...recruiting cost while also acquiring the talent needed to help the organization succeed. According to Hauer (2004), while online recruiting saves money, it also saves time on the applicants behave as well as the company’s. The Internet is everywhere and it’s the fastest most affordable way to attract qualified applicants to fill vacant positions. Traditional ways of recruiting such as newspaper posting can be very expensive while limiting the content needed to attract the specific qualified individual the company is seeking. Most online job boards allow employers unlimited space to sell their organization to the right candidates. Newspapers price ads by the amount of space being used so it becomes very expensive to post important details about a particular job. Online recruiting offers convenience of being able to apply for jobs anytime and anywhere. Human resource (HR) professionals aren’t available 24 hours a day, 7 days a week to accept resumes from potential applicants. This also allows job seekers who are employed to search for other jobs since Traditionally, HR professionals also had to take countless hours to shuttle through enormous amounts of resumes, whereas job boards allow employers to set up screening questions to help filter through resumes with the most potential. This permits the recruiter to tackle more productive, revenue generating tasks. Before, applying for vacant positions was very tedious and timely, but now with the help of online job boards the process can...
Words: 1909 - Pages: 8
...Gaining Talented Employees in a Globalized Business Environment Many organizations struggle with gaining talent when operating in a globalized business environment, as the internationality of a company leads to new challenges that the human resource department needs to take care of. In the following short essay, these challenges will be illustrated along the whole process of gaining talent, from initially attracting it, to the selection process, and finally, the efforts of retaining talent inside the company. Attracting Talent In the process of attracting talent in a globalized business environment, numerous steps can be taken by the organization in order to ensure appearing as an attractive employer. One of the steps is effective university marketing, which is a large priority for every global organization. As all universities are interested in having close relationships with potential future employers of their students and branding themselves with a large company network, building up a partnership with universities imposes are win-win situation for all three parties involved, the company, the university, and the students themselves. When selecting universities for university marketing, it is important for the global company to choose those that have the reputation to have an international student body and want to have a global company network. When looking into the level of internationality of a university, ranking institutions like the Financial Times [1] and QS [2]...
Words: 1575 - Pages: 7
...January 2008. It is a founding member of SkyTeam, a global airline alliance that provides customers with worldwide destinations, flights and services. Through the late 1970’s and 1980’s, Delta Air Lines worked to establish its name as the premier U.S. airline for customer service. The foundation of Delta’s customer service was based on a company with a culture of “southern hospitality” and employees who went above and beyond the call of duty. The company’s human resource strategy helped build the skills, motivation and opportunities for employees to deliver great customer service, and that allowed Delta to attract business travelers who paid premium prices for travel (Wright, 2008). Delta’s success shows just how important HR strategy can be, especially in its impact on company performance (Wright, 2008). The information published on Delta’s offers a great deal of information about the company, culture, and the benefits to jobseekers. Furthermore, the website provides an abundance of information about the pre-hire process, benefits and perks, and feedback from current employees about the company and job satisfaction. Delta uses the branded messaging approach, they make it known that they seek to recruit specific types of applicants for both professionals and skilled laborers. The current strategic plans of Delta Airlines will be analyzed to identify current HR...
Words: 2837 - Pages: 12
...follow suit. There have been many profound changes, one of the most obvious and influence is the emergence of e-business. As part of this business revolution, web-based online recruiting has changed the way businesses hire people and the way people search for jobs (In, 2007). There are numerous advantages to using online recruiting, especially because using online applications allows businesses to reach a large pool of potential job seekers with a click of a button. In addition, e-recruiting methods have the added benefit of having cost savings, efficiency and convenience for all both businesses and job seekers (In, 2007). Traditional methods of recruiting caused multiple problems as they were rife with delays and miscommunications. This resulted in a protracted hiring process with high costs associated. Often, job seeking is a time sensitive process and delays in hiring can cost the company time and money, something many companies can ill afford (In, 2007). To fully utilize online recruiting, HR must understand how to use the sites and which websites are the most effective. For every quality site, there are a thousand sites that are harmful. HR will need to fully vet each option and find out the applying habits of their target audience. A Fortune 500 company would be more likely to use LinkedIn as it is a huge database, whole membership grew by 25% last year (Cohen, 2013). In addition, LinkedIn can reach “passive” candidates, those that are not actively looking for...
Words: 1964 - Pages: 8
...Summary-----------------------------------------------------------------2 Introduction--------------------------------------------------------------------------3 Research Finding #1 Why strong ethical decisions are important to companies. ----4 Research Finding #2 How Ethics affect the bottom lines---------------------------------5 Research Finding # 3 How does a Company Keep Everyone on the Same Ethical Road? ----6 Recommendations-------------------------------------------------------------------9 Conclusion---------------------------------------------------------------------------10 References----------------------------------------------------------------------------11 EXECUTIVE SUMMARY * Business ethics have a strong impact on all companies. When a company is written up for unethical performances the profitability of the company will be affected in a negative way. Every business needs to have a code of ethics that relates to its mission statement. An employee code of ethics does not tell an employee how to handle or micromanage every situation that may arise. A good code of ethics starts with the company’s mission statement. The company can take its mission statement and intertwine the company’s values and morals with the outcome being a Code of Ethics. By bringing together the mission statement, values and morals a business can embrace the product and make a very stable foundation for the company. The code of ethics is for everyone in a company to...
Words: 3253 - Pages: 14
...their clients. Classified by market relationship, there are there models: business-to-consumer (B2C), business-to-business (B2B), and consumer-to-consumer (C2C). As a small company providing consultancy services in life science, the best sales strategy for Evolution Bioscience is E-business. However, this company does not make full use of its official website and several social media accounts to develop its business. This article describes Evolution Bioscience existing strengths and failing in using digital platforms such as its website and social media accounts first, and then, using SWOT and business models to analyse the company’s internal situation and via analysing the main social media to choose the suitable social media. Finally, according to the business models analysis, a recommendation mainly refers to B2B development is performed. Current situation of Evolution Bioscience EXISTING STRENGTHS As Jukes and Zilling presented in 2012, the most important for a company in E-business age is establish an official website. Evolution Bioscience has established its official website, which is http://www.evolution- bio.com/. In this official website, we will find that it has clear layout, and the details of the company features. Web site design has six elements: objectives, content, visual design, structure and navigation, interactivity and functionality and overall experience (Webby Awards, 2012; Chaffey and Smith, 2008). The...
Words: 2865 - Pages: 12
...workforce; the process of induction (including a model of an effective induction plan). 2. Attracting Talent 3.1 Brand Identity “‘Brand Identity’: How a business wants a brand’s name, communication style, logo and other visual elements to be perceived by consumers.” (www.investopedia.com 07/10/14) An organisation with positive image will find it easier to attract and retain employees than the organisation with the negative image, this is due to the aspiration qualities associated with a positive image (i.e. wealth, style, charitable nature etc). A business who hasn't been well established in its market will find it more difficult to attract new employees than business who is well know, because it’s perceived to be more economically stable. 3.2 Economic Environment The economic stability and funds available to expend on recruitment will have a direct impact on the quality of recruitment processes. One way in which this affects recruitment is effect on how and where the company advertises, premium recruitment sites charge high fees (however, have very high foot-fall), which non-established or struggling companies would not be able to afford, thus not reaching out to as wide an audience as more successful businesses. Another key factor is the salary and benefits that can be offered to potential employees, either showing...
Words: 894 - Pages: 4
...Online-hypermarket Vision “ To create an online shopping website that helps UAE society and reach the top online shopping hypermarket in the UAE by satisfy all society levels”. Mission “Online-hypermarket help UAE society by reducing their waste time, with our low prices, high quality and variety goods plus the welcoming and friendly team support”. Objective : * Sale * Market Share 1. Human Recourses: To choose the right employee who have a different skills and high qualification and motivated to work. Our innovative team will help exponentially grow sales revenues. 2. Finance: Trying to achieve organizational goal by achieving maximum profit with keeping the price affordable. 3. Operation management: Team that can deals with IT websites and customer services. Value Proposition: Why should customers buy from us ? The internet has created an enormous potential for manufacturers to harness additional income streams by reaching a new and growing set of customers. We at Online-Hypermarket are working with suppliers enabling them to successfully tap into this growth while working closely with them to protect and promote their brand. Selling goods with quality choices in food, and household goods, as a trendy shoppers pick specialized stores. Revenue Model: How will we earn money? Dealing with the suppliers to provide us the items and sells it conversely to earn an interest from them, and the commission that we get from...
Words: 864 - Pages: 4
...fulfilling company culture. (Gerhard, Hollenbeck, Noe and Wright, 2009) A solid recruiting policy can help Zappos entice qualified applicants that have the same interests in the company’s culture. The selection process can help Zappos find the qualified employees that are going to fit into the company’s cultures and have the same value systems. Review/Analysis of the Case A recruitment policy that might benefit Zappos is image advertising. Image advertising would say that Zappos is a good place to work. It would stress the company’s values such as “Deliver Wow through service” and “Create fun and a little weirdness.” Possible employee would see this and know if they would fit into Zappos’ culture and that they are attracted to Zappos. This policy would be a good fit for Zappos because it is focused on finding an employee that will be a good fit with the company’s culture. The image advertising policy should have a positive impact on Zappos. Zappos is looking for employees that will be willing and interested in buying into their company culture and into following their values. The first step in the selection process at Zappos is to have potential employees apply on their company website. On the website there is a prominent message urges them to read the company’s values first. (Gerhart et al, 2009) The company looks over the candidates and chooses people to go through a process of two interviews. The first interview would be a phone interview...
Words: 927 - Pages: 4
...How to be Successful as a HR Manager Understanding the Human Resource Management Concept Critical for success for any associate who works in Human Resource management is to understand the Human Resource Management Concept. One must have a strong understanding of the various roles involved in Human Resource Management. Human Resource Management involves the management and operations of the following items: “job analysis, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.” It is a function within a business that manages the human capital element and all that it encompasses. It functions as a business unit that deals with all the aspects of employees. The Role of a HRM in a Company The role of Human Resource Manager, HRM, within a company can vary depending on the needs and the size of the business. In a general capacity, a HRM oversees day-to-day operations of all Human Resource functions. These functions include such things as: compensation, staffing, planning, developing, training, and associate relations. The HRM helps to create and instill a corporate culture as designed by the company’s mission or vision. The HRM is responsible for hiring employees. By hiring select talent with certain skills, the HRM will be able to train and develop the employees to carry out the...
Words: 1520 - Pages: 7
...wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels.” It is a function within a business that manages the human capital element and all that it encompasses. It functions as a business unit that deals with all the aspects of employees. The Role of a HRM in a Company The role of Human Resource Manager, HRM, within a company can vary depending on the needs and the size of the business. In a general capacity, a HRM oversees day-to-day operations of all Human Resource functions. These functions include such things as: compensation, staffing, planning, developing, training, and associate relations. The HRM helps to create and instill a corporate culture as designed by the company’s mission or vision. The HRM is responsible for hiring employees. By hiring select talent with certain skills, the HRM will be able to train and develop the employees to carry out the company’s mission. Developing and training associates, in accordance within the company’s expectations, a business can truly benefit greatly. It can help to increase profit and morale. The HRM is also responsible for handling employee compensation. A HRM should fully understand the compensation plan and benefits so that they can explain it to potential employees. Compensation and benefits can help attract and retain talent associates....
Words: 1512 - Pages: 7
...company that we chose to write about is General Electric known as GE. We will explain how internal and external factors affect the four function of management, which are; planning, organizing, leading, and controlling (Bateman & Snell,2009). We will also explain how these factors, along with delegation, affect globalization, technology, innovation, diversity, and ethics. General Electric was founded in 1892 by Thomas Edison, Charles Coffin, Edwin Houston, and Elihu Thomson. These four men had an idea of bringing “good things to light.” GE is an advanced technology, services, and finance company taking on the world's toughest challenges they are dedicated to innovation in energy, health, transportation, and infrastructure (GE, 2011). The major planning for General Electric is their Marketing Plan. GE's marketing function is about delivering superior business impact and results. We rigorously focus on customers; measure and assign accountability; attract, develop, and retain best-in-class talent, and methodically align our work against evolving business strategies (GE, 2011). One of the most important aspects of planning is forecasting what will be needed in that year. GE is leaning toward solar power. They are in the planning stages but this will help out the environment as well as be beneficial to the company’s success. GE has had 11 different leaders since 1892. GE does motivate their employees to do a...
Words: 1632 - Pages: 7
...company that we chose to write about is General Electric known as GE. We will explain how internal and external factors affect the four function of management, which are; planning, organizing, leading, and controlling (Bateman & Snell,2009). We will also explain how these factors, along with delegation, affect globalization, technology, innovation, diversity, and ethics. General Electric was founded in 1892 by Thomas Edison, Charles Coffin, Edwin Houston, and Elihu Thomson. These four men had an idea of bringing “good things to light.” GE is an advanced technology, services, and finance company taking on the world's toughest challenges they are dedicated to innovation in energy, health, transportation, and infrastructure (GE, 2011). The major planning for General Electric is their Marketing Plan. GE's marketing function is about delivering superior business impact and results. We rigorously focus on customers; measure and assign accountability; attract, develop, and retain best-in-class talent, and methodically align our work against evolving business strategies (GE, 2011). One of the most important aspects of planning is forecasting what will be needed in that year. GE is leaning toward solar power. They are in the planning stages but this will help out the environment as well as be beneficial to the company’s success. GE has had 11 different leaders since 1892. GE does motivate their employees to do a...
Words: 1657 - Pages: 7
...[pic] An essay on Shaping New Realities: “Employer Branding- what the next generation/potential employees want from an organization” The term ‘employer brand’ is defined by Simon Barrow and Tim Ambler as the “package of functional, economic and psychological benefits provided by employment, and identified with the employing company.” Branding is what marketers practice to increase the sales of their products or services. Employer branding, on the other hand, as the name itself suggests, is the branding of the organization as a desirable place to work. It is undertaken to attract the potential employees as well as to communicate to the existing employees the company’s image, fostering in them a sense of identity tied to that of the organization. Thus employer branding is the process of creating an identity and managing the company’s image in its role as an employer. The concept of employer branding, though lesser talked about is gaining currency. If we search for the words “employer branding” on Google it brings 371,000 search results. Though not part of the business parlance yet like “branding” which alone, delivers over 1.6 billion search results, or “Corporate branding”, which produces around 6 million hits, the concept of employer branding is catching up given the “war for talent” in this world. Analogous to the PROMOTIONAL MIX for products and services of companies is the EMPLOYER BRAND MIX that includes external reputation, internal communication, senior leadership...
Words: 3058 - Pages: 13
...Human Resource manager AT GOLDEN HOTEL Human Resource manager AT GOLDEN HOTEL Table of Contents Introduction2 Human Resource Management3-4 Projected Future Trends 5 Effective Customer Service Technology Management6 Social Media7 Ethics and Social Responsibility8-9 Website Summary10-11 Conclusion12 References13 INTRODUCTION This project is to help me reach the career path from where I am now to Director of Human Resources in the hospitality industry. Diverse defines the hospitality industry. Human Resources Management Human Resources Management includes enforcing labor and wage laws regarding pay and break periods. Ensuring that employees understand, and that supervisors fairly and consistently adhere to the organization's policies and procedures, helps HR protect worker and company alike. Projected Future Trends Workers’ compensation claims and litigation will continue to be on the rise, resulting in the need for more proactive human resources management of safety in the workplace. Effective customer Service technology management It is well documented that the hotel industry has tended to fall behind in technological advances, opting more for labor intensive operations and service delivery. Therefore, it is perhaps now more important than ever for hotels to make use of technology as a means to provide better guest service quality and increased satisfaction. Social Media Human resource directors...
Words: 2224 - Pages: 9
