...HRM 590 WEEK 5 ASSIGNMENT 2 RECRUITING SELECTION To purchase this visit following link: http://www.activitymode.com/product/hrm-590-week-5-assignment-2-recruiting-selection/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 590 WEEK 5 ASSIGNMENT 2 RECRUITING SELECTION HRM 590 Week 5 Assignment 2 Recruiting Selection Written Assignment #2: Recruiting/Selection – Due Week 5 Purpose: Now that you have a job created, you need to find someone to fill that job. The purpose of this assignment is to outline a recruitment plan to find a candidate to fill your new job opening. Once you’ve identified your recruitment pool, you then need to determine how you will select the best candidate. Then, after your candidate has been on the job for a year, she needs a performance evaluation. Category Criteria Points Recruitment Plan Write a job ad for your job opening. Provide a recruitment plan that includes where you plan to recruit and why, along with how long you plan to recruit and why. You must thoroughly explain your decisions for this recruitment plan. 25 Selection Method Describe the selection method(s) you would use to hire the best candidate. You must thoroughly explain your decisions for this selection method. 25 Performance Evaluation Now you’ve hired a candidate, Cathy. She has been working for you for a year now. Based on the information provided (Performance Results Data document found in Doc Sharing), write her performance evaluation. You must be sure to substantiate...
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...please contact support@jstor.org. . Academy of Management is collaborating with JSTOR to digitize, preserve and extend access to The Academy of Management Journal. http://www.jstor.org This content downloaded from 128.248.155.225 on Tue, 13 Aug 2013 00:20:09 AM All use subject to JSTOR Terms and Conditions RESEARCH NOTES ? Academy of Management Journal 1996, Vol. 39, No. 4, 949-969. THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON PERCEPTIONS OF ORGANIZATIONAL PERFORMANCE JOHN T. DELANEY University of Iowa MARK A. HUSELID Rutgers University In 590 for-profit and nonprofit firms from the National Organizations Survey, we found positive associations between human resource management (HRM) practices, such as training and staffing selectivity, and perceptual firm performance measures. Results also suggest methodological issues for consideration in examinations of the relationship between HRM systems and firm performance. In recent years, U.S. companies have been urged to adopt a variety of performance-enhancing or progressive human resource...
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...HRM-590-11541 Human Resource Management Literature Review Week 3 The first article I found to help me better understand job analysis and how to conduct one was by Lysaght R, Shaw L. and titled Job Analysis (What it is and how it is used).1 This article was very helpful because it showed and explained to me the key elements that are needed when conducting a good strong job analysis. This article showed me that I needed to include both essential and non-essential task descriptions. It also gave specifics on the type of equipment that would need to be used and physical demands as well as many other things to include in my analysis. I was honestly hoping this article would help me more. Though I found some of it useful, it didn’t really help me understand what exactly I need to do to gather the information needed in the job analysis. The second article I found was by Jody Wheaton. Her article is all about how conducting a proper job analysis can improve your business. In the article she describes different ways to actually conduct a job analysis. The thing I took from this article was mostly the importance of actually doing research into the job. Because of this article, I actually sought out the HR department and found out what kind of things they would actually need in an HR reception/assistant position. I wanted to know what kind of equipment they would be using and what exactly they would like that person in that role to do. Jody Wheaton states that “Knowledge, skills...
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...Wisconsin-Madison ) Cornell University McGraw-Hill Irwin ENT; Preface vi 1 Human Resource Management: Gaining a Competitive Advantage 2 Enter the World of Business: Starbucks: HR Practices Help Focus on the Brew, Weather the Recession, and Prepare for Growth 3 Introduction 4 What Responsibilities and Roles Do HR Departments Perform? 5 Strategic Role of the HRM Function 7 Demonstrating the Strategic Value of HR: HR Analytics and Evidence-Based HR 10 The HRM Profession: Positions, Education, and Competencies 11 Competitive Challenges Influencing Human Resource Management 14 Key Terms 61 Discussion Questions 61 Self-Assessment Exercise 62 Exercising Strategy 62 Managing People Skill Shortages Make It Difficult to Fill Positions and Customer Orders 63 Twitter Focus 64 Notes 64 Parti The Human Resource Environment 69 2 Strategic Human Resource Management 70 The Sustainability Challenge 14 Enter the World of Business: HP's New Strategy 71 Evidence-Based HR 24 Introduction 72 Competing through Sustainability Volunteerism and Going Green Are Reaping Dividends for Employees, Communities, and the Environment 30 What Is a Business Model? 72 GM's Attempt to Survive 73 What Is Strategic Management? 74 Components of the Strategic Management Process 75 Linkage between HRM and the Strategic Management Process 75 The Global Challenge 44 Competing through Globalization Apple Polishes Its Image through Auditing Overseas...
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...a foreign country, reading books and so on, they are both effective ways to learn different cultures but they are also not available for most of people, the implementation of internet provides an time saving method for spreading and learning different culture without going to the foreign country physically, most of the people can obtain and learn different culture even without leaving their home. The internet becomes an important force to push globalization and cultural harmonization; it provides the speed and convenience for people who are willing to learn and experiment foreign cultures which never exist before, and for instance, people can watch major events like Olympic game online and also learn knowledge about the host country. 2. Discuss the types of operational conflicts that could occur in an international context because of differences in attitudes towards time and individualism, give examples relative to specific countries. With the development of globalization, more and more multinational companies established their physical appearance in foreign markets, for that reason, the group work which involves people from different...
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...a foreign country, reading books and so on, they are both effective ways to learn different cultures but they are also not available for most of people, the implementation of internet provides an time saving method for spreading and learning different culture without going to the foreign country physically, most of the people can obtain and learn different culture even without leaving their home. The internet becomes an important force to push globalization and cultural harmonization; it provides the speed and convenience for people who are willing to learn and experiment foreign cultures which never exist before, and for instance, people can watch major events like Olympic game online and also learn knowledge about the host country. 2. Discuss the types of operational conflicts that could occur in an international context because of differences in attitudes towards time and individualism, give examples relative to specific countries. With the development of globalization, more and more multinational companies established their physical appearance in foreign markets, for that reason, the group work which involves people from different...
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...Int. J. of Human Resource Management 16:4 April 2005 584– 598 The challenge of international human resource management: balancing the duality of strategy and practice Helen De Cieri, Marilyn Fenwick and Kate Hutchings Abstract Over the last two decades there has been an unprecedented increase in the number of organizations that have internationalized their operations. The international movement of labour that has been concomitant with such expansion of international business has meant that issues associated with the management of human resources across international borders are increasingly important to international human resource managers and academics. The research presented in this paper examines international human resource management (IHRM) pedagogy and practice in Australia. It reports IHRM academicians’ and practitioners’ understanding of the major issues for teaching and practice in IHRM and elucidates current developments and directions for this field. Keywords International human resource management; pedagogy; Australia. Introduction During the last two decades academicians and practitioners of international management have paid increasing attention to the impact of globalization on the management of human resources across national boundaries. International businesses have increasingly turned their attention to issues such as expatriate management (employees being transferred by organizations to work outside their country of origin/permanent residence), managing...
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...Recruiting and Selection HRM 590 Human Resource Management Professor Thomas Anderson 02/11/2013 Recruitment Plan Job Ad for Human Resource Receptionist This highly visible position is critical to the high level of customer service that Human Resources provide. This individual is the first person that any client or applicant will interact with. This position is also considered to be the resources center of most HR information in the department. The Human Resources Receptionist assists in office procedures and provides administrative support 10 office personnel. Recruitment Plan Interested applicants will need to submit a detailed resume to the Internet Job board Real Match. Potential candidates will post their resume which is then searched by our HR Coordinators. Real Match pairs candidates with employers and presents the results. Real Match takes job seekers' skills and qualifications and matches them up with jobs posted by employers. Employers post jobs for free, and then view a graded and ranked list of pre-qualified candidates. We pay only to contact qualified and potential candidates. This works well with our limited budget allowances. Advertising means will also be done in the local newspapers, and through employee referral. It is important that we get a good selection pool of candidates to ensure an exceptional fit. The newspapers and internet job board will advertise our vacancy for two weeks or 10 business days. A variety of recruiting sources...
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...•-V-? __ H U MAN RESOURCE GLOBAL EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management What Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated...
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...www.ccsenet.org/ijbm International Journal of Business and Management Vol. 5, No. 11; November 2010 Effect of Work Motivation on Job Satisfaction in Mobile Telecommunication Service Organizations of Pakistan Rizwan Saleem (Corresponding author) MS, Mohammad Ali Jinnah University, Islamabad, Pakistan Tel: 92-321-501-6378 E-mail: Rizwanprofessional@gmail.com Azeem Mahmood MS, Mohammad Ali Jinnah University, Islamabad, Pakistan Tel: 92-345-587-6377 E-mail: Azeem.Mahmood@hotmail.com Asif Mahmood Phd-Scholar, Mohammad Ali Jinnah University, Islamabad, Pakistan Tel: 92-332-537-1941 Abstract Study Objectives: The purpose of this investigation was to determine the impact of work motivation on job satisfaction in mobile telecommunication service organizations in Pakistan. In addition, the study aimed at exploring to what extent the employees are satisfied with different dimensions of their job. Research Design/Methodology: A survey-based descriptive research design was used. The study was carried on employees working in two service provider organizations of Pakistan. About 60 survey questionnaires were distributed in October, 2009 by using in person and email modes of communication. Stepwise regression analysis, correlation and p-value were used to confirming the research hypotheses. Results: As p-value is less then .05 so it can be said that the variables chosen for the study are not highly significant. The value of R square is too low that can be used for the relationship analysis...
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...The theory, research, and practice of Human Resource Management (HRM) has evolved considerably over the past century, and experienced a major transformation in form and function primarily within the past two decades. Driven by a number of significant internal and external environmental forces, HRM has progressed from a largely maintenance function, with little if any bottom line impact, to what many scholars and practitioners today regard as the source of sustained competitive advantage for organizations operating in a global economy. In this 25th anniversary Yearly Review issue, we conduct a less comprehensive and more focused review of the field of HRM. In doing so, we attempt to articulate some key concepts and issues that can be productively integrated with HRM to provide some interesting and important directions for future work, and consider ways to bridge the gap between the science and practice of HRM. © 1999 Elsevier Science Inc. All rights reserved. This 1999 Yearly Review marks the 25th anniversary of the Journal of Management, and indeed, over this quarter century, the organizational sciences have witnessed an evolution of this journal from start-up phase to its present status as one of the well-respected publications in the field. It is on this auspicious occasion that we take the opportunity to review the evolution, developments, and directions in the field of Human Resource Management (HRM). If we target the Direct all correspondence to: Gerald R....
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...•-V-? __ H U MAN RESOURCE GLOBAL EDITION THIRTEENTH EDITION MANAGEMENT GARY DESSLER FLORIDA INTERNATIONAL UNIVERSITY PEARSON Boston Columbus Indianapolis Dubai New York London Sydney San Francisco Madrid Hong Kong Milan Seoul Upper Saddle River Munich Paris Montreal Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Singapore Tokyo G O N T E N TS Preface 23 Acknowledgments PART ONE 1 INTRODUCTION 27 28 28 30 Introduction to Human Resource Management What Is Human Resource Management? 30 Why Is Human Resource Management Important to All Managers? Line and Staff Aspects of Human Resource Management 32 Line Managers' Human Resource Duties 33 Human Resource Manager's Duties 33 New Approaches to Organizing HR 35 Cooperative Line and Staff HR Management: An Example Globalization and Competition Trends 37 Indebtedness ("Leverage") and Deregulation Technological Trends 38 Trends in the Nature of Work 39 35 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? 31 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 38 36 • HR AS A PROFIT CENTER: Boosting Customer Service Workforce and Demographic Trends 40 Economic Challenges and Trends 42 40 THE NEW HUMAN RESOURCE MANAGERS 43 Human Resource Management Yesterday and Today 43 They Focus More on Strategic, Big Picture Issues 43 • THE STRATEGIC CONTEXT: Building LL.Bean 43 44 They Use New Ways to Provide Transactional Services They Take an Integrated...
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...Word count Jerri Stewart DeVry/Keller University Human Resource Management 590 Professor January 25, 2013 Job Analysis Requests for new full time employees must define the position clearly and its relevance for a new position. Why do a job Analysis? As stated by Ghorpade, Jai, (1988, p 1), a job analysis uses a variety of methods but serves to bring purpose to the organization and serves as legal compliance tools for EEOC and ADA. It provides the advantage of getting first hand information on identifying and verifying useful data for performing the job. Some disadvantages of a job analysis are it is time consuming, requires a useful sample size, and does not take into account most mental tasks. The job analysis is designed to collect and gather information on the process of job related duties a person will perform on the job. The data is used to develop and support the job itself, the job description; helps formulate an appropriate classification for the job and the job performance evaluation. The job analysis should clearly list the specific duties the person will be responsible for and how much time it will take to complete each task. In determining job functions it is important to remember the actual duties to be performed and that they are essential to the job. The level of experience will be required and any special training or education that will also be needed in order for it to be evaluated. There should be a clear purpose for analyzing...
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...Taipei Toronto Amsterdam Delhi Cape Town Mexico City Sao Paulo Hong Kong Singapore Tokyo Contents Preface xxiii Acknowledgments xxvii Introduction to Human Resource Management 2 WHAT IS HUMAN RESOURCE MANAGEMENT AND WHY IS IT IMPORTANT? What Is Human Resource Management? 4 Why Is Human Resource Management Important to All Managers? 5 Line and Staff Aspects of Human Resource Management 6 Line Managers' Human Resource Duties 6 Human Resource Manager's Duties 7 New Approaches to Organizing HR 9 Cooperative Line and Staff HR Management: An Example 9 Moving from Line Manager to HR Manager 10 THE TRENDS SHAPING HUMAN RESOURCE MANAGEMENT 10 Globalization and Competition Trends 11 Indebtedness ("Leverage") and Deregulation 12 Technological Trends 12 Trends in the Nature of Work 13 Workforce and Demographic Trends 14 Economic Challenges and Trends 15 IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT 16 The New Human Resource Managers 16 Strategic Human Resource Management 18 High-Performance Work Systems 19 Evidence-Based Human Resource Management 19 19 • EVIDENCE-BASED HR: Why Should You Be Evidence-Based? Managing Ethics 20 HR Certification 20 THE PLAN OF THIS BOOK 21 The Basic Themes and Features 21 CHAPTER CONTENTS OVERVIEW 22 Part 1: Introduction 22 Part 2: Recruitment and Placement 22 Part 3: Training and Development 22 Part 4: Compensation 23 Part 5: Employee Relations 23 The Topics Are Interrelated 23 4 VII viii CONTENTS CHAPTER SECTION SUMMARIES...
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...Analysis of Apple Inc. business Strategic Unit (iPad unit) Contents Introduction .................................................................................................................................................. 2 1. Strategic position of Apple Inc .................................................................................................................. 2 1.1 Competitive strategic position ............................................................................................................ 2 1.2 Strategic group mapping ......................................................................................................................... 4 2. External drivers of change affecting Apple’s Strategic Business Unit ....................................................... 5 2.1 PEST Analysis ....................................................................................................................................... 5 2.1.1 Political and legal drivers ............................................................................................................. 5 2.1.2 Economic factors .......................................................................................................................... 5 2.1.3 Socio-cultural factors ................................................................................................................... 6 2.1.4 Technology .............................................................................
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