...One of the duties of being a human resource manager at Fortune 500 Company is being in charge of hiring a new sales consultant for the fiber optics division that will be capable of selling the latest fiber optics to leading wireless manufacturers of five key companies. The potential candidate must be articulate, sophisticated, and knowledgeable about fiber optics, flexible to travel, and work after hours. Out of all the potential candidates that have applied and the person I chose to hire is Jyoti, the Manager of Wireless Retail Store. I would do so because she has all the qualifications and experience needed to improve sales at Fortune 500. Jvoti shows great improvement and advancement in her last job position by starting in assisting in sales to managing a wireless phone company’s regional sales. She demonstrated self-initiative skills in regards to management and raising sales by 60%. The position requires traveling and Jvoti being single, is able to work long hours as well as travel to improve the revenue at Fortune 500. Her gender did not play a role in the deciding factor to hire her, only her experience and skills. She portrays herself, as a fast learner and gender discrimination does not impose any issues within the company’s policies (Lecture, 2012). The final aspect for deciding to hire Jvoti is the much experience in managing wireless phone companies and that she raised revenues 60% last year in her previous position. This statistic shows Jvoti’s perseverance and...
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...Dustin Davis Mrs. Herr English 102 12 April 2016 College Athletes Should Be Paid Many people in the United States say that college athletes should not get paid because they already receive a scholarship. Did you know that college athletes miss quality class time to play in tournaments and televised games? What happens when that scholarship is revoked, or for the athlete that only receives a partial scholarship or not one at all? The majority of college athletes put more time into playing their sport than an employee does working a full time job. Student athletes are also core members of the University’s marketing team. How are college athletes supposed to pay for tuition and everyday expenses if they are not paid for what they do for the school? Also, a sports injury could prevent a college athlete from ever playing again. College athletics have gained immense popularity over the past few years. The NCAA is a billion-dollar industry and has been for a long time. Due to the increased ratings of college athletics, the NCAA will continue to rise. Therefore, college athletes should be paid. To begin, college athletes miss classes to play in tournaments and televised games, reducing the quality of their education. According to Marc Edelman, Forbes contributor, “The men’s college basketball teams would miss up to a fourth of their classes due to the tournaments they participate in” (“NCAA”). College athletes should receive some type of pay for this because they are risking the...
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...Abstract This paper debates whether Division 1 athletes should be paid or not. I explain the situation to the readers that do not have much background knowledge of the topic. I go on to say that Division 1 players should be paid because they do not have much money to buy necessities. The NCAA does not allow players to get jobs due to the workload required for their particular sport. The athletes also cannot sell their items or autographed items for revenue. My next reason athletes should be paid is because they are the core of the collegiate sports. Without the players, there would be no revenue period. My next point is that the scholarships are not enough to compensate or the time the athletes put into their sport. Although the scholarship helps, it doesn’t help the players any further than paying for tuition, rooming, and books. Should Division 1 Athletes Be Paid? Imagine one having a career that takes up a majority of one’s time, requires one to do rigorous tasks, and causes one to travel to many different states. Their role in their career brings in billions of dollars to the company but one doesn’t get paid one cent. Seems like a lop-sided deal, right? Well this is the position for many Division 1 athletes all across the United States today. Today a hot topic in the collegiate world is whether Division 1 college athletes should be paid for what they do and if there are too many responsibilities put on these young adults’ backs. Some believe that the...
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...Introduction As a group, we decided to base our research on comparing the recruitment experiences of two recent recruits within the “Big 4” accounting firms. The group agreed on this method so we could analyze the differences between the two processes and also the similarities as the companies work within the same industry sector. Also, to gain a more extensive view we chose to select two different types of recruit. One member of the team interviewed a Postgraduate employee and another asked questions of a direct entry employee. We chose these interviewees as it is a relevant area for our team and it was insightful to see the recruitment process they went through considering we may engage in a related process in the near future. Review of Literature Interview Once a candidate is selected, it is the responsibility of the recruiter to determine the method necessary to select the ideal employee for a given position. There are a number of techniques that can be utilized for this assessment, the primary ones being interviewing, psychometric testing, and provided work samples or references. The type of evaluation chosen must take into account the nature of the position, the expectations of the company, and how accurately it will provide insight into a candidate. The success of this process hinges on the ability to accurately compare all candidates on many levels. Finding a method that is both standardized and minimizes bias provides a greater opportunity for successful recruitment...
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...The human resources department is one of the most critical components for employees in any business. This support system is responsible for everything from payroll to hiring a new employee and training those employees. Human resource planning is an extended part of this system, and is used to ultimately structure and meet all of the organizational goals of a company. Background While a traditional human resource role serves as an administrative control function, human resource planning develops strategies for matching the skills and size of the workforce to organizational needs. In other words, the planning system specifically new employees, trains and restructures the personnel needed to meet the business’s objectives and any changes within the external environment. Responsibilities There are three main responsibilities that are important to complete in order to prepare for the planning process. These responsibilities include forecasting the demand for labor, performing a supply analysis, and balancing supply and demand considerations. Process The process of human resource planning involves assessing the already existing workforce by analyzing individual employee's skills to see if they are a valuable part of the company’s future. Ultimately, this may include the development of training and retraining strategies. In order to keep up with a competitive market, organizations use human resource planning to create new and innovative strategies designed to recruit new talent...
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...Discuss several areas in which HR can affect organizational culture positively or negatively. HR affects organizational culture by developing and implementing different policies and procedures in areas like, hiring practices, management relations, compensation, and employee conduct and behavior. When the HR departments make decisions they can have a significant positive and negative implication for the cultural quality of the organization. As company executives move up the ladder in the organization they get farther away from the “front lines” they don’t have a strong understanding of the culture. It is up to the HR department to educate the top on what is going on with the culture, so that there is a better understanding. Developing compensation is both a positive and can be a negative to an organization. This is because, the incentive program for sales staff can provide an opportunity to increase their compensation when there is greater productivity. The down side is the sales staff is competing with each other and could lead to deterioration of the team and lower morale. When hiring if the HR department doesn’t pay close attention to the characteristics of the employee they may be hiring an employee that won’t fit in with the corporate culture. To ensure proper behavior the HR department must develop a code of conduct. If a code of conduct isn’t strong or if there isn’t one at all employees will see it as given lip service by human resources could lead to a culture of...
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...HR Management Chapter 1: Changing Nature of HR Management HR Management: policies, practices and systems that influence an employee’s behavior, attitude, and performance in the attainment of organizational goals HR Activities Strategic HR Management: linking HR function with strategic objectives of the organization in order to improve performance. • Measure HR effectiveness • HR metrics • HR technology (HRMSs) • HR planning Equal Employment Opportunity Compliance with laws Diversity of multicultural and global workforce Employment equity legislation Staffing Job analysis Job description/job specification Selection process Talent Management and Development Orientation Training Career Planning Performance Management Total Rewards Compensation (pay, incentives, benefits) Variable pay programs Health Safety, Security EAPs (Employee Assistance Programs) Health promotion Workplace Security Employee and Labour Relations Employee rights Policies and Procedures Union/Management relations Every manager in an organization does HR functions. Small company: less than 100 employees - shortages of qualified workers, increasing costs, increased wage pressures, increasing competition Medium sized companies: 100 to 500 employees HR Managers work with Operating Managers Management of Human Capital Physical Financial Intangibile Human Human capital/Intellectual capital: collective value of the capabilities...
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...competitive advantage. Due to this strategic decision, Apple’s human resource department will need to come up with a talent acquisition strategy. First, the HR department will need to come up with a recruiting strategy based on forecasting and HR planning. This research paper will first discuss the approaches to recruiting that might be best suited for Apple’s talent acquisition. It will also discuss the traits and behaviors an effective recruiter will need in order to accomplish the organization’s recruiting strategy and goals. Apple will need to determine the best way to effectively plan for this talent acquisition. Based on cost, three suggestions will be made for Apple to accomplish this goal. This research paper will conclude with discussing the benefits of HR forecasting and why it is a necessary step in HR planning. 1. Based on the information given but in your own words, explain what approaches to recruiting might be best suited for Apple’s talent Acquisition. Apple is recruiting engineers and other personnel to work on developing microchips in-house instead of outsourcing the process. Apple feels as if secrecy of their developing product is more important than efficiency of production. Therefore, they are conducting a mass hire throughout the organization. Apple has already taken an aggressive approach in recruiting by acquiring small competitors making them a part of Apple. This approach is a drastic and rapid approach; however, there may be significant attrition...
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...Online Recruiting HR Information Systems Dr. Karen Golaub June 1, 2015 As the economy and technology evolves, human resource practices often 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...
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...MM522: Week 7 – Assignment: Marketing Plan – Victus HR Solutions 06/12/2010 Omolola Adekeye D03211850 Student Keller Graduate School of Management Executive Summary Our company functions as a Human Resources Management Consultancy firm providing specialty human resource services and business immigration to small and midsize business. Professional recruitment services are offered to healthcare and legal professionals. We represent the interests of both healthcare and legal professionals and the facilities that employ them -- matching professionals with their most desirable job openings while supporting employers in their search for skilled, experienced talent in those same professions. Victus HR Solutions is a human resource (HR) consulting company Victus has expertise in a wide range of HR areas and is targeting the emerging company market. Victus HR Solutions will offer this market the ability to compensate it with stock options from their company in lieu of only cash. This will be especially appealing to start-up companies that find capital scarce. Omolola Adekeye, the founder and owner will be leveraging her past and current personal/professional relationships to generate business for Victus HR Solutions. The leveraging of these relationships will be especially fruitful since a large degree of business for emerging companies is based on networking. Omolola has a large number of relationships to utilize having spent over as immigration professional. She also has...
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...Recruiting/ Selection Running head: RECRUITING/SELECTION 1 Exceptional Keller Student Recruiting/ Selection Keller Graduate School HR590 Recruiting/ Selection Recruitment Plan Human Resource Receptionist Job Ad JOB SNAPSHOT Publish Date: 11-28-2010 Industry: Marketing Location: Tampa, FL, 33619, USA Employer: The Marketing Company DESCRIPTION Title: Human Resources Receptionist Location: FL-Tampa Salary: $27,000 to $32,000 per year 2 The HR receptionist is an integral part of the HR team. In this important role, your responsibilities will include a variety of duties including organizing recruitment workflow paperwork, light employee relations, assisting with employee training and development, and assisting with special HR projects and HR reports. The main responsibilities of the receptionist include answering incoming calls, greeting guests, and other clerical duties as needed. The ideal candidate will have 2 years of experience as a receptionist, will be comfortable working in MS Word and Excel, and will be able to work in a fast paced environment. Employee Relations - Partners with staff on a variety of employee relations issues and escalates to managers as necessary. - Answers general benefits questions and resolves issues with Fidelity and/or corporate benefits as necessary. - Assists with on-boarding new employees - Contributes to HR quality improvement Data Management - Monitors HRIS to ensure that reporting structures/job titles/cost centers are correct ...
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...Certificate in HR Practice Unit 1 – Developing Yourself as an Effective Human Resources Practitioner Assessment Activity – 4DEP-F301A-(HR) Issued on 12th January 2015 Name: Activity 1 – Understanding the knowledge, skills and behaviours required to be an effective HR practitioner Summary of the CIPD’s HR Professional Map (HRPM) The HR Professional Map (HRPM) was introduced by the CIPD to help HR professionals to find their current levels of professional competence in their HR profession and to help them find their potential and ways to improve in the future. It will do this by asking HR professionals to rate their performance from 1-7 in their specific area of work, for example “Resource and Talent Planning” and also to rate their performances for specific behaviours, for example “Role Model”. Once this is done a report will be produced and will get recommendations for the individual on how to improve in the future. The professional map is made up of 2 core essential professional areas “Insights, strategy and solutions” and “Leading HR”, 10 professional areas for example “Resource and Talent Planning” and “Employee Relations”, these topics deal with the more diverse side of HR, 8 behaviours, which HR professional are expected to show in daily work life, for example, “Curious” and “Role Model”. The map is completed by the use of Bands, 1 – 4. This allows the HR professional select where they are in their current HR profession, Band 1 being the start and Band...
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...Title: | Recruiting: Ethics: What are some common ethical dilemmas that HR professionals face during the recruiting process? How should we handle them? | Publication: | HR Q&As | Publisher: | Society for Human Resource Management | Date: | 12/17/2012 12:00:00 AM | Copyright © 2012, Society for Human Resource Management | Recruiting: Ethics: What are some common ethical dilemmas that HR professionals face during the recruiting process? How should we handle them? 12/17/2012 Ethics play a very important role during the recruiting process. While there are laws in place that protect certain individuals during the hiring process--as well as help maintain a professional, ethical standard when hiring employees--HR professionals are often faced with dilemmas that extend beyond these principles. Some common ethical dilemmas in hiring can include: * Placing misleading advertisements for jobs. * Misrepresenting the requirements of a particular position. * Responding to a hiring manager who has asked you to find a way “around” not hiring a qualified candidate for discriminatory purposes. * Not reviewing candidates based on their merits. To help deal with these types of dilemmas, it is critical for HR professionals to be honest, consistent and objective throughout the recruiting process. Job ads for positions that actually differ from what is being advertised should not be placed. Generally, employers should focus on a candidate’s ability to perform...
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...Abstract HR can answer the needs of this new future workplace. But it will need a new focus on managing the whole lifecycle of employment, new recruiting and engagement ideas, the ability to provide training and development for employees who are not likely to see real salary increases for another decade, and better metrics that prove to the business the impact they are making in the coming years of this Post-Recession Era. Introduction As the U.S. economy begins to right itself from the financial crisis and associated recession, our thoughts turn to the possibility of new growth and new opportunities for business. The end of the recession may not be the ideal resolution to the struggles of the past few years. Compensating for losses has had a significant impact on organizational behavior. Aon Corporation released the 2011 Talent Survey, which revealed some rather unsettling results for the future of human resource management due in large part to the economic crisis (Eamley, 2011). Some of the topics to be discussed will be employee engagement and retention, recruiting and development and leadership in the coming years. Engaging and Retaining Based upon the Talent Survey’s results, there seems to be a problem in the highly important area of engagement, as a mere 14 percent of the 1,328 employers polled nationwide believe that their leaders are actually effective at meeting profitability targets, 17 percent believe they are adequate in...
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...RESOURCE MANAGEMENT INNOVATIONS & TECHNOLOGY – ROLE IN RECRUITMENT & MOBILITY Abstract— Human resources have been called the “key ingredient to organizational success and failure).In today’s Globalized era Human resource practices have become more innovative and technological. Today HRM Practices uses technology to enhance mobility. The HR and global mobility Departments have a great deal to gain by replacing existing deficiencies with operational efficiencies that can be achieved through the use of technology. In addition, the effective use of technology can enable organizations to track employees and reach out when required. Today the social networking sites viz. facebook, twitter, LinkedIn etc. are used as an innovative tool to recruit the capable and efficient human resources in any organization. Technology is moving beyond its role as a business enabler and become further ingrained in the life and work styles of the future workforce, while also changing employee and business expectations and interactions with one another and the world around them. This Paper critically discusses the Impact of Technology on recruiting and mobilizing the workforce, We specifically put an emphasis on what is often called “new” or “modern” HRM practices—practices that imply use of high levels of technology and innovations in recruitment process. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation while drawing...
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