...the general usage by different types of businesses. Companies spend high amount of money each year on psychometric test which measures personality type, learning styles and personal preferences of individuals. Since the 1980’s business in the UK have been making the use of psychometric test as part of the selection process for job vacancies. Over the years the usage has increased to a level where 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK are using some kind of psychometric testing (PSYCHOMETRIC-SUCCESS, 2009). However the benefits and drawbacks of using psychometric testing vary from business to business and sometimes even according to the demographics of the location where the test are conducted. Types of psychometric testing A good psychometric test features reliability, validity, discriminating and NORMs. (Kline, 1992). The significance of Psychometric Testing is able to indicate a reason why Psychometric Testing is widely used, as Kline (1992) suggests that, the efficiency of personnel selection and appraisal will go up as the efficiency of Psychometric test goes up, the necessity of appraisal may disappear as the testing is improved. It could be argued that psychometric testing can be broadly defined into two main category’s including intelligence (aptitude) test and personality test. General intelligence tests include information processing and organisation of knowledge. The intelligence test is a way to assist...
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...Case Study 2 Leti Raduca BUSI-642 Dr. Quatro September 8th, 2013 Case Study 2 What elements, discussed in the case study, are important for someone who works in the field of human resources? Human Resources department it is one of the most important departments when it comes to quality of personnel and their placement inside the company (Maxwell, 2001). In any organization, people are the most challenging resource to manage; therefore Human Resources representatives should be very vigilant when hiring new people. One of the few important things an HR representative needs to ensure is, that each new employee would fit into the company culture, understand each individual way of learning and craft a program for each individual employee or perhaps for groups of employees that match each other learning style and personality. The new Human Resource managers need to move from the traditional way and to the new way. This case study provides few brilliant examples of how and why this should occur and offers understanding of what features are essential for the people that are working in this field. An important element provided within this case study that it is needed to someone that works with in the field of Human Resources is the development of new skills, implementing and effectively manage the “workforce of one”. For example, having a broad background and experience in different fields, such as marketing, customizing programs for employees, training, being open...
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...HRMN 410 Southwest Case Study Click Link Below To Buy: http://hwaid.com/shop/hrmn-410-southwest-case-study/ Southwest Airlines Case Study Objective of this assignment: This activity serves as a final assessment for the course. It provides you the opportunity to demonstrate how well you have achieved the learning outcomes of the course. You are to provide your knowledge of the strategic and administrative function of Human Resources by thinking about the situation of Southwest Airlines recent merger and their expansion. Deliverable: • Read and reflect on the case study below • Prepare a response paper of not less than Six pages (excluding title and reference pages) with appropriate in text citations. • Demonstrate your research and analytical skills in developing your comprehensive paper by using the organizations website and outside articles written about the organization to supplement the information provided in the case study. • However, the case study is unique in that it is focused on the HR ramifications and most of the outside reports you will locate articulate the business side of the merger or expansion possibilities. Tailor your paper to the HR ramifications of the merger and expansion. • Keep in mind that the purpose of this final assessment is for you to demonstrate your knowledge of the strategic and administrative function of Human Resources. While the business side of the situation is the foundation, it is the command of the needed tasks...
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...|20. |Be self-motivated & |( |1. |KAIZEN & 5 S: What, Why & How |( | | |Work Environment | | |self – starter | | | | | |2. |Team Work & My Role |(( |21. |Listening Skills |( |2. |Productivity Improv |( | |3. |Discipline: Why & How |( |22. |Ever-green |( | |-ement & My Role | | |4. |Ladders of Your |( | |Personality | |3. |Wastage Control and My Role |( | | |Success | |23. |Improving Personal |( | | | | |5. |Good Work Habits |( | |Productivity | |4. |Quality Improvement |( | |6. |Let us move ahead |( |24. |Behavioural Skills |( | |& My Role...
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...Mälardalens Högskola School of Sustainable Development of Society and Technology EFO703 Bachelor Thesis in Business Administration, 15 hp Managing Selection and Retention of Employees A Case Study on Länsförsäkringar Bergslagen Sisi Jin 880223 Kazi Sraboni Quader 880705 Supervisor: Magnus Linderström Examiner: Ole Liljefors June 7, 2011 Acknowledgements We, the authors, are grateful to all of those who made this thesis possible. We first appreciate each other for contributing with great efforts to write this thesis and for pushing each other when it was necessary. We especially want to thank our supervisor Magnus Linderström who gave us a lot of feedback and supported us with helpful ideas and relevant materials. We would also like to thank the opposition groups for providing us with their insights. Ann-Christin Palmer deserves a big thank you as she kindly provided us with a lot of information about Länsförsäkringar Bergslagen during the interview, and welcomed us to conduct a follow-up interview. Last but not least, we thank our family and friends for giving us encouragement and support. Sincerely, Kazi Quader and Sisi Jin Abstract Title: Authors: Supervisor: Examiner: Level: Date: Keywords: Managing Selection and Retention of Employees: A Case Study on Länsförsäkringar Bergslagen Kazi Sraboni Quader and Sisi Jin Magnus Linderström Ole Liljefors Bachelor Thesis in Business Administration June 7, 2011 Employee Selection, Employee Retention, Employee Motivation...
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...California Ricci M. Victorio, CSP, Managing Partner, Mosaic Family Business Center As companies continue to try to do more with less, the stress of doing the work of two or more people is taking a toll on employees. And that is making them less productive, less motivated and less likely to do their best work, says Ricci Victorio, CSP, managing partner at Mosaic Family Business Center. “As companies deal with lower budgets and tighten their belts, they are putting ever-greater demands on their employees,” says Victorio. “As an employer, you need to help your employees fill their cups back up, because they are being significantly drained. Whenever you have people being pushed at absolute top levels performing on all 100 cylinders all of the time, they run out of gas. And when they run out of emotional gas, negative behaviors start springing up.” Smart Business spoke with Victorio about how one-on-one coaching with employees can improve morale and help them work better together as a team. What is the value of executive coaching? It can improve morale and provide an internal vision for employees as they ask: What is my value? Why am I here? What am I doing? How can I do it better? Improved morale increases productivity and, in some cases, employers see a change in the first week, with people taking responsibility for their communication with one another, approaching their differences of opinion with less of an edge, having conversations happening in a different way and...
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...CITY LIFT LTD Manpower Plannning & Forecasting MGT: 425 Section: 1 Plagiarism Oath Plagiarism is the process of taking someone else’s work and passing it off as your own. Any direct quotes should be put in quotation marks. All resources should be cited using the phrases “information gathered from…” or “source…” followed by the URL from which the information was obtained. All writing should be in my own words unless I have placed it in quotation marks and cited it correctly. All images and photographs copied and pasted from the internet should be properly cited. I realize that failing to cite my sources is plagiarism and plagiarism will result in a grade of ZERO, without the chance to do the assignment over. (Source: http://classroom.kleinisd.net/webs/dcasillas/upload/plagiarism_oath.doc) Group Name: Five Group Leader ID | Name | Contact No | Email Address | 10304045 | TANVIRUL HAQUE TANVIR | 01712865411 | tanvirbuzz@yahoo.com | Please write down all the group members’ name below. Submit the hard copy and email the soft copy of this form at bbsmgt425@gmail.com. Thank You! Group Members’ Name and ID Sl No | ID | Name | Signature | 1 | 10304045 | TANVIRUL HAQUE TANVIR | | 2 | 10304081 | FARHANA FERDOUS ELHAM | | 3 | 10104100 | SHATABDI ROI | | 4 | 10304092 | ADNAN KHALIL FAHIM | | 5 | 11104096 | JANNATUL FERDOUS | | Letter of Transmittal Date: 5th December 2012 To MD.Tanvi Newaz Lecturer BRAC Business School BRAC University...
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...cross-regional moves. Faced with slimmer prospects for advancement, many people have become disillusioned with careers in large organizations. Some recent research has described work and careers as moving out of these organizations altogether, into smaller, more entrepreneurial firms and into individual, consultant-type roles. Years ago, in the days before large organizations created career paths for their members, individuals were largely members of a contingent workforce, or were self-employed, self-sufficient farmers and trades people. Organizational careers were rare; individuals managed their own work. Given the shift just described, are we moving back to this kind of model? We consider past and current career models and set out a vision of future careers that differs from the past in one primary way: the existence of horizontal links that transcend geographic and organizational boundaries. As these links continue to grow, they will provide more opportunity and flexibility than were ever available under the previous systems—for those who have the knowledge and skills to take advantage of them. Career Dimensions There are many dimensions and layers within an organization. There are the obvious elements of an organization such as business strategies, profit margins, and product development that form an organization. One of the most important pieces of an organization is its human capital—in other words, its people. Employees make the organization. Without the employees none of the...
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...Are Personality Tests a Good Predictor of Employee Performance? HISTORICAL PERSPECTIVE Personality tests have been around since the Roaring Twenties. Objective personality testing began with Woodworth’s Personal data Sheet in 1917. That test was developed to identify soldiers prone to nervous breakdowns during enemy bombardment in World War I (Gibby & Zickar, 2008). Researchers have come a long way since then and over time endured many controversies and debates. Even in today’s time, we are still debating about whether or not personality tests are good indicators of employee performance. There is much evidence that would indicate yes and/or no, which is one of the reasons why it is still such a popular subject in the Human Resources management. In 1930, the Minnesota Multiphasic Personality Inventory (MMPI) was developed at a Midwestern mental hospital. Today, this test is administered to an estimated 15 million Americans each year and was originally intended for the mentally ill, but now given to a broad range of normal people, including doctors, psychologists, officers, firefighters, etc. (Paul, 2004). It wasn’t until about the 1940s that personality tests became much more established and commercially accepted (Gibby & Zickar, 2008). In 1940, Isabel Myers created an instrument called the Myers-Briggs Type Indicator which is still popular and used today in many companies. The first publication of the Myers-Briggs Type Indicator test was in 1962 and since then...
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...Executive Summary This is an individual work based on the case study “Repercussions in Recruiting Incompetent People”. In briefly there is a company called as Global Consumer products and the company wanted to hire a Brand Manager for their newly developed Baby Soap. This was an urgent need for them, so the company had advertised on a week day English Newspaper. But, some of the salient features were missed out in their advertisement. Only a few candidates were attracted by their advertisement. Finally they hired a brand manager (Mr. Anton) with including only two interview and the hired person had to involve the business activities at the very first day. Mr. Anton didn’t have any idea about the gravity of his work. Thereby the market for the Baby Soap was significantly dropped. So branding team also was fed up and demotivated because of the target wasn’t achieved. Finally management of Global Consumer Products decided to extend the probation period for Mr. Anton. By based on above described situation I am required to; * Analyze and Identify issues involved in the case. * Make recommendations as alternative solutions to this case from modern employee resourcing practices of view. Problem statement The problem statement which known as “Defining the Issues”, is not easy to write! Now it is time to decide what the main issues involve in this case study. There are main 4 issues which are gathered by me. They are; ...
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...14/4/2009 5298-Wilkinson-Ch09.tex] Job No: 5298 Wilkinson: The SAGE Handbook of Human Resource Management Page: 134 133–154 9 Recruitment and Selection Filip Lievens and Derek Chapman RECRUITMENT AND SELECTION Few people question that recruitment and selection are key strategic domains in HRM. At the same time, recruitment and selection also have an image problem. First, recruitment and selection are often viewed as ‘old’ ingrained HRM domains. It seems like the traditional recruitment and selection procedures have been around for decades, which is at odds with the ever changing internal and external environment of organizations. Hence, practitioners often wonder whether there are any new research-based ways for recruiting and selecting personnel. Another image problem for recruitment and selection is that a false dichotomy is often created between so-called macro HR (examining HR systems more broadly) and micro HR (examining individual differences). It is further sometimes argued that organizations should value macro approaches and write off micro approaches as not being relevant to the business world. We posit that these image problems and debates only serve to distract and fracture the field and hide the fact that excellent HR research and practice needs to take both macro and micro issues into consideration. For example, creating an effective recruiting strategy (some would describe this as a macro process) requires considerable understanding of the decision...
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...Brandon Butler Case Study Week 3 MAN 3100 HR 1. What type of personality characteristics should you expect to find in a successful store manager? Why are each important to the manager success? Compare them to the personality traits exhibited by Wallace. Every individual has a personality different from the next individual. I think the most important trait is leadership. Listening to other collaborators' issues is not adequate. A decent chief needs to comprehend them and demonstrate his dedication to the group objectives. It's likewise his obligation to characterize objectives together with his group and allocate the obligation to colleagues in an unmistakable way. He has an unmistakable vision in what course he needs the group to develop. He ought to "taint" others with this vision and make them take after the same heading. Compared to Wallace, his leadership skills are much less affective, because he is too harsh on the employees. 2. How is Wallace’s personality affecting the attitudes of the workers? What does he need to do to build a better working relationship with his employees? What are his chances of changing in three months? Wallace’s terrible personality is causing the employees to care less about their positions, because he cares less. He is in a position of power and what he does leads by example, and his employees will follow suit. Employees referred to him as an army drill sergeant, and uncaring of customers feelings. His chances of changing in three...
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...addressing the company’s CEO. In order to collect the needed information, interviews with the Human Resource, Store and Operations Manager were conducted. HR and store managers completed a questionnaire regarding their perceptions of the HR department’s responsibilities. There is a problem with high rates of turnovers and labor shortage. Issues with the employees’ training and development must also be dealt with. Recommendations for a more efficient recruitment and selection process as well as performance management and reward system are made in the report. The aspects of discipline and change management are also discussed. Finally, a new structure of the HR department and of the company in general is being proposed. TABLE OF CONTENTS Summary………………………………………………………………………………………......2 Contents…………………………………………………………………………………………...3 List of figures……………………………………………………………………………………...4 1. Labor shortage………………………………………………………………………………...5 2. Recruitment campaign………………………………………………………………………...5 3.1 Recruitment sources…………………………………………………………………….....5 3.2 Targeting a specific group through positive action………………………………………..6 3.3 Realistic job preview (RJP)…………………………………………………………….....6 3. Selection…………………………………………………………………………………….....6 4.4 The interviews……………………………………………………………………………..6 4.5 Personality and cognitive ability tests……………………………………………………..7 4.6 Work sample tests…………………………………………………………………………7 4. Web-based exit interviews…………………………………………………………………...
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...Introduction: Banking is known as the backbone of the national economy. Banks play an important role in the business sector & promoting industrialization & economic development of the country. Banks provide necessary funds for the executing various program underway in the process of economic development. All sorts of economy & financial activities revolve around the bank. As the industry produces goods & commodities, bank creates & controls money market & promotes formation of capital. Bank is a powerful medium to bring socio-economic changes in a developing country like Bangladesh. The three important sectors in Bangladesh like Agriculture, Commerce & Industry provide the bulk of the country’s wealth. So the nourishment of these sectors is only possible through satisfactory banking facility. Development of banking system can provide the necessary boost for the rapid economy growth of a country. Basically, Bank collects deposit from the customers at a lower rate of interest & lends it to the borrowers at a higher rate of interest considering the cost of fund. The difference amount indicates the operating profit for a bank. Banks provide different services, credits to the customers. The customer comes from all walks of life, from a small business to a multi-national corporation having its business activities all around the worlds. The bank has to satisfy the requirements of different customers belonging to various social groups. The banking...
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...consequences of poor communication. Therefore, this article will firstly write the bibliography as mentioned before, after that, the central argument will be made and lastly recommendations will be provide for organisation’s future implementation. 2.0 The Bibliography J.M. Worley T.L. Doolen, (2006),"The role of communication and management support in a lean manufacturing implementation", Management Decision, Vol. 44 Iss 2 pp. 228 - 245 The article investigates the role of communication and management support, and its importance in a lean manufacture implementation. Firstly, the relationship between communication, management and lean manufacturing implementation was examined by using qualitative method; secondly, the article was apply a case study, and thirdly, the data is collect...
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