportunities that accompanies…
Sullivan, L., & Zeno, J. (2005). People first: Talent development is a Wal-Mart Hallmark. InfoWeek Magazine.
Yahoo! Answers. Interview at Walmart & AFRAID!!!!! http://answers.yahoo.com/question/index?qid=20081109171547AA6j78o
H strategies differ at times from management strategies. One study conducted in the early 90's highlighted the dominant H strategies of one company. " ... a cost reduction strategy and an employee commitment strategy. These strategies were distinguished from one another on the basis of five realms of H policy and practice: work organization, employee relations, staffing, training, and compensation" (Bamberger, Biron and Meshoulam, 2014. P. 56). Cost reduction strategies aim to augment efficiency through enforcement of employee compliance with detailed procedures and rules as well as basing things like employee rewards on some assessable criteria.
Commitment strategy on the other hand is meant to develop a team of dedicated employees that can be trusted to use their discretion in order to perform job tasks in ways consistent with the goals and aims of the organization. The study established that the organization's commitment strategy is a collection of practices categorized…
Bamberger, P., Biron, M. and Meshoulam, I. (2014). Human Resource Strategy. New York: Routledge.
Bernard, H. (2013). Social research methods. Los Angeles: SAGE Publications.
Crotty, M. (1998). The foundations of social research. London: Sage Publications.
Edwards, W. (1992). Utility Theories: Measurements and Applications. Dordrecht: Springer Netherlands.
massive shortage of radiologic technologists of the 1990s has abated, there is still some shortage of workers in the field. Most such workers ply their trade in large hospitals, which average 21 imaging workers. ural facilities have a harder time recruiting workers, so hospitals in the most desirable locations might not even experience a shortage at this point. Key to recruiting for rural hospitals is thus to outcompete the urban facilities, but they must also look to their own areas for talented people who can be guided into the profession.
ecruitment and retention are ultimately linked. Factors like training programs for career development solve problems both for facilities and workers. Workers like the control that such programs give them over career development -- this is a selling point both during the recruiting process and thereafter as well. For the hospital, such training results in workers who cost more, but who…
ASRT (2008). A nationwide survey of Radiology Department / Facility Managers and Directors conducted by The American Society of Radiologic Technologists. ASRT. In possession of the author.
Bednar, J. (2008). The can see clearly now despite less-severe shortage, radiologic technologists are still in demand. Health Care News. Retrieved June 29, 2016 from http://healthcarenews.com/they-can-see-clearly-now-despite-a-less-severe-shortage-radiologic-technologists-are-still-in-demand/
BLS (2016). Radiologic and MRI technologists. Bureau of Labor Statistics. Retrieved June 29, 2016 from http://www.bls.gov/ooh/healthcare/radiologic-technologists.htm
Coombs, C., Wilkinson, A. & Preston, D. (2007). Improving the recruitment and return of nurses and allied health professionals: A quantitative study. Health Services Management Research. March 2007. In possession of the author.
ecruitment and etention
For any clinical trials, there are bound to be subjects who volunteer to take part in the trials and in recruiting and working with these subjects, it is important to ensure that they are treated as ethically as possible.it is also important to ensure that the procedure gives the best possible results which reflects the true effect and response from the subjects. Due to the stringent nature of most recruitments, there are factors that are bound to affect the process in a positive as well as in a negative manner.
The positive aspects that often affect recruitment and make it successful are such as the awareness of the candidates on the expectations that the investigator has on them hence reducing anxiety and uncertainty hence high rates of turn out and participation that will make the recruitment process end up with quality subjects. The other positive factor is…
Sandra Williams, (2004). Clinical Trials Recruitment and Enrollment: Attitudes, Barriers, and Motivating Factors. Retrieved July 23, 2015 from http://cro.rbhs.rutgers.edu/documents/clinical_trials_recruitment_and_enrollment.pdf
Sullivan J., (2004). Subject Recruitment and Retention: Barriers to Success. Retrieved July 23, 2015 from http://www.appliedclinicaltrialsonline.com/subject-recruitment-and-retention-barriers-success
international business expansion process.
International recruitment and selection brings a number of challenges for business organizations. They not only face difficulties in hiring the desired skillful staff from the host country, but may also have to deal with severe financial and cultural diversity issues. Through this research study, an effort has been made to highlight the major challenges and issues which make the international recruitment and selection process more complex and challenging for multinational organization.
The research report starts with an ample introduction to the esearch question and proceeds by highlighting the core objectives of the research study. The research question clearly states the major objective of this research study in a quite precise and succinct manner. The most important section of the research report is Literature review which has been written after a comprehensive research from a number of academic and industry journal articles and books; most of which…
Ashamalla, M.H. 1998, International Human Resource Management Practices: the Challenge of Expatriation. CR, 8 (2): 54-63.
Andeason, A.W. 2003, Expatriate Adjustment to Foreign Assignments. The International 6 tyJournal of Commerce and Management, 13 (1): 42-60.
Andersen, T.M., & Svarer, M. 2006, Flexicurity -- the Danish Labor Market Model. Available from [Accessed July 26th, 2012]
Baudler, C.R. 2011, Employee Engagement: Through Effective Performance Management by Edward M. Mone and Manuel London, Personnel Psychology, 64 (3): 813 -- 816.
ecruiting and ecruitment Specialists
Human resource management helps to contribute to the development of an organization through the provision of insight as to what resources are available to an organization, as well as what resources are necessary and required for the continued success of said organization. Human resource management helps an organization attain success through the recruitment, training, and retention of valuable and qualified employees. ecruitment specialists are often consulted in order to assure that the most competent and qualified candidates are employed within an organization.
ecruiting, or recruitment, is "the process of identifying and hiring the best qualified candidate (from within or outside an organization) for a job vacancy, in a most timely and cost-effective manner" (ecruitment, n.d.). The task of recruiting candidates for a specific job vacancy within an organization is often delegated to a recruitment specialist, which can be employed by the organization itself and be a…
"HR Challenges in Recruitment." (2007). Recruitment-Naukrihub.com. Accessed 19 June
2011, from http://recruitment.naukrihub.com/hr-challenges.html.
"Human Resource Management" (2011). Accel-Team. Accessed 19 June 2011, from http://www.accel-team.com/human_resources/hrm_00.html
"Human Resource, Training, and Labor Relations Managers and Specialists." (2009 Dec 17).
ecruitment and Selection Techniques contribute to the Success of an Organization
ecruitment is a form of business contest and it is fiercely competitive. Organizations have to be strategic in order to attract and retain top talent to positions in the company. Competition between companies have become even more fierce and companies are doing all that they can to get the best talent for their organizations. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Companies understand that having the right people will definitely be difference between success and failure. ecruitment and selection is an ongoing process (Wilson, 2013). Businesses determine the present and future requirement of the organization and increase the success rate of…
Alder, M. (2011). Redefining Social Recruiting for 2011.
Blizzard, D. (2013). Honing your hiring. Journal of Accountancy, December (2013).
Bowen, D.E., Ledford, G.E., & Nathan, B.R. (1991). Hiring for the organization, not the job. The Executive, 5(4), 35-51. doi: 10.5465/ame.1991.4274747
Brundage, H., & Koziel, M. (2010). Retaining top talent. Journal of Accountancy, May (2010), 38-44.
H ecruitment Senior Staff Proposal
ecruitment and Hiring of Senior Staff: A Strategic H Proposal
The development of a strong business is dependent on a strong sense of the importance of its human capital. To ensure that the human capital associated with the business is well equipped to help maintain innovate and grow a business is dependent on the organization's ability to recruit and hire effective leaders as well as all those involved in the business. Hiring senior staff is essential to developing core leadership within an organization that fulfills the organizations mission and goals and can lead those within the organization to build cohesion and effective internal development. There are arguments within some of these most effective organizations that stress that human capital is the singularly most important factor in growing a successful business as happy employees are more likely than all others to represent the organization well in…
Resources Management: A Strategic Perspective. Organizational Dynamics, 9(3), 51-67.
Marquez, J. (2009). RPO Business ramps up as firms look to restart hiring. Workforce Management, 88(9), 11.
Yee, R.Y., Yeung, A.L., & Cheng, T. (2008). The impact of employee satisfaction on quality and profitability in high-contact service industries. Journal Of Operations Management, 26(5), 651-668. doi:10.1016/j.jom.2008.01.001
Higher Education: Ethics of International Student ecruitment
In recent years, the number of students crossing national borders in pursuit of education has increased significantly. This phenomenon is also referred to as 'global student mobility' and it can be attributed to the students' desire for migration, the inability to find study opportunities in their home countries, and the desire to improve their employability in their home countries. According to the National Association for College Admission Counseling, NACAC (2014), enrolments of international students at institutions of higher learning have more than quadrupled over the last three decades, from a total of 1.1 million in 1985 to 4.5 million in 2012. In fact, global mobile population is expected to exceed 7 million in 2025. Wilkins and Huisman (2011) state that the United States, United Kingdom and Australia are the three most popular destinations for international students and they account for almost 44% of…
Altbach, P. G & Reisberg, L. (2013). The Pursuit of International Students in a Commercialized World. International Higher Education. Vol.(73)1, 2-4.
Engberg, D. (2013). International Recruitment: Oversight and Standards. International Higher Education. Vol.(73)1, 6-7.
Huang, I.Y., Raimo, V., & Humfrey, C (2014): Power and Control: Managing Agents for International Student Recruitment in Higher Education. Retrieved 6 May 2015 FOM http://dx.doi.org/10.1080/03075079.2014.968543
Kallur, R. & Reeves, M. (2006). Guidelines for Ethical practices in International Student Recruitment. Association of International Educators. Retrieved 7 May 2015 from http://www.nafsa.org/Find_Resources/Supporting_International_Students_And_Scholars/Network_Resources/International_Enrollment_Management/Guidelines_for_Ethical_Practices_in_International_Student_Recruitment/
Given the recent 'credit crunch' and the difficulty in obtaining student loans at reasonable rates for many students, the effectiveness of this recruiting technique is likely to increase.
Another, corollary strategy is tuition support for nurses employed at an organization. Even if demand for nurses is high now, nurses may also be more interested in certification pay and tuition support for additional education, to give themselves added assurance of staying employed in the future and also to explore new subfields of nursing they find interesting. If an organization needs nurses in a specific subspecialty, providing tuition assistance for education to current staff rather than recruiting new staff is an option, and many increase organizational loyalty and retention.
Recruitment method 3: Provide financial incentives
ith the changing role of nurses, nurses are asked to perform more duties than ever before. This results in nurses working longer hours and taking on new…
Healthcare recruiting strategies that work - and others that don't! (14 May 2002). MedZilla. Retrieved 24 Sept 2008 at http://www.medzilla.com/press51402.html
ecruiting and etaining Police Officers:
• Discuss the difficulties in recruiting, selecting, and retaining police officers. What suggestions can you offer for improving the recruitment, selection, and retention of qualified police officers? Be specific about the traits you would seek in new recruits, and why.
According to the National Institute of Justice (NIJ) report entitled Hiring and keeping police officers, financial cutbacks and negative publicity (particularly in regards to racial profiling) coupled with increased educational requirements has resulted in greater difficulty in recruiting new police officers nation-wide. Further causing shortages in the ability of police to fulfill essential functions is the corresponding increase in training time, often to specifically to expand education in community policing techniques to improve relationships between the police and historically discriminated-against communities. Attrition rates do not seem to be significantly impacted, however.
egardless, there is a delicate balance that must be maintained between improving the qualifications…
Hiring and keeping police officers. (2004). NIJ.
Tedford, D. (2009). Court topples Sotomayor ruling in firefighter case. NPR. Retrieved from: