Recruitment Selection Essays (Examples)

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Recruitment and Hiring Aspects of P&a

Words: 1664 Length: 5 Pages Document Type: Essay Paper #: 82649442

HM

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).

Job Analysis…… [Read More]

References

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.
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Selection Criteria of New Hires in Public Health

Words: 1803 Length: 6 Pages Document Type: Essay Paper #: 21882064

Action esearch to Identify Superior Candidate Interviewing Procedures

GM505 Action esearch and Consulting Skills

ecruitment, selection, and hiring are two of the primary pillars on which strong companies are built, and they are also some of the most challenging activities that enterprises face with regard to execution. In order to embed effective recruitment and selection strategies in the standard operations of human resources, stakeholder engagement is essential. In many organizations, stakeholders actively participate in the interview processes used to select the "best fit" candidates from the pool of potential new hires. However, even though candidate interviews may be structured and conducted in a systematic fashion, the interviews may not be designed to actually select the most qualified individual who appears to promise both a good cultural fit and high level of productivity.

Action research is one approach to determining how to best conduct candidate interviews. Action research is often used…… [Read More]

References

Carvin, B.N. (2009, September 2). Effective exit-interview strategies. Human Resource Executive Online. Retreived from  http://www.hreonline.com/HRE/view/story.jhtml?id=250192808 

Lagace, M. (2000, May 23). The Emerging Art of Negotiation. Retrieved from Harvard Business School. Retrieved from http://hbswk.hbs.edu/item/1517.html

Luke & Associates. (2015). Vision: The Plan. Retreived from http://lukeassoc.com/vision_theplan.php

Martin, J. (2015). For senior leaders, fit matters more than skill. Harvard Business Revicw. Retrieved from  https://hbr.org/2014/01/for-senior-leaders-fit-matters-more-than-skill/
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Human Resources Recruitment Strategy and Plan This

Words: 1173 Length: 4 Pages Document Type: Essay Paper #: 5017485

Human esources

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.

ecruitment plan

ecruitment goal

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…… [Read More]

References

Edenborough, R. (2007). Assessment methods in recruitment, selection & performance: A

manager's guide to psychometric testing, interviews and assessment centres. London:

Kogan

Page Ltd.
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Improving Police Recruitment

Words: 607 Length: 2 Pages Document Type: Essay Paper #: 5236160

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…… [Read More]

References

Hiring and keeping police officers. (2004). NIJ.

Tedford, D. (2009). Court topples Sotomayor ruling in firefighter case. NPR. Retrieved from:

http://www.npr.org/templates/story/story.php?storyId=106038551
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Effects of the Recruitment and Selection Process

Words: 3115 Length: 10 Pages Document Type: Essay Paper #: 26394534

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…… [Read More]

References

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.
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Proposition of New Recruitment and Selection Processes

Words: 1304 Length: 5 Pages Document Type: Essay Paper #: 60711753

knowledge steps required recruit staff important segment workplace demonstrate strategic skills CEO. You share essential strategic administrative steps important function Human esources include metrics evaluate recruitment selection approach implemented.

Director of the HSS Human esource Department,

Proposition of new recruitment and selection processes for senior staffs at HSS

HSS is one of the largest companies within its sector of operations, and the quality of its services, as well as its competitive position are highly influenced by the quality of its staff members. With this realization in mind, the scope of the Human esource Department is that of improving the processes of recruitment and selection for the senior staffs of the company. Throughout the following pages, three methods of recruitment, selection and metrics will be presented, followed by an analysis and a final recommendation of a method to be used.

ecruitment approaches

The three proposed alternative methods to recruiting the higher…… [Read More]

References:

Jacobsen, D. (2013), "16 HR metrics smart HR departments track," Globeforce, http://www.globoforce.com/gfblog/2013/16-hr-metrics-to-track / accessed on April 2, 2015

Sullivan, J., (2004), "What are the best HR metrics for a large organization?" http://www.yourerc.com/blog/post/20-Common-HR-Metrics-and-their-Formulas.aspxaccessed on April 2, 2015

(2014), "20 common HR metrics and their formulas" ERC, http://www.yourerc.com/blog/post/20-Common-HR-Metrics-and-their-Formulas.aspx accessed on April 2, 2015

"Selection method," Human Resource Management, http://www.hrwale.com/recruitment/selection-method / accessed on April 2, 2015
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Hiring Selection & Training Methods

Words: 1972 Length: 5 Pages Document Type: Essay Paper #: 7917133

HR Case Studies

UPS Management

The author of this report will be answering several questions relating to compassion and proper management skills in the workplace whilst using UPS and their CIP as the prism through which the topic will be assessed. There are a total of four questions that will be answered including whether compassion is something that can be taught in a training program, whether the CIP program can help better manage work/life conflicts, what negative outcomes could result from the CIP training and why only 50 of the 2400 managers with UPS are included in the training. While compassion in the workplace seems to make sense and thus should be used, it can create additional and bigger problems if not wielded and used properly.

Questions Answered

An associate "learning" compassion in a training seminar is a bit of a stretch. Either someone has it in their proverbial DNA…… [Read More]

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Recruitment and Selection Methods

Words: 613 Length: 2 Pages Document Type: Essay Paper #: 97867815

McDonald's

Topic ecruitment and selection

McDonalds:

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…… [Read More]

References

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
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Recruitment Hiring and Training of Employees It

Words: 682 Length: 2 Pages Document Type: Essay Paper #: 14953522

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…… [Read More]

References

Above the Standard Procurement Group. (2010). Orientation -- Training New Employees.

Anastasio, M. (2011). Office of Equal Opportunity and Diversity. Retrieved from www.lanl.gov:

http://www.lanl.gov/orgs/hr/oeod/

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/
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Recruitment Training and Compensation

Words: 1140 Length: 4 Pages Document Type: Essay Paper #: 64618128

IBM

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…… [Read More]

References

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
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Recruitment and Retention Plan for Nurses

Words: 900 Length: 3 Pages Document Type: Essay Paper #: 73542475

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,…… [Read More]

References

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.
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Aanlyzing Recruitment and Hiring

Words: 683 Length: 2 Pages Document Type: Essay Paper #: 93006242

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).

Best Practices

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

Internet 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…… [Read More]

REFERENCES

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
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Unilever's Strategic Approaches to Recruitment

Words: 3702 Length: 13 Pages Document Type: Essay Paper #: 97382276

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…… [Read More]

References

'Agile Working.' (2012). Unilever. [online] available: http://www.unilever.com/careers / insideunilever/howwework/agileworking/.

'Corporate profile.' (2012). Yahoo! Finance. [online] available: http://finance.yahoo.com / q/pr?s=UL+Profile.

Gorelick, C., Milton, N. & April, K. (2004). Performance through Learning: Knowledge

Management in Practice. Boston: Elsevier Butterworth Heinemann.
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Best Practices in Recruitment and Hiring

Words: 1452 Length: 5 Pages Document Type: Essay Paper #: 39850877

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…… [Read More]

References: 5

____. (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
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Human Resource Management Recruitment at USC Identifying

Words: 2092 Length: 7 Pages Document Type: Essay Paper #: 29631567

Human esource Management

ecruitment

ecruitment at USC

Identifying purpose:

Attracting Talent:

Accessing Talent:

Select:

Appoint:

Evaluation of emuneration Strategy of the USC

Strategic emuneration

H is Asset

emuneration is Tactic and A Plan

Salary vs. World Class Program

Strategic objectives

Strategic Objectives

Performance Goals

Performance Measures

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.

ecruitment

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…… [Read More]

References

[1] "Recruitment & Selection Process." RFU. N.p., n.d. Web. 11 Aug. 2013.

[2]

"Recruitment and Selection Process." Recruitment and Selection Process. N.p., n.d. Web. 11 Aug. 2013.

[3]
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Heidrick Interviewing Selection and Hiring Heidrick &

Words: 740 Length: 3 Pages Document Type: Essay Paper #: 85538928

Heidrick

Interviewing, Selection and Hiring: Heidrick & Struggles International, Inc.

A company is only as good as the individuals working for it. The quality, experience, training and career development of personnel are all critical to the performance and productivity of any organization. This is why strategic recruitment is so essential to the long-term viability of a given business. The investment of time, money and manpower in training and integrating new employees dictates that all efforts should be taken at the outset to ensure that one's company is hiring the best candidates for the job. The case discussion on Heidrick & Struggles International, Inc. demonstrates how important the strategy of effective recruitment is to achieving overall business goals.

Brief Analysis

The case of Heidrick & Struggles International, Inc. presents us with a company with a unique dilemma. As a growing and flourishing firm in a field that itself is contracting, Heidrick…… [Read More]

Works Cited:

Eccles, R.G. & Laine, D.D. (May, 2008). Heidrick & struggles international, inc., (Case Study). Retrieved from Harvard Business Online website.
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External and Internal Recruitment External Recruitment and

Words: 1130 Length: 3 Pages Document Type: Essay Paper #: 79602596

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…… [Read More]

References

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
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Police Selection the Selection Process for Aspirant

Words: 1282 Length: 4 Pages Document Type: Essay Paper #: 26067583

Police Selection

The Selection Process for Aspirant State Police Officers

Becoming a police officer at the state level requires dedication, courage and tenacity. Indeed, the process for state officers can often be more streamlined, bureaucratic and selective than that engaged at the municipal or local levels. Therefore, becoming a State Trooper will call for a commitment to the recruitment, preparation, testing, and training processes that are streamlined and specific to each state. As the discussion here shows, there are a number of eligibility requirements, guidelines and expectations which can help the aspirant officer navigate the process.

According to the Law Enforcement Preparation Center (LEPC), the process of being hired into a department as a state level officer can actually take up to 9 months. This is because of the lengthy testing, monitoring and training periods which follow the acceptance of the candidate's application. According to the LEPC, "the requirements to…… [Read More]

Works Cited:

Indiana State Police (ISP). (2009). State Troopers. In.gov.

Law Enforcement Preparation Center (LEPC). (2010). How To Become a Police Officer in Your State. Passthepolicetest.com.

Learning Express Editors (LEE). (2010). Becoming a Police Officer: The Selection Process. Education.com.
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Human Resource Managers Face in Recruitment and

Words: 2182 Length: 8 Pages Document Type: Essay Paper #: 62350025

human resource managers face in recruitment and selection. It also identifies some useful strategies on how to deal with such situations. Human resource managers play an important role in the organization of identifying successful candidates for recruitment. In the most fundamental sense the decision of whom to or not to select lies in the entire hands of the human resource management. The process of selection and recruitment, also emphasize the need for high qualification, evenhandedness and moral behavior on the part of those engaged in this activity. ecruitment and selection is exemplified by associated potential problems and it is obligatory to put in consideration some factors like screening measures and ethical personalities of the applicants. Organizations must be totally devoted to the employment process, especially in the present day's dynamic employment market that over emphasis reward at the expense of quality in production. The challenges faced by many human resource…… [Read More]

References

Bloisi, W. (2007). An Introduction to Human Resource Management . London: McGraw-Hill .

Bratton, J., & Gold, J. (2007). Human Resource Management Theory and Practice. New York: Palgrave.

Burns, T., & Sinfield, S. (2008). Essential Study Skills. London: SAGE Publications Ltd. .

Collings, D., Dundon, T., & Marchington, M. (2012). Human Resource Management. Human Resource Management Journal.
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Internal External Recruitment in the

Words: 3202 Length: 10 Pages Document Type: Essay Paper #: 11237259



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…… [Read More]

References

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
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Managing Recruitment and Selection Being Able to

Words: 1677 Length: 6 Pages Document Type: Essay Paper #: 80051822

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…… [Read More]

References

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-

3D5CD4DE1BE5/0/9781843982579_sc.pdf
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Landslide Limos Recruitment and Selection Strategies for

Words: 1683 Length: 6 Pages Document Type: Essay Paper #: 30832763

Landslide Limos

ecruitment and Selection Strategies for Landslide Limousines

In defining recruitment and selection strategies for Landslide Limousines, taking a multifaceted approach ensures that an accurate 360-dedgree view of the business is seen from the customer's and potential applicants' point-of-view. The most effective recruitment and selection strategies balance the need for continually strengthening a businesses' brand to attract new customers while also providing prospective employees with a clear sense of why the business is a great place to work (Warren, 2009). This is the multifaceted aspect of how companies successful at both building their brands while also attracting excellent candidates strive to achieve. For Landslide Limousines to be successful they must first begin with the customer and deliver an excellent customer experience on every limousine rental first. Making the customer experience a priority will lead to Landslide gaining word-of-mouth throughout the Austin area. Its reputation will be enhanced and potential…… [Read More]

References

Auger, P., Devinney, T.M., Dowling, G.R., Eckert, C., & Lin, N. (2013). How much does A Company's reputation matter in recruiting? MIT Sloan Management Review, 54(3), 23-28.

Cobb-Clark, D., Shiells, C.R., & Lowell, B.L. (1995). Immigration reform: The effects of employer sanctions and legalization on wages. Journal of Labor Economics, 13(3), 472.

Dube, Lawrence E., Jr. (1988). Removing the cap -- eliminating mandatory retirement. Employment Relations Today, 15(3), 199.

Kohl, J.P., & Greenlaw, P.S. (1992). The Americans with Disabilities Act of 1990: Implications for managers. Sloan Management Review, 33(3), 87.
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Employee Recruitment When Setting Up and Maintaining

Words: 587 Length: 2 Pages Document Type: Essay Paper #: 47065124

Employee ecruitment

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…… [Read More]

References

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
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Officer Recruitment Background of Agency

Words: 732 Length: 2 Pages Document Type: Essay Paper #: 5030786

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…… [Read More]

REFERENCES

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
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Online Recruitment Study Recruitment Is

Words: 2117 Length: 7 Pages Document Type: Essay Paper #: 54455777

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…… [Read More]

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.
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Employee Selection & Performance Appraisal

Words: 1924 Length: 7 Pages Document Type: Essay Paper #: 65919089

The Navy's HM strength lies in both its employee selection process and criteria and performance appraisal management program. However, these processes are not without their inherent weaknesses. While ideally, employee selection processes should be objectively conducted through job analysis, it is inevitable that HM personnel will have to depend on both objective measures and intuitive judgment (i.e., based on their experience screening applicants for the organization) to screen and determine the suitability of each applicant for the position. Fortunately, "A school" will ultimately determine the applicant's fit in both the job s/he is chosen for and the organization that is the U.S. Navy. However, to minimize the errors in the process and analysis, it is suggested that the HM should quantitatively determine the minimum mandatory requirements that will help them assess who is the most suitable candidate given that HM needs to screen numerous applicants and must come up with…… [Read More]

References

Armstrong, T. (2006). "Current recruitment and selection practices: a national survey of Fortune 100 firms." North American Journal of Psychology, Vol. 8, No. 3.

Bohlander, G. And S. Snell. (2010). Managing Human Resources. OH: South-Western Cengage Learning.

Bourne, M. And Borman, W. (2006). "Development of New Navy Performance Rating Scales and Counseling Procedures)." Available at: www.internationalmta.org/Documents/2006/2006019T.pdf

"Navy's Total Force Vision for the 21st Century." (2010). Published by the Department of the Navy Human Capital Strategy.
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Employee Recruitment and Selection in Basic Terms

Words: 526 Length: 2 Pages Document Type: Essay Paper #: 15266454

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.

Question 1

Give us an example of an instance where you disagreed with a colleague at work and how you handled the disagreement.

Question 2

Tell us of a scenario where you were called upon to be an agent of change and how you went…… [Read More]

References

Laton, D. (2006). Developing Positive Workplace Skills and Attitudes. Raleigh, N.C: Lulu.
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HR Recruitment Senior Staff Proposal Recruitment and

Words: 1714 Length: 5 Pages Document Type: Essay Paper #: 55074150

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…… [Read More]

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
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Wal-Mart's Recruitment Process Is the Formation of

Words: 685 Length: 2 Pages Document Type: Essay Paper #: 79400030

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…… [Read More]

References

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
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Congruence Between the Optimal Selection

Words: 574 Length: 2 Pages Document Type: Essay Paper #: 42059043

It is essential that prior to the interview process, the objectives of the interview are understood and that the interview is constructed with these objectives in mind. References, although always taken with a grain of salt, are another form of interview that requires specific objectives on the part of the interviewer in order to gain the insight needed to make a useful contribution to the candidate evaluation.

Education and training can definitely help a candidate to move through the recruitment and hiring process, in a couple of ways. The first way is that that candidate can meet firm requirements for the position -- for example a specific educational background or industry training certificate. Many positions consider such qualifications essential, so candidates must acquire the requisite education and training in order to pass the first phase of evaluation. Much of the early part of the selection process is based on quantitative…… [Read More]

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Internet for Recruitment Evaluating the

Words: 870 Length: 3 Pages Document Type: Essay Paper #: 90624895

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…… [Read More]

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
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Company Selection Techniques Through Nearly a Century

Words: 524 Length: 2 Pages Document Type: Essay Paper #: 53824921

Company Selection Techniques

Through nearly a century of academic research and clinical study, the field of industrial and organizational (I-O) psychology has attempted to quantify and classify the measures of relative worth which differentiate qualified prospective employees from those unsuitable for recruitment. In that time, a multitude of screening devices and testing techniques have been devised by I-O researchers, including psychological assessments, intelligence evaluation tests, and pre-employment interviews. While the field has invariably expanded to address other concerns, it has been consistently noted that "perhaps the greatest technological achievement in industrial and organizational (I -- O) psychology over the past 100 years is the development of decision aids (e.g., paper-and-pencil tests, structured interviews, mechanical combination of predictors) that substantially reduce error in the prediction of employee performance" (Highhouse, 2008).

The pursuit of perfection within the science of hiring employees began in 1913 when Hugo Munsterberg, a psychologist of German birth…… [Read More]

References

Highhouse, S. (2008). Stubborn reliance on intuition and subjectivity in employee selection. Industrial and Organizational Psychology, 1, 333-342. Retrieved from  http://blogg.hrsverige.nu/wp-content/uploads/2010/04/Stubborn1.pdf 

Schultz, D.P., & Schultz, S.E. (2010). Psychology and work today: An introduction to industrial and organizational psychology. (10th ed.). New York, NY: Pearson.
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Job Analysis Selection Interclean Merged Envirotech a

Words: 1216 Length: 4 Pages Document Type: Essay Paper #: 57680549

Job Analysis Selection InterClean merged EnviroTech, a result, a strategic direction. The company longer sell cleaning products, provide full-service cleaning solutions organizations health care industry.

Job analysis and selection

As InterClean merged with EnviroTech, the resulting company is one with an increased operational complexity. Specifically, instead of simply selling cleaning products, the new firm would also be offering cleaning services to customers in the health care industry. This specifically means that the quality of the products and services delivered has to be of the utmost highest standards, in order to serve the extreme hygiene needs of the medical field.

In order for the company to succeed in its endeavors, it is necessary for it to adequately staff, train or otherwise manage the human resources. This necessity is pegged to the fact that the employees are the ones who create and sell the products, and also the ones who deliver the…… [Read More]

References:

Gross, J., 2009, What is workforce planning system? PayScale, http://blogs.payscale.com/compensation/2009/10/what-is-a-workforce-planning-system.html last accessed on December 20, 2010

Heathfield, S.M., Hiring employees: a checklist for success in hiring employees, About, http://humanresources.about.com/cs/selectionstaffing/a/hiringchecklist.htm last accessed on December 20, 2010

Employee selection process, Management Study Guide,  http://www.managementstudyguide.com/employee-selection-process.htm  last accessed on December 20, 2010

Practical steps to employee selection, University of California, http://cnr.berkeley.edu/ucce50/ag-labor/7labor/02.htm last accessed on December 20, 2010
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Analyzing Group Process and Skill Selection

Words: 2342 Length: 7 Pages Document Type: Essay Paper #: 50824851

Group Process and Skill Selection

ecent developments at the medical industry increase the life expectancy. Census reported that 36.3 million Americans were 65 and over in 2004 and 71.5 million Americans will be 65 and over in 2030 (see, census.org). Therefore, the age related diseases and related industry (i.e. eldercare) have been taking an important part of the American society. Taking care of a person with memory loss, dementia and Alzheimer's disease is a demanding task as it requires mental and physical strength. Social supports groups are very helpful to deal with mental and physical distress for Alzheimer's patients' caregivers. In this brief document, a social group session is discussed.

ANALYZING GOUP POCESS AND SKILL SELECTION

Introduction

Garvin, Gutierrez, and Galinsky (2004) describe the social work groups in which the social workers participate as part of their professional activities either as participants or facilitators. The interaction between social workers and…… [Read More]

References

Garvin, C.D., Gutierrez, L.M., & Galinsky, M.J., (Eds.). (2004). Handbook of social work with groups. New York: Guilford Publications.

Gitlin L.N., Corcoran M., Winter L., Boyce A., & Hauck W.W. (2001). A randomized, controlled trial of a home environmental intervention: effect on efficacy and upset in caregivers and on daily function of persons with dementia. Gerontologist 41 (1): 4 -- 14.

Mitchell S.L., Teno J.M., & Kiely D.K. ( 2009). The clinical course of advanced dementia." N. Engl J. Med 361 (16): 1529 -- 38.

Molsa P.K., Marttila R.J., & Rinne U.K. (1995). Long-term survival and predictors of mortality in Alzheimer's disease and multi-infarct dementia. ActaNeurol Scand 91 (3): 159 -- 64.
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International Business Expansion Process International Recruitment and

Words: 11013 Length: 35 Pages Document Type: Essay Paper #: 67287537

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…… [Read More]

REFERENCES

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.
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Link Between Recruitment and Selection Practices and Business Success

Words: 4946 Length: 15 Pages Document Type: Essay Paper #: 16290491

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…… [Read More]

References

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.
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Human Resource Management & 8226 Evaluate Selection Practices

Words: 716 Length: 2 Pages Document Type: Essay Paper #: 64290636

Human esource Management • evaluate selection practices procedures organisations comparing ' practice' • compare structured process recruitment organisations evaluate methods media •

Human esources Management

Selection processes and practices are vast theoretical concepts, which can be implemented using a wide series of theoretical models. While the availability of scholarly resources cannot be denied, the practical implementation of selection processes and practices within firms is often undisclosed to the public. It is subjected to internal regulations and not communicated to the public. At the Prairie View A&M University for instance (a member of the Texas A&M university system), selection is simply stated to be conducted "by an ad hoc committee made up of faculty within the department of Agriculture, Nutrition and Human Ecology" (Website of Prairie View A&M University). As a comparison to the best practices, a statement can be made in the meaning that the selection process would have to…… [Read More]

References:

Armstrong, M., Baron, A., 2002, Strategic HRM: the key to improved business performance, CIPD Publishing

2003, Recruitment and retention key to Wal-Mart's future, Retail Merchandiser, http://www.allbusiness.com/retail-trade/4301304-1.html last accessed on December 15, 2010

2005, Google's approach to employee selection, The Rain Maker Group, http://www.therainmakergroupinc.com/add.asp?ID=85 last accessed on December 15, 2010

2010, The role of front line managers in HR, CIPD, http://www.cipd.co.uk/subjects/maneco/general/rolefrntlinemngers.htm last accessed on December 15, 2010
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Recruiting and Recruitment Specialists Human Resource Management

Words: 2042 Length: 7 Pages Document Type: Essay Paper #: 70115517

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…… [Read More]

Reference:

"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).
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Human Resources Recruitment and Selection

Words: 1056 Length: 3 Pages Document Type: Essay Paper #: 19139955

The key issue is what skills are required to do the job and not what skills the individual employees may have.

Effort -- is the quantity of physical or mental exertion that is needed to perform the job. If the job requires more effort than the other jobs and if that extra effort is substantial and is a regular part of the job then it would not be a violation to pay that person more, regardless of whether the job is held by a man or a woman.

esponsibility -- is the degree of responsibility that is required in performing the job.

Working Conditions - this includes two factors: (1) physical surroundings like temperature, fumes, and ventilation, and (2) hazards.

Establishment -- is the prohibition against compensation discrimination under the EPA and applies to any jobs within any establishment. An establishment is a distinctive physical place of business rather than…… [Read More]

References

Equal Pay Act. (2004). Retrieved January 30, 2010, from Tennessee Employment Center Web

site:  http://www.tennesseeemploymentlawcenter.com/equal_pay_act.html 

Equal Pay Act. (2010). Retrieved January 30, 2010, from Answers.com Web site:

 http://www.answers.com/topic/equal-pay-for-women
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Police Recruitment and Hiring Has

Words: 1415 Length: 5 Pages Document Type: Essay Paper #: 38794168

(Frederickson, 2000, p. 3) Police forces became the fodder for systematic research on the need for and development of improved minority representation in public service as well as a frequently attached public entity with regard to minority status in the community. (Frederickson, 2000, p. 3) As early as the 1960s and 70s police forces all over the nation began to be scrutinized for limiting their hiring pool to white males and began to make changes to support the reduction of this reality. (Broadnax, 2000, p. xx)

The development of police forces within the guidelines of public scrutiny as one of the most significant and public hiring authorities in the public sector has created a hiring protocol that though variant to some degree is similar in most agencies and is reflective of public demand for diversity in representation. Many would likely call the last frontier of this more egalitarian hiring process…… [Read More]

References

Broadnax, W.D. (Ed.). (2000). Diversity and Affirmative Action in Public Service. Boulder, CO: Westview Press.

Frederickson, H.G. (2000). Part One Representative Bureaucracy and Equal Employment Opportunity. In Diversity and Affirmative Action in Public Service, Broadnax, W.D. (Ed.) (pp. 1-4). Boulder, CO: Westview Press.

Hahn, H., & Jeffries, J.L. (2003). Urban America and Its Police: From the Postcolonial Era through the Turbulent 1960s. Boulder, CO: University Press of Colorado.

Kogut, C.A., & Short, L.E. (2007). Affirmative Action in Federal Employment: Good Intentions Run Amuck?. Public Personnel Management, 36(3), 197.
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Most Important Aspect of the Selection Process

Words: 693 Length: 2 Pages Document Type: Essay Paper #: 27689001

ight People Into the Wrong Job

Irrespective of the type of business in question, having the right employee holding the right job is what steers an organization towards failure or success. Some disadvantages that may arise from giving the wrong post to individuals (even skilled individuals) are failure and a waste of organizational productivity and employee's potential.

Failure

Business success in today's world is gauged in terms of TALENT, i.e., the appropriate aptitude for a particular job. It is stated in Jim Collins' Good to Great that employees aren't the key asset of an organization; rather, it is the 'right' employees that lead a company to great heights. It is vital not only to recruit the right individuals and avoid taking on those who aren't right for the organization, but also to place these right recruits on the right jobs; irrespective of a company type, the individuals within it dictate…… [Read More]

References

Lindner, J., & Zoller, C. (n.d.). Selecting Employees for Small Businesses: Doing it Right the First Time. Columbus, OH: Ohio State University. Retrieved from Ohio State University.

Smith, G. (2015, October 28). Winning or Losing Depends on Having the Right People. Retrieved from businessknowhow: http://www.businessknowhow.com/manage/right-people.htm

Sullivan, J. (2001, December 17). Put The Right People In The Right Jobs. Retrieved from eremedia: http://www.eremedia.com/ere/put-the-right-people-in-the-right-jobs/
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Human Resources Management Processes Workforce Planning Recruitment

Words: 616 Length: 2 Pages Document Type: Essay Paper #: 77905464

Human resources management processes: workforce planning; recruitment, attraction selection employees; training, development managers subordinates; personnel administration; compensation; payroll; employee benefits, performance appraisal, labor relations,

Competitive advantage: Four requirements

For a firm to thrive, it must offer a unique product so it can ensure that it can deliver a sustained competitive advantage that cannot easily be undercut by price or substituted by a similar product offered by a firm within the same industry. The following four criteria to establish a competitive advantage are as follows: "(a) the resource must add positive value to the firm, (b) the resource must be unique or rare among current and potential competitors, (c) the resource must be imperfectly imitable, and (d) the resource cannot be substituted with another resource by competing firms" (Wright & McMahan 1992). Finding a physical good or service that meets all of these criteria can be challenging, but Wright & McMahan…… [Read More]

References

Wright, P.M., & McMahan, G.C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295-320.

doi:10.1177/014920639201800205
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History of Psychology Applied to Employee Selection

Words: 1202 Length: 4 Pages Document Type: Essay Paper #: 21806075

History of Psychology Applied to Employee Selection" appears in Historical Perspectives in Industrial and Organizational Psychology. Although it is a chapter in the book, it provides detailed information and can be used as a stand-alone text in an analysis of the subject. Vinchur (2007) divides the subject into chronological time periods, which is unusual for most essays in the field of organizational psychology. The first section is on the origins and early years of the application of psychological principles to employee selection. Surprisingly, this section covers the Industrial Age until 1930, an era in which psychology was barely recognized as a science let alone human resources being recognized as a field. The next section in the article is about Depression, World War II, and immediate postwar period employee psychology practices. Basically, this section covers 1930 until 1963. Finally, the civil rights era and "beyond" is the section that includes developments…… [Read More]

References

Brown, J. (2002). Training needs assessment: A must for developing an effective training program. Public Personnel Management, 31(4), 569. (EBSCOhost Accession

Number: AN 9004432).

Furnham, A., Dissou, G., Sloan, P., & Chamorro-Premu, T. (2007). Personality and intelligence in business people. Journal of Business Psychology 2997(22): 99-109.

Vinchur, A.J. (2007). A history of psychology applied to employee selection. Chapter 8 in Historical Perspectives in Industrial and Organizational Psychology. New York: Lawrence Erlbaum.
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Hiring People the Recruitment and

Words: 1956 Length: 7 Pages Document Type: Essay Paper #: 93727497



The advantages of external recruitment consist in bringing people with new ideas within the company and continuing to the diversity of the company. The disadvantages are represented by the high costs and resources this type of recruitment requires. Most companies use this type of recruitment for lower level positions.

When analyzing these types of recruitment, it is recommended to associate them with various situations. This is because they have been developed in order to be used in situation characterized by different conditions, instead of addressing similar situations. The inefficiency associated with these recruitment techniques must be attributed to their incorrect application.

Another important issue derived from the hiring process is considered to be the retention of the employees. In some specialists' opinion, retention problems begin during the hiring process. The recruiting factors that are considered to influence personnel retention are represented by: hiring people focused on money, recruitment sources, their…… [Read More]

Reference list:

1.

Owen, C. (2005). Human Resource Management. International Digest. Retrieved March 13, 2011.

2.

Perry, a. & Kleiner, B. (2002). Management Research News. Patrington. Retrieved March 13, 2011.
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Online-Recruitment E-Recruitment or Online Recruitment

Words: 1272 Length: 5 Pages Document Type: Essay Paper #: 72773153

Companies are already facing a new fear of attrition.

A espite claiming to be engaged and content in their current position, a new survey of over 1,000 UK employees has found that many are always on the look out for the next opportunity and a company that can offer them a more interesting job. The survey, by staffing company Adecco, found that despite the fact that eight out of 10 believe they will be in the same job in 12 months from now, four out of 10 have nevertheless applied for a job or registered with a recruitment agency in the past year?( nline (recruitment creates? 2006).

Implementation of e-recruitment process

Not only for implementing this particular system but to implement or introduce any sort of new process in an organization involves risk. So, it is necessary and better to consider all the consequences and benefits associated with it. Following…… [Read More]

References; nline recruitment creates generation of job flirts

Management Issues. Retrieved on Aril 2007 at http://www.management-issues.com/2006/11/13/research/online-recruitment-creates-generation-of-job-flirts.asp

Online Recruitment Marketing Council Retrieved on Aril 2007 at http://www.ormc.org.uk/display_elements.asp
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Blue Gum

Words: 1498 Length: 5 Pages Document Type: Essay Paper #: 16332171

Blue Gum HR Practice Overhaul

Recruitment Policy

Blue Gum's new codified and consistent recruitment policy will have an overall emphasis on attracting high-quality and career-oriented individuals for all positions within the company. Annual assessments of labor needs should be used to generate estimates of hiring needs and thus the amount of resources that should be allocated to recruitment efforts. After several years of program operation, estimates based on the efficiency (i.e. conversion rate) of recruitment efforts will help establish more accurate estimates. Advertising in relevant academic and industry journals should take place for specific positions in order to attract more qualified and experienced applicants who already have an eye towards industry development and progress. For entry-level human resource needs, recruitment efforts will consist of increased presence at job fairs, primarily those hosted by colleges and universities in order to attract more educated and qualified candidates. Creating a strong internal environment…… [Read More]

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Large Firm and Small Firm on Several

Words: 3026 Length: 10 Pages Document Type: Essay Paper #: 88638552

large firm and small firm on several characteristics. A small firm usually consists of 50 to 200 employees, while a large firm can be considered consisting of more than 1000 employees. The firms with employees consisting of 200 to 1000 can be considered mid sized. For the research, I was able to find two firms: one large public sector firm, which deals with delinquency & crimes, referred to as the Bureau of Crime and Delinquency and one small firm employing 35 employees in a nearby store. This small firm sells local made furniture, including beds, chairs, tables, and other household wood products. In the following, we are going to compare these large and small businesses on several criteria as shown below:

Organization Structure and Management Style

Large firms and small firms are different in the sense that small businesses and large businesses face several of different problems. At the same…… [Read More]

References

Atuahene-Gima, K. (1996). Market Orientation and Innovation, Journal of Business Research 35(2), 93-103.

Buttner, H., and Gryskiewicz, N. (1993). Entrepreneurs' Problem Solving Styles: An Empirical Study Using the Kirton Adaptation/Innovation Theory, Journal of Small Business Management 31(1), 22-31.

Burns, T., and Stalker, G.M. (1961). The Management of Innovation. London, UK: Tavistock Press.

Cohen, W.M., and Klepper, S. (1992). The Tradeoff between Firm Size and Diversity in the Pursuit of Technological Progress, Small Business Economics 4(1), 1-14.
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Francoise Roy's Diversity Management Plan Pbq Panaccio

Words: 1441 Length: 5 Pages Document Type: Essay Paper #: 48080818

Francoise oy's Diversity Management Plan PBQ (Panaccio & Waxin case study) applying conceptual framework Shen, Chanda, D'Netto, Monga (2009) related readings.

Human resource management case 3 -- Diversity management plan

The current HM context

The status of the personnel has evolved dramatically throughout the past recent century. The bases of the modern day labor force were set in the commencement of the Industrial evolution, when the people moved from villages to towns to become factory workers. Then however, they were exploited, underpaid and forced to work and live in unsafe and unsanitary conditions.

Today however, the employees in the modern companies are protected by legislations, pursued by employers and cherished as the most valuable organizational assets. These changes were brought about by evolutions in the micro and macro environments, such as changing customer needs, environmental pressures, intensifying competition, technologic advent or globalization and market liberalization. Diversity in the workplace as…… [Read More]

References:

Fox, A., 2011, Mixing it up, HR Magazine, May edition

Owens, D.M., 2011, Bank on diverse talent, HR Magazine, May edition

Panaccio, A.J., Waxin, M.F., 2009, HRM case study: diversity management: facilitating diversity through the recruitment, selection and integration of diverse employees in a Quebec bank, Journal of the International Academy for Case Studies, Vol. 16, No. 4

Panaccio, A.J., Waxin, M.F., 2009, Diversity management: how to facilitate the recruitment, selection and integration of diverse employees in a Quebec bank? Proceedings of the International Academy for Case Studies, Vol. 16, No. 1
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Airbus Corporate Strategy Staffing Organizations Coffee Business

Words: 1810 Length: 6 Pages Document Type: Essay Paper #: 96520576

Airbus Corporate Strategy

Staffing Organizations

Coffee business is much in demand in Washington D.C. People like to have coffee almost for all the day but there are some peak hours of business between 6:00 A.M. until 10:00 P.M. On weekdays and Monday 7:00 A.M. until 3:00 P.M. On weekends. Although people like taking coffee from coffee shops everywhere in city but the students love to have it after classes. A gourmet coffee shop business is planned to serve students outside a college campus. The business proposal section presented here discusses how the coffee shop will be staffed. The business plan is prepared to elaborate recruitment, selection and assessment strategies to the bank lending money. The business plan is based on staffing requirements of 3 store managers and 10 coffee servers. The staffing objectives will remain same however the methods may improve with time to manage costs of recruitment and selection.…… [Read More]

References

Bernroider, E., and Koch, S., (2001) "ERP selection process in midsize and large

Organizations," Business Process Management Journal, 7(3), 251 -- 257

Croteau, P., (2012), "Evaluating your Recruitment Efforts: Some Helpful Metrics," Retrieved

from: http://www.legacybowes.com/authors/entry/evaluating-your-recruitment-efforts-some-helpful-metrics.html
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HRM Comprises of Issues Regarding People Management

Words: 2089 Length: 5 Pages Document Type: Essay Paper #: 10455348

HM comprises of issues regarding people management and their development starting from "traditional selection, training, compensation and performance to the alignment of HM functions and activities" with strategic objectives. It is an acknowledged fact that it is the people who constitute the human capital and who are responsible for all that happens and systems, tools and techniques are becoming more and more sophisticated and useful. But, ultimately it is the people who are going to use them by providing the right inputs and make decisions based on the information available. (Module 8: Human esource Management) As the Director of Human esources my ranking of the 6 H functions from the list arranged in order of importance are (I) Human esource Planning (II) ecruitment (III) Training (IV) Performance Appraisal (V) Employee Benefits and Compensation (VI) Equal Employment Opportunity.

(I) Human esource Planning-

An all-inclusive Human esource Planning Strategy contributes a significant…… [Read More]

Resources Planning. Retrieved from  http://www.workinfo.com/free/Downloads/176.htm  Accessed 18 August, 2005

Company Policies - Queensland Health. Retrieved from http://www.ilo.org/public/english/employment/gems/eeo/code_00/queenshe.htm Accessed 18 August, 2005

McNamara, Carter. Employee Benefit and Compensation. Retrieved from http://www.managementhelp.org/pay_ben/pay_ben.htm Accessed 18 August, 2005

McNamara, Carter. Employee Benefits. Retrieved from http://www.managementhelp.org/pay_ben/benefits/benefits.htm

Accessed 18 August, 2005
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Women and Gender Bias the

Words: 13238 Length: 42 Pages Document Type: Essay Paper #: 41373850

Under these circumstances, an ethical dilemma is born. Should society control its development or leave it to chance? And in the case that it should control it, which categories should it help?

If the person in the above mentioned example is helped, we could assume that in a certain way, the person who was not helped because he or she already disposed of the necessary means, the latter one might be considered as having been subject to reverse discrimination. Yet we ought to look at the picture from an utilitarian point-of-view. Under these circumstances we might state that society as an overall system has more benefits from helping the categories which are in bigger need of help (for example the ones mentioned in the principles of affirmative action).

ut what are the exact principles of affirmative action: let us take a look at them and analyze them. Title VI, section…… [Read More]

Bibliography:

"Access, equity and diversity, American association for affirmative action," Retrieved October 27, 2010 from http://www.affirmativeaction.org/resources.html

Anderson, TH. The pursuit of fairness: a history of affirmative action, Oxford University Press, 2005

"Affirmative action" in Stanford Encyclopedia of Philosophy, Retrieved October 27, 2010 from  http://plato.stanford.edu/entries/affirmative-action/ 

"Affirmative action- pros and cons, the origins of, legal treatment of, political and social debates, the future" in Encyclopedia. Jrank. Org., Retrieved October 25, 2010 from  http://encyclopedia.jrank.org/articles/pages/5916/Affirmative-Action.html
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Staffing the Organization

Words: 1763 Length: 6 Pages Document Type: Essay Paper #: 41767949

General Electric Staffing Initiatives

DESCIPTION 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)

ECUITMENT AND SELECTION POCESS

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…… [Read More]

REFERENCES

GE official website. Accessed online 17th Feb 2011 from www.ge.com

Bob Williams, Managing Editor. GE: Clean energy concerns help drive staffing initiatives

Energy. PennEnergyJobs.

"GE PROFILE" Yahoo finance.  http://finance.yahoo.com/ q/pr?s=GE+Profile
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British Perspective on Total Quality Management it

Words: 5113 Length: 15 Pages Document Type: Essay Paper #: 96546326

British Perspective on Total Quality Management

It has been surmised that there is a particularly British perspective on the idea of Total Quality Management (TQM), and that this perspective differs from the perspective held in the United States or other countries. Addressed here is a review of this concept, in order to determine whether this British perspective is something that is actually seen, or whether it is a myth. Naturally, it is not possible for the British version of TQM to be completely different from other versions, because TQM has certain traits and characteristics to it which must be addressed by any company using it. egardless of this, the way a company chooses to use TQM and which parts of the TQM approach they emphasize can be related to culture. Because the British culture carries over into how business is conducted in that country, it stands to reason that there…… [Read More]

References

Antonakis, J., Cianciolo, A.T., & Sternberg, R.J. (2004). The Nature of Leadership, Sage Publications, Inc.

Avolio, B.J., Sosik, J.J., Jung, D.I., & Berson, Y. (2003). Leadership models, methods, and applications. In W.C. Borman, D.R. Ilgen & R.J. *Klimoski (Eds.), Handbook of psychology: Industrial and organizational psychology, Vol. 12. (pp. 277 -- 307): John Wiley & Sons, Inc.

Borman, W.C., & Brush, DH (1993). More progress toward a taxonomy of managerial performance requirements. Human Performance, 6(1), 1-21.

Campbell, J., McCloy, R., Oppler, S., & Sager, C. (1993). A theory of performance. In N. Schmitt & W. Borman (Eds.), Personnel Selection in organizations (pp. 35 -- 71). San Francisco: Jossey-Bass.
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Human Resource Management Is a Practice of

Words: 2438 Length: 8 Pages Document Type: Essay Paper #: 60336011

Human esource Management is a practice of managing human skills, capacities and talents, to ensure their effective usage in the attainment of organizational goals, objectives and overall competitiveness (Youssef, 2012). Every Human esource manager performs various functions of recruiting, hiring, selecting and training competent employees. In addition, the manager offers competitive compensation and benefits packages, which attract, motivate and retain qualified employees. However, it is the function of the Personnel manager to devise ways, which will increase the employee effectiveness in performing the jobs. These ways include training, offering education and developing the capacities of the employees. As a result, there is an improvement of the employee contribution towards the attainment of organizational effectiveness and efficiency.

Effective management of employees' productivity is a crucial element in attaining organizational success (Youssef, 2012). High levels of productivity enable the organization to offer high compensation and benefits packages, which do not affect its…… [Read More]

References

Edwards, P. (2003). Industrial Relations: Theory and Practice. Oxford: Blackwell Pub.

Kreitner, R. (2009). Management. Boston: Houghton Mifflin Co.

Sims, R.R. (2007). Human resource management: Contemporary issues, challenges and opportunities. Greenwich, Conn: Information Age Publ.

Youssef, C. (2012). Human resource management. San Diego, CA: Bridgepoint Education.
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Human Resource Management

Words: 1761 Length: 6 Pages Document Type: Essay Paper #: 88603311

Human Resource Management

Description of the overall operations and role of the HR department

The HR manager interviewed gave the following points as having the most priority in his department and the functions performed (Campbell Clark, S (2001))

Recruitment and selection

How to follow best practice in drawing up the relevant documentation from advertising a vacancy and formulating a job description through to interviewing and making a sound

Decision in appointing the correct candidate.

Engagement procedure

Providing contracts of employment, written particulars and a staff handbook to meet all legal requirements and give employees all the information they need.

Record keeping

The collection of information in manual or computerized form to enable the company to plan and monitor.

Performance management range of activities to develop and reward good performance and manage poor performance and disciplinary issues.

Dealing with absence

Monitoring and controlling short- and long-term absence to ensure good attendance.…… [Read More]

Works Cited

Campbell Clark, S (2001), Work Cultures and Work / Family Balance, Journal of Vocational Behavior, vol 58, p.348-365.

Campbell, I and Charlesworth, S (2003), 'Family friendly benefits in Australia: Are they Adequate?'in M. Baird and J. Burgess (eds) Employee Entitlements in Australia, Employment Studies Centre Monograph No.3/2003, University of Newcastle.

Currie, G and Proctor, S (2001), 'Exploring the relationship between HR and middle managers', Human Resource Management Journal, vol.11, no.1, pp53-69.

Dex, S and Scheibl, F (2001), Flexible and family friendly working arrangements in UK-Based SMEs:Business Cases, British Journal of Industrial Relations, vol.39, no.3, pp411-431.
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Staffing Decisions the Staffing Process Be it

Words: 782 Length: 2 Pages Document Type: Essay Paper #: 67930384

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 of staffing decision. Ethical and legal issues that might arise from staffing procedures that do not meet standards will also be highlighted.

Staffing decisions are those that are associated with recruitment, selection, promotion and separation of employees. Modern jobs are quite complex and therefore for one to be successful in these modern jobs they have to have attributes like general mental ability, conscientiousness, communication skills as well as specialized knowledge. This implies that information on a candidate has to…… [Read More]

References

Landy, F.J., & Conte, J.M. (2013). Work in the 21st century: An introduction to industrial and organizational psychology (4th ed.). Hoboken, N.J.: John Wiley & Sons.

Chapter 6: Staffing Decisions

U.S. Equal Employment Opportunity Commission (n.d.). Uniform Guidelines on Employee Selection Procedures. Retrieved from  http://www.eeoc.gov/policy/docs/factemployment_procedures.html 

U.S. Equal Employment Opportunity Commission (n.d.). Age Discrimination in Employment Act of 1967. Retrieved from  http://www.eeoc.gov/laws/statutes/adea.cfm
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Hired Human Resource Manager Johnson Enterprises a

Words: 919 Length: 3 Pages Document Type: Essay Paper #: 35658573

hired human resource manager Johnson Enterprises, a growing company United States.Due growth lack unified selection hiring process, positions Johnson enterprises job descriptions, requirements. performance measures.

Job analysis at Johnson Enterprises

As Johnson Enterprises continues its business ascension, it has to pay increased attention to align its human resource management model to the new needs of the expanding business. One particular area of focus in this sense is represented by the need to create job analyses and align them across different jobs and departments.

In a generic context, a job analysis is understood as a process by which the specifics of a particular job are identified. Emphasis is placed on elements such as the responsibilities assigned to the job or the requirements from the occupant of the position. The result of a job analysis is represented by the job description and the job specification (Management Study Guide) and the benefit of…… [Read More]

References:

Job analysis: law / legal issues: court cases. Job Analysis.  http://www.job-analysis.net/G001.htm  accessed on December 17, 2012

Job analysis. Management Study Guide. http://www.managementstudyguide.com/job-analysis.htm accessed on December 17, 2012

Job analysis. Service Canada. http://www.jobsetc.gc.ca/pieces1.jsp?category_id=2802&root_id=2801 accessed on December 17, 2012

Legal issues in job analysis. University of St. Francis. http://www.stfrancis.edu/content/ba/ghkickul/courses/bsad360/jdesign/tsld005.htm accessed on December 17, 2012
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Developing a Strong Bench

Words: 1555 Length: 5 Pages Document Type: Essay Paper #: 23410936

strong ench

The concept of a strong bench for an organization suggests that an organization becomes a fort in the today's competitive business environment if it has a strong team of employees to support the organizational goals and mission. This concept of strong bench further illustrates that the workforce is not just for the current situation but is geared to the future needs of the organization. The future needs can only be met if the company has talent and it hones the talents of its employees to prepare them for future responsibilities. So, its not just about having strong talented candidates for employees but it also involves engaging them in activities for a future position. If the company then has a strong bench meaning that a pool of honed and geared-up talent ready to assume more responsibilities then it gives that organization an edge.

This whole article emphasizes the importance…… [Read More]

Bibliography

Bruer, R., Leibman, M., & Maki, B. (1996). Succession Management: The Next Generation of Succession Planning. Human Resource Planning Journal. Vol. 19.

Ibarra, P. (2005). Succession Planning: An Idea Whose Time Has Come. Public Management. Vol. 87, January-February.

Pernick, R. (2002). Creating a Leadership Development Program: Nine Essential Tasks. Public Management. Vol. 84, August.
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Personal Statement Emba Additional Details Hesitate Mail Thx

Words: 691 Length: 2 Pages Document Type: Essay Paper #: 99676982

personal statement emba additional details hesitate mail.thx SARFARAZ IQBAL PATEL Dubai, U.A.E Mob # 00971506505573 E-mail: -- KEY PROFICIENCIES INCLUDE: • • Business Development • Recruitment selection • Motivation Reward • Key networking skills • Strategic Accounts • Employee Development • Relationship Development • Market Identification ? PROFILE Highly qualified professional strong background Sales, Sales Management, Business Development Account Management collaborative environments.

Personal statement: MBA

I have over twelve years of experience in sales and marketing leadership positions with my current employer Orchid Gulf FZ, an independent trading company specializing in luxury paper. As part of my work for Orchid, I have cultivated relationships with a variety of international companies, spanning from Fedrigoni (Italian), Mohawk (U.S.A), Schefeulen (Germany), to Terraskin (U.S.A). My position has enabled me to become fluent in a variety of business customs, cultures, and attitudes. I seek to broaden and develop this fluency over the course of…… [Read More]

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Human Resources Plan the Process of Globalization

Words: 4196 Length: 15 Pages Document Type: Essay Paper #: 59421716

Human Resources Plan

The process of globalization has determined companies to develop innovative strategies in their attempt to create competitive advantage. Human resources represent the most important resource that companies can use in order to improve their position on the market. Therefore, numerous companies focus on improving the aspects that influence the activity of their employees. This refers to improving the recruitment and selection process, to updating the organization of personnel's activity, and to adapting the motivational strategy to the requirements of employees. These are the most important factors regarding human resources that can influence companies' activity.

The deficiencies of the company's human resources system start with the recruitment and selection process. If this process is not well organized and in accordance with the objectives of the company in case, then it is expected that the HR department will not be able to recruit the best candidates for each position.…… [Read More]

6. Armstrong, M. (2009). Armstrong's Handbook of Human Resource Management Practice. Retrieved August 20, 2011 from http://books.google.ro/books?id=vZHCLf0YJpcC&pg=PA515&dq=recruitment+selection+process&hl=ro#v=onepage&q&f=false.

7. Reynolds, D. & Weiner, J. (2009). Online Recruiting and Selection. Retrieved August 20, 2011 from http://books.google.ro/books?id=mBhl8BeArE4C&pg=PA54&dq=recruitment+selection+process&hl=ro#v=onepage&q=recruitment%20selection%20process&f=false.

8. Difference between Recruitment and Selection (2008). Retrieved August 20, 2011 from http://recruitment.naukrihub.com/recruitment-vs.-selection.html.
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Business Product the Company I

Words: 3073 Length: 11 Pages Document Type: Essay Paper #: 86278838

Both are equally important. For the first, we will have company specialists describing the software development tools we used, as well as the mechanisms that are included in the development of a new module or product within the suite.

On the other hand, presenting and implementing the organizational culture of the company is equally important. Besides promoting this in day-to-day operational activities, we will also have, from time to time, people from the company upper management visiting Bucharest and presenting the mechanisms and values that the company uses.

Potential competition

The labor market for software developers in Romania is one where the competition is quite challenging, especially since it comes both from internal and external forces. Internally, we are dealing with small to medium software developing companies, generally operating for larger companies abroad or working with a bigger international client. These are generally companies that have 30-50 employees and who…… [Read More]

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Management in Spite of the

Words: 3753 Length: 13 Pages Document Type: Essay Paper #: 74113939

Another 110 individuals would be necessary in administrative positions; 120 people in the cleaning crews and the rest of 150 should occupy diverse positions.

4.2. ecruitment, selection and hiring

Once the event coordinator has identified the staffing need, he moves on to recruiting and selecting the individuals to occupy the available positions. ecruitment and selection is generically "concerned with any means available to meet the needs of the firm for certain skills and behaviors" (Armstrong, 2000, p.201). What these processes generally do it to attract prospective employees and determine which of the candidates are best suited for the available positions. It is imperative that the processes of recruitment and selection be efficient, effective and fair (ACAS). As the best candidates are identified, the human resource manager, after an understanding with the executives, makes an employment offer to the individual. This employment offer will not only include the specification of the…… [Read More]

References:

Acuff, J., Wood, W., 2004, The relationship edge in business: connecting with customers and colleagues when it counts, John Wiley and Sons, ISBN 0471477125

Armstrong, M., 2000, Strategic human resource management: a guide to action, 2nd Edition, Kogan Page Publishers, ISBN 0749433310

Arthur, D., 2001, The employee recruitment and retention handbook, AMACOM Div American Mgmt Assn, ISBN 0814405525

Bohlander, G.W., Snell, S., 2007, Managing human resources, 14th Edition, Cengage Learning, ISBN 0324314639
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Diversity in Organizations

Words: 1476 Length: 5 Pages Document Type: Essay Paper #: 40809536

Human esources

Diversity in Organizations

Workforce diversity recognizes the truth that people differ in many ways, noticeable or unseen, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture. HM is a set of distinct actions, tasks and procedures that are aimed at drawing in, directing and continuing an organization's human resources. The H function has grown considerably over the past few decades and now covers the whole range of people management processes. There are dissimilar views about the nature of HM and there exists a massive variety of H practices accepted by various organizations. Nonetheless, it is broadly accepted that the key practices of HM include recruitment and selection, training and development, performance management and pay (Shen, Chanda, D'Netto & Monga, 2009). In order for a company to be successful they must have a workforce diversity program in place (Kramar, 2010).

ecruitment and Selection…… [Read More]

References

Klie, S. (2009). Diversity makes employers more attractive to candidates. Canadian HR

Reporter, 22(8), 20-20.

Kramar, R. (2010). What is the Australian model for managing cultural diversity? Personnel

Review, 39(1), 96-96-115.
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Managing Organizational Culture

Words: 9860 Length: 34 Pages Document Type: Essay Paper #: 60831953

Human esources

Managing Organisational Culture

The values and behaviors that contribute to the unique social and psychological environment of an organization make up the organizations culture. Organizational culture is the summation total of an organization's past and current suppositions, incidents, viewpoint, and values that hold it together, and is articulated in its self-image, inner workings, connections with the outside world, and future prospects.

In dealing with the management of organisational culture, it is firstly essential to recognize as fully as possible the characteristics of the existing or new target culture to include the myths, symbols, rituals, values and assumptions that strengthen the culture. Organisational culture is not something that can be viewed very easily it is consequently quite hard to replace it. Usually when certain leaders form a company, their values are converted into the actions of the members of that organisation. When other leaders take over, it may not…… [Read More]

References

Background To Business in China. n.d. [ONLINE]. Available at:  http://www.worldbusinessculture.com/Chinese-Business-Style.html  [Accessed 18 August 2012].

Campbell, B. 2010. [ONLINE]. How To Improve Your Corporate Culture. Available at: http://www.bcbusinessonline.ca/bcb/business-sense/2010/05/28/how-improve-your-corporate-culture [Accessed 15 August 2012].

Differences in Culture. n.d. [ONLINE]. Available at:  http://www.analytictech.com/mb021/cultural.htm  [Accessed 24 August 2012].

Edgar H. Schein's Model of Organizational Culture. 2010. [ONLINE]. Available at:  http://www.businessmate.org/Article.php?ArtikelId=36  [Accessed 18 August 2012].
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Petco Workforce Planning Workforce Planning at Pet-Co

Words: 6529 Length: 18 Pages Document Type: Essay Paper #: 95579782

PetCo Workforce Planning

Workforce planning at Pet-Co

The Importance of Workforce Planning

Linking the Needs of Staffing With Workforce Planning

The Importance of Workforce Planning At Pet-Co

General information about Pet-Co

The Business Model Analysis of Pet-Co

The Pet-Co strategy

HM Considerations

Company Profile in a Nutshell

The Workforce Planning Model

Setting the Strategic Direction

Conducting a Workforce Analysis

The Demand Side of WorkForce Planning

The supply side of workforce planning

Workforce Demand Forecast

Workforce Supple Forecast

Conducting Gap Analysis

Develop Strategies

Implement Strategies

Monitoring, Evaluation and evision

Functional Considerations of Workforce Planning

The Application of Workforce Planning Model at Pet-Co

Conclusion

eferences

Abstract

Organizations today are formed on an on-going assumption, which emphasizes that a particular organization is formed with an aim to operate forever. Hence the organizations are well versed with the tactics and strategies that will facilitate their way to function profitably in the long run. In…… [Read More]

References

Anderson, M.W. (2004). The Metrics of Workforce Planning. Public Personnel Management, 33(4), 363+.

Helton, K.A., & Soubik, J.A. (2004). Case Study: Pennsylvania's Changing Workforce Planning Today with Tomorrow's Vision. Public Personnel Management, 33(4), 459+.

Horkan, N., & Hoefer, E. (2000). Workforce Planning at DOT. The Public Manager, 29(1), 13.

Jacobson, W.S. (2010). Preparing for Tomorrow: A Case Study of Workforce Planning in North Carolina Municipal Governments. Public Personnel Management, 39(4), 353+.
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Direct and Indirect Costs Associated

Words: 1782 Length: 6 Pages Document Type: Essay Paper #: 3739474

" (Thomas, Hutcheson, Porterfield, and Pierannunzi, 1994)

Summary and Conclusion

It is clear that employee turnover is very costly to organizations and as noted in the introduction of this study employee turnover rates are as high as 23.4% in some industries, which demonstrates a very large financial cost to these organizations. As demonstrated by this report the costs associated with employee turnover are costs both of the direct and indirect nature. Costs for employee turnover on the average (average employee's salary, mid-size organization) are generally 150% of the employee's annual salary. Clearly, the organization with the least employee turnover is the organization that will realize the most profit and the most productivity. There are methods of avoiding employee turnover which have only been briefly touched upon within the scope of this present research but are methods that hold promise for the organization in the reduction of employee turnover and the…… [Read More]

Bibliography

Berger, L.A. And Berger, D.R. (2004) the talent management handbook: Creating Organizational excellence by Identifying, developing, and promoting your best people. New York: McGraw-Hill.

Bliss, William G. (2007) Cost of Employee Turnover - the Advisor. Online available at http://www.isquare.com/turnover.cfm.

Thomas, R.; Hutcheson, J.; Porterfield, J.; and Pierannunzi, C. (1994) the Impact of Recruitment, Selection, Promotion and Compensation Policies and Practices on the Glass Ceiling. Key Workplace Documents - Federal Publication. 1994 Cornell University.

Latest BLS Employee Turnover Rates for Year Ending August 2006 (2006) Retention Management and Metrics. Nobscot Corporation. Online available at  http://www.nobscot.com/survey/index.cfm .
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Business Model How to Attract Retain and Motivate Teachers

Words: 2123 Length: 8 Pages Document Type: Essay Paper #: 15616759

Attract, etain and Motivate Teachers

It is becoming increasingly difficult to attract, motivate and retain qualified teachers in today's educational facilities. Studies suggest that in the next decade more than 2 million teachers will need to be hired to satisfy the nations educational and knowledge needs (Hirsch & Samuelsen, 2001). Despite the increased need for teachers, many administrators find they are having a difficult time not only attracting, but also motivating and retaining quality teachers once they are hired.

In fact the average life span of a quality teacher is less than six years according to one study (Weld, 1998). There are several studies that have reported an alarmingly high rate of dissatisfaction among quality teachers, a trend that often leads to teachers leaving the profession (Weld, 1998; Eichenger, 2000; Loeb & Stempien, 2002). Thus mangers must work to not only attract but also retain and inspire quality professionals if…… [Read More]

References:

Ax, M., Conderman, G.J., & Stephens, J.T. (2001). Principal support essential for retaining special educators. NASSP Bulletin, 85, 66-71.

Eichinger, J. (2000). Job stress and satisfaction among special education teachers: Effects of gender and social role orientation. International Journal of Disability, Development, and Education, 47, 399-412.

Hirsch, E. & Samuelsen, S. (2001). "Help Wanted: Good teachers." State Legislatures,

27(6): 32
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Leadership and HRM in the Public Sector

Words: 4785 Length: 15 Pages Document Type: Essay Paper #: 23792010

HM

Leadership and HM in the Public Sector

At the national level, leadership in human resource management has been problematic, if not negative, in its effects. The Civil Service eform Act of 1978 and related legislation established the Office of Personnel Management (OPM) to provide leadership and innovative personnel programs for the federal establishment. Instead, in the first ten years after its creation, OPM established a record of missed opportunities, failed initiatives, and declining organizational effectiveness, as documented in comprehensive reports issued in 1989 by both the U.S. General Accounting Office and the U.S. Merit Systems Protection Board (Ingraham and Ban, 2008).

By any measure of performance against legislative intent, OPM has been largely an organizational failure in the conduct of its programs and the achievement of its goals. OPM has not become the primary management office for the president, as envisioned by its first director, Alan Campbell. It has…… [Read More]

References

Patricia, Ingraham W., and Ban. Carolyn (1988) Politics and Merit: Can They Meet in a Public Service Model? Review of Public Personnel Administration (Spring):719.

Lane, Larry M (2009) The Administration and Politics of Reform: The Office of Personnel Management. Policy Studies Journal 17 (Winter):331-351.

Swoboda, Frank (1989) A Coming Shift in the Power Balance. The Washington Post (October 8):H3.

Selznick, Philip (1987) The Idea of a Communitarian Morality. California Law Review 75 (January):445-463.
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Organizational Psychology Definition of Organizational

Words: 776 Length: 3 Pages Document Type: Essay Paper #: 53642981

During the post-war era, the principle of organizational psychology were further developed and refined to facilitate maximum production and efficiency throughout American industrial and business organizations (obbins & Judge, 2009).

Comparison to other Psychological Disciplines

The principal difference between organizational psychology and other psychology disciplines is that it pertains mainly to issues involving large groups and the relationship among groups and between individuals and their respective groups whereas most other psychology disciplines relate more to psychology issues that pertain to individuals (Gerrig & Zimbardo, 2008). Certain fields of psychology, such as social psychology, also focus on group behavior and the relationship between individuals and groups; however, unlike organizational psychology, social psychology considers a much broader range of issues that have nothing to do with vocational employment or the nature of organizations in particular. The study of cognitive and developmental psychology also differ substantially from organizational psychology: they address issues in…… [Read More]

References:

George JM. And Jones GR. (2008). Understanding and Managing Organizational

Behavior. Upper Saddle River, NJ: Prentice Hall.

Gerrig RJ and Zimbardo PG. (2008). Psychology and Life. New York: Pearson.

Robbins SP and Judge TA. (2009). Organizational Behavior. Upper Saddle River, NJ:
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Personnel Management

Words: 2781 Length: 9 Pages Document Type: Essay Paper #: 28004274

Public Personnel Management

The evaluation of the potential candidates is a crucial procedure because the selection of wrong candidate may result in the reduced efficiency of the organizational processes and can adversely impact the organizational objectives. The utilization of Skills Matrix in the evaluation procedure has been proved as less time consuming and effective. In this study, three candidates are evaluated for the position of supervisor who will be responsible for the analysis of quantitative data, implementation and coordination. Therefore, the candidates were evaluated by the Skills Matrix which was developed according to the knowledge, skills and abilities of the position that are required for the available position. The results obtained from the Skills Matrix were less time consuming and were in accordance to the job requirement and facilitated in the identification of the best potential candidate.

Contents

Introduction

Competencies equired for the Position

Factors to Evaluate 1

1. Critical…… [Read More]

REFERENCES

Bratton, J., & Gold, J. (2001). Human resource management: theory and practice. Psychology Press.

Campion, M.A., Pursell, E.D., & Brown, B.K. (1988). Structured interviewing: Raising the psychometric properties of the employment interview. Personnel Psychology, 41(1), 25-42.

Gatewood, R., Feild, H., & Barrick, M. (2010).Human resource selection.Cengage Learning.

Human resources management.Oxford University Press, 2011.
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A Concise Analysis of A Strategic Plan Proposal

Words: 1597 Length: 5 Pages Document Type: Essay Paper #: 99848185

Strategic Plan Proposal

Each department within an organisation contributes significantly to the achievement of the organisation's strategic plan. Therefore, it is important that each department is considered in the strategic plan. A particularly important department is the human resource (H) department, which is involved in critical processes such as employee selection and recruitment, training and development, compensation and benefits management, performance evaluation, as well as managing labour relations. As the organisation embarks on preparing its next five-year strategic plan, a number of aspects relating to the H department ought to be taken into consideration. This paper outlines these considerations by resorting to the established method in management practices of the department's SWOT analysis, its goals and objectives, and a plan for monitoring the achievement of the goals and objectives.

SWOT Analysis

The SWOT framework is an important tool in the strategic planning process (Bplans, 2014). It enables more informed decision-making.…… [Read More]

References

Bplans (2014, July 23). What is a SWOT analysis [Video File]. Retrieved from: https://youtu.be/4aFB9xrkdiU

County of San Mateo Human Resources Department (n.d.). How to set SMART goals: Guide for supervisors and employees. Retrieved from: https://hr.smcgov.org/how-set-smart- goals-guide-supervisors-and-employees

Virtual Strategist (2012, September 5). Overview of the Strategic Planning Process [Video File]. Retrieved from: https://youtu.be/mLJ34L5UW4E
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Diversity in a Police Force

Words: 8386 Length: 30 Pages Document Type: Essay Paper #: 74768641

Indeed, even the most outspoken critics of law enforcement will likely be the first to dial "9-1-1" when their homes are being burglarized or members of their families are being attacked, but the fact remains that many police department remain primarily white and male in composition. The impetus for effecting substantive changes in the composition of the nation's police forces will therefore need to be mandated in order for things to change in any meaningful way. The desirability of developing a more diverse police force that reflects the demographic composition of the larger communities they serve has been recognized as an important element in this regard. For instance, as Hood, othstein and Baldwin (2004) emphasize, "Any geographically extended political system can set standards from the center, but diversity in law enforcement is often seen as both necessary and desirable" (p. 175). Although it may be necessary and desirable, there are…… [Read More]

References

Barlow, David E. And Melissa Hickman Barlow. 1999. "Cultural Diversity Training in Criminal Justice: A Progressive or Conservative Reform?" Social Justice 20(3-4): 69-70.

Bedi, K. And R.K. Agrawal. 2001. "Transforming values for principle-centered living: Evidence from Delhi police personnel." Journal of Power and Ethics 2(2): 103.

Broadnax, Walter D. 2000. Diversity and Affirmative Action in Public Service. Boulder, CO: Westview Press.

Culver, Leigh. 2004. Adapting Police Services to New Immigration. New York: LFB Scholarly Publishing.
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Inequalities Rampant Among the Dod and Associated

Words: 1342 Length: 5 Pages Document Type: Essay Paper #: 67876244

Inequalities ampant Among the DOD and Associated Agencies: An Analysis of Affirmative Action Efforts in the Military and Civilian Workforce

There have been numerous initiatives in recent years targeted at eliminating discrimination and under-representation among minorities and the disabled in the civilian workforce. However within the Department of Defense/Navy and other branches of the military, there is still a discrepancy of representation with regard to minority candidates. Today the DOD is working together with multiple agencies in order to establish affirmative action oriented recruitment, retaining and promotions programs that will specifically attract minority and disabled candidates, in an attempt to eliminate the discrepancies that currently exist with regard to representation. There have been numerous articles and reports that have analyzed the DOD's and Navy's combined efforts to improve representation, two of which are closely examined below.

Analysis of DOD and Civilian Workforce Initiatives

There is ample evidence that suggests that…… [Read More]

References:

Bowling, J. (1995). "Equal employment opportunity: women and minority representation at interior, agriculture and Navy." U.S. General Accounting Office, Retrieved May 1, 2005: http://ww.gao.gov/cgi-bin/getrpt-GGD-95-211

DOD. (2003). "DODD 1440.1, May 21, 1987." November 21, 2003 Department of Defense. Retrieved May 1, 2005: http://www.dtic.mil/whs/directives/corres/html2/d14401x.htm

Sample, D. (2003 -- Feb). "EEO staff encourages black students to consider DoD job opportunities." American Forces Press Service. United States Department of Defense, Retrieved May 01, 2005: http://www.defense.gov/news/Feb2003/n02262003_2003022610.html