...Need 10 tips for hiring an employee? Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to your work environment, and time consuming. Hiring the right employee, on the other hand, pays you back in employee productivity, a successful employment relationship, and a positive impact on your total work environment. Hiring the right employee enhances your work culture and pays you back a thousand times over in high employee morale, positive forward thinking planning, and accomplishing challenging goals. This is not a comprehensive guide to hiring, but these steps are key when you hire an employee Define the Job before Hiring an Employee Hiring the right employee starts with a job analysis. The job analysis enables you to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. The information from the job analysis is fundamental to developing the job description for the new employee. The job description assists you to plan your recruiting strategy for hiring the right employee Plan Your Employee Recruiting Strategy With the job description in hand, set up a recruiting planning meeting that involves the key employees who are hiring the new employee. The hiring manager is crucial to the planning. At this meeting, your recruiting strategy is planned and the execution begins. Teams that have worked together frequently in hiring an employee can often complete this...
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...virtual assessment of the applicants in order to make sure that the right one is chosen for the right job in the company. This report comprises of certain pros and cons of virtual assessment. Then, I have mentioned the concerns of applicants, the selection process being fair, the employee reaction and their required skills for virtual assessment programs. And, finally is the conclusion followed by a list of references. The research was made solely on secondary basis. The true motive of this paper is to present the new system regarding the virtual assessment process in hiring people from around the globe which is in fact very beneficial to people in terms of saving time and money. INTRODUCTION Industries who have the right people in place will give the strategic competitive advantage in this challenging business environment. The simulation “Virtual Job Tryout” assessment program helps the unique and innovative candidate evaluation. The assessment has been built specifically for the organization to boost up the performance outcome that matters for the company and Human Resource. These assessments give the HR managers the best information for making accurate hiring decisions which also presents the candidate with an exciting and educational view of the job so that they can understand the job’s challenges and opportunities. These assessment and selection strategies define competencies critical to employee success, provide job relevant candidate data, and ultimately help organizations...
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...Introduction Winter, Spring, Summer and Fall are four seasons. A season is a division of the year that marks changes in weather, ecology, and hours of daylight. All four season must coordinate together according to his cycle so all of them will function. Making discussions there must be some type of system that works in place to help the process to work. When running a business there are different folks in different area to help run the business. This is to help make sure that the business is running smoothly. Just like starting a new company and hiring new employees, you need to make sure that all the materials are completed and make sure that all arrangement are finalize for the new hire employees. Even making sure that all paperwork needed for the orientation is done for the new hirer you must coordinating information for the employee. Record-keeping and records retention which will show how to create an efficient, effective and legally compliant guideline for a program that can be set in place. Background Here is a new campus recruiter for ABC, Inc., Carl Robins who is faced with several different problems concerning his new hirers. They all are to start work in July and all of their paper work are incomplete. He just found out his training schedule, orientation, manuals, policy booklets; physicals and drug tests were not complete for the 15 new hire that he just hirer. Carl Robins also assured Monica Carrolls who is Operations Supervisor that the new hire will be...
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...Outback Steakhouse HRM 530 November 14, 2011 Dr. West Discuss how the employee selection methods at outback Steakhouse help the organization achieve a competitive advantage. In most business the selection process is one of the most important parts of the business. The employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage by hiring employees who fit their needs and there strategic plans. With this method Outback can determine if an employee will fit with not only the job but the organization itself (Stewart & Brown 2009). Outback employees had to take care of others, and they were accountable for doing so. Outback Steakhouse have a competitive advantage because they chosen the right people through having a realistic job preview and testing methods. By Outback Steakhouse taking this approach it keep turnover rate down low and employee commitment high. By having the job preview this is the first step to eliminating employees that just don’t have the commitment and will know if the job is right or not. Choosing the right employees can improve the efficiency of the other human resource practices and avoid various problems. This method benefits Outback Steakhouse because it allows more time to focus on the customer. “ With the Human Age accentuated by demographic shifts such as aging workforces, worsening talent mismatches, the collaborative power of fast-evolving technologies and the need for companies to do more with...
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...“Human Resource Management Training Proposal” Week 8 Assignment By: Beira Romero HSA 320 Professor: Teresa Cole 08/25/2013 Overview of the Process and Steps Human resources planning assess the manpower requirement for future period of time. It attempts to provide sufficient manpower required to perform organizational activities. HR planning is a continuous process which starts with identification of HR objectives, move through analysis of manpower resources and ends at appraisal of HR planning. Recruitment’s provide opportunities to departments such as aligning staff skill sets to initiatives and goals and planning for departmental and individual growth. Although there is work involved in the hiring process, proper planning and evaluation of the need will lead to hiring the right person for the role and team. A position description also referred to as a job description is the core of a successful recruitment process. From the job description, interview questions, interview evaluations and reference checks questions are developed. Basic position and pay information will need to be determined to assist with the development of the job description and job classification. This information will be different for each position being recruited Describes the department’s functions, the unit’s functions, and/or the organizational unit’s functions. The statement should summarize the position’s essential functions and its role in relation to supporting, administering, or managing...
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...recruiting, know the laws, and has assistant from the I/O psychologist. The recruiters can have confidence in the selection of candidates he or she selected at the helm of the organization (2010). According to Muchinsky (2012), recruitment is “the process by which individuals are solicited to apply for jobs” (p. 461). This process is challenging depending on what positions the recruiters are scouting for, and the talent the organization is waiting to establish. However, if a recruiter is not aware of certain processes needed to be taken, then the recruiter might just be hiring an employee to fill a position. This is not likely to happen at an executive level, because the job role requires more responsibility and can cost the company revenue lose, if the right candidate is not selected. Because recruiters are consistently looking for talented people who will fit into the culture of the company, it is good for recruiter to be knowledgeable of the laws that prevent unfairness of the candidate and organization. Recruiter’s Knowledge of the EEO Laws When recruiting at an executive level it is important for a recruiter to know of The Equal Employment Opportunity (EEO) laws. This law protects the organization and the employee from discrimination. The following laws are “Federal Laws That Prohibit Workplace Discrimination and these laws are enforced by the Equal Employment Opportunity Commission (EEOC) :”( Department of...
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...The new opportunities will be challenging, but it will also be rewarding. Seeing the new location grow into thriving businesses will show the store owner that he made a great discussion. Many key components will be among the challenges and will include job design, organizational design, recruiting strategy and methods, and training and performance appraisals. Job Design The first task will be to complete the job design process. A successful Dunkin Donuts location requires many different job functions to be executed. Baack, D., Reilly, M., & Minnick, C. (2014) describes the job design process as: Job design involves identifying appropriate, job-related knowledge, skills, and abilities to ensure that assigned work can be completed successfully. Designers consider the work, the environment, and the impact of the work on employees. The standard approach to job design involves three steps: job analysis, job description, and job specification. (Chapter 4.2) Each one of the steps has to be completed for every job function inside the new store locations. The job analysis has already been provided by the Dunkin Donuts franchise operations center. The same goes for all the job descriptions needed to staff fully each new Dunkin Donuts store location. The job specification is open to interpretation and could use some improvement. Many of the job functions can be performed by several multitasking employees, but this can also cause an employee to fail due to...
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...Human Resource Planning Assignment 1 Human Resource Planning Assignment 1 Table of Contents Introduction 3 Company Overview 3 Part 1 - The Organization’s Internal Environment and Human Resource Function 4 Purpose 4 Values 5 Human Resource Practices 6 Hiring Cost 8 Part 2 – Evaluating the Cost/Benefit of the Organization’s Human Resource Planning, Recruitment and Selection Activities 9 Employee Feedback 9 Costs of Effecting Human Resource Planning 10 Benefits of Effective Human Resource Planning 10 Part 3: Scanning the Organization’s External Environment 11 PART IV: Employer of Choice: Attracting and Retaining Top Talent 12 References 15 Introduction The purpose of this report is to describe and develop a recruitment and selection plan for the Human Resource Department at Nexen. In this report we will examine the organization regarding their culture and the “Nexen way” to their operations and strategies. By doing this, we will be able to research the needs of recruitment and accurately write a job analysis and further a proper job description of a vacancy Staff Advisory- Compensation at Nexen. However, with doing this we will need to identify the costs for the company and understand all legal issues that may arise and follow all means of legislation. Company Overview Nexen is a globally known oil and gas company, based out of Calgary, Alberta, Canada. Nexen has production in “UK North Sea, the US Gulf of Mexico, western Canada (including...
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...source of information. Analysis * Google has been named as the best company of the 100 best companies to work for by Fortune Magazine. * It offer various benefits to its employees * Faces many challenges * Has about 10000 staff members * Has strict hiring process Challenges * Google has to motivate its employees to accept challenging tasks by offering great benefits * Has to maintain its best employees against its competitors like Yahoo, Microsoft etc * Numbers-oriented work environment * Providing the balanced culture to diverse team. * Gearing up employee selection process Questions and Answer Q1: What do you think of the idea of Google correlating personal traits from the employee’s answers on the survey to their performance and then using that as the basis for screening job candidates? In other words, is it or is it not a good idea and please explain your answer. Ans: I think the Google’s new idea regarding their hiring process is going to work very well, as it will take less period than before as well as its more specific to their Job Performance factors. They have been successfully screening employees in the past but to make the old process...
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...staffing agency and if they do not like the job or have an issue they have choices such as asking the agency to fine them something else. I have researched some recruiting options that I think would help assist Nesco in their recruiting process. Recruitment What is recruiting or recruitment? It is the act of getting of recruits (employees). Recruiting good qualified talent is a challenge. It also described the process that a company uses to find the qualified candidate to fill the positions within their company. Even with today’s recession, it is difficult to fill certain types of jobs which make the jobs of the recruiters extremely hard. Human Resources are always a challenge because of the job itself due to having to deal with human beings. People are not predictable and finding that right person for the first job at the right time is not exactly science. This makes recruitment much more interesting treadmill. You find out that sometimes it works and sometimes it doesn’t. With staffing agencies, I know that we find out that it does not work out way more than we like. It feels like sometimes it is never ending and seems like we can not get ahead at times which is part of the process. Recruiting Strategy & Process...
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...HIRING AN ASSISTANT MANAGER Gloria Howell OMM618Human Resource Management Professor Lora Reed February 17, 2014 Hiring an Assistant Manager; An HR perspective on hiring and job analysis Individuals think that hiring is an easy thing, until the opportunity to do so is presented as a Senior Manager for Vision Adult Day Center; the center needed an Assistant Manager. Those who work in the field of human resources know firsthand the challenges in creating a job description, recruiting, interviewing, testing, hiring, training and developing employees. It seems the HR process is never fully complete and it is through a job experience as a Senior Manager and through research of human resource theories and topics that fully examine the challenges in doing so. This paper is a theory of what would happen when hiring a replacement for a management position and will outline a job description, recruitment and selection strategy as well as testing and interviewing for the position. This paper will also discuss job performance, evaluations, salary and training and development. The first step in finding a replacement for the position would be to create a job description. According to Dessler (2011), a job description is a written analysis of what the jobholder actually does, how the responsibilities are performed and under what conditions. The knowledge, skills, responsibilities and stipulations are then written down to use a basis for assortment. This was a very challenging aspect of this...
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...Supermarket Section A properly designed and well executed employee selection process is important for a company because it makes employee perform better, it decreases employee mischief and leads to better employee attitude, higher company productivity, and less turnover. For a company to remain competitive nationally and internationally they need to have an effective recruitment and selection protocol; a good selection is paramount in the hiring process. It’s the difference between a good hard-working employee and an employee who may not uphold the ideas of the company. A good selection process can reduce the number of applications one may have to choose from. The three selection tools that would be considered for a hiring program at a supermarket would be employment history, interview process and background check. A supermarket employee must be considerate and helpful to the many people they serve. Employment history can usually be determined through the application process. It shows the person responsible for hiring the types of jobs the applicant has held in the past, the length of employment, the reasons why they are no longer employed, and how often the applicant has moved from one job to another. Since there’s usually a high turnover in this industry, most hiring managers would like to reduce the number of employees that leave and may be able to monitor this through the employment history process. It gives one an insight as to the type of job duties the applicant...
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...Human Resource Management Case Study Report Contents Page Executive Summary Pg. 2 Introduction Pg. 3 Thiess Group Pg. 4 Sectors of Thiess Group Pg. 5 Advertising Pg. 7 Recruitment and Selection Process Pg. 8 Human Resource Department Pg. 10 Challenges/Problems with Recruitment & Selection Strategies Pg. 11 Conclusion Pg. 12 References Pg. 13 Appendix A – Thiess Interview Template Appendix B – Thiess Recruitment Flowchart Appendix C – Thiess Recruitment Job Brief Executive Summary This report explains the recruitment and selection process for the company of Thiess. It will provide information how the human resource practice of recruitment and selection helps the organisation to achieve its goals and objectives. The report will provide you with as much background knowledge of the company and the challenges, problems and recommendations Thiess face today. Although Thiess works in the Construction, Mining and Services Contractors the report will only discuss how the recruitment and selection affects the Construction area of Thiess. Introduction Thiess see every construction project, no matter how large or small, as an exciting opportunity to support their communities, contribute to their country and advance their industry. They work with all stakeholders to deliver the best possible outcomes for their clients, the communities they work in...
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...Health Care Human Resources Management It used to be that human resource was only thought of as the department who hires employees and safe keeps the clerical part of the organization. Human Resource is much more involved in the entire structure of the organization then just the clerical part of it. Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The HRM department is responsible for three major areas including staffing, employee compensation and benefits and defining and designing work. HRM works for the benefit of the organization through managing its greatest business asset which is the employees. The task of managing employees of an organization brings many challenges, how HRM must remain focused on recruiting, retaining and engaging their organizations leaders and workforce to be successful. Several new trends are affecting how HRM make their hiring decisions. Two recent trends important to HRM leaders are leadership compensation/competencies and workforce engagement. In the setting of limited resources and new government mandates, healthcare is moving toward value-based care. HRM is now challenged to adjust executive compensation to keep in step with the industry change. In a population health model, physicians receive a value-based reimbursement to care rather than a fee for services. The physicians’ performance needs to be continually monitored in order to accurately...
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...COST-EFFECTIVE WAYS TO REDUCE EMPLOYEE TURNOVER Prepared for: American Nutrition Prepared by: Anita Moayer February 7, 2016 CONTENTS PAGE LIST OF ILLUSTRATIONS.....................................................................................................1 INTRODUCTION……………………………………………………………………………...2 Purpose…………………………………………………………………………………..2 Description……………………………………………………………………………….2 Scope……………………………………………………………………………………..2 DISCUSSION................................................................................................................................2 Assessing Cultural Fit…………………………………………………………………….2 Evaluating Risk Factors…………………………………………………………..2 Evaluating Compatibility…………………………………………………………3 Company Culture…………………………………………………………………………3 Employee Engagement…………………………………………………………....3 Employee Recognition…………………………………………………………….4 Offering Flexibility………………………………………………………………………..4 CONCLUSIONS AND RECOMMENDATIONS……………………………………………..5 Conclusions………………………………………………………………………………..5 Recommendations…………………………………………………………………………5 REFERENCES…………………………………………………………………………………...6 ILLUSTRATIONS FIGURES 1. Sample Turnover Risk Index 2. Impact of FWAs on Turnover and Retention INTRODUCTION This document presents cost-effective recommendations to reduce voluntary employee turnover at American Nutrition. This introduction provides the purpose, description...
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