...Task 1: Workforce Planning, Recruitment, & Selection Course Code: 234 Student Name: Jared Oldenkamp Student ID: 000248696 Date: 4/30/16 Student Mentor Name: Sarah Bizzaro Labor Demand and Labor Supply A1. According to the memo on proposed employee referral plan, the average age of the current officer is 45 years. A large majority of current officers will be retiring in the near future and need to be replaced. Another demand affecting the labor pool is internal promotions. One quarter of the current work force will have to be replaced following promotions. The new mayor has promised to decrease crime and increase patrols in the high crime areas of the city, requiring the addition of many new officers. A2. According to the memo on proposed employee referral plan, having one of the highest cost of living indexes in the nation has a negative impact on our ability to hire new officers. We have very high property and sales taxes. The weather in the northeastern United States is very intemperate. The cold, harsh winters and warm summers make it hard to attract candidates. The tuition fees at local universities are among the highest in the nation. Many young people are attending college out of state where it is cheaper and the cost of living is much lower. Recruitment Plan/Strategy B1. 1. Increase the number of external and internal applicants to reach the desired 25 new positions accepted by the end of the recruitment period. 2. Reduce turnover rates with the...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwerty...
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...organizational psychology helps organizations to become more effective. Organizations are defined through defining characteristics, behavior patterns, and structures imposed on the perspective applicants. This paper will contain discussion of these principles within the recruitment process from both organizational and applicant perspectives along with how organizational psychology principles is used in the recruitment process, organizational socialization concept, and applying organizational psychology to organizational socialization. This paper gives personal insights of how they relate to work experiences. Organizational and Applicant Perspective of Recruitment Process According to Taylor and Bergmann (2006), organization’s recruitment process is toward green production. Employees and organization receive benefits that attract ideal employees because organizational recruitment has affected the reactions applicants have towards organizations and the job attributes associated with the positions such as salary and organizations locations. Organizational perspective of the recruitment process is that behavior can begin in the attraction recruitment stage. Based on the organization perspective, recruitment applies specific tools and designs to identify the best candidate for the job. An example is when job availability is posted, and the advertisement contains the skills requirement for job, education requirement, and hours per week. By posting this information, organizations...
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...Job Previews (RJPs) has drawn extensive consideration for both educational scholars and practitioners concerned with human resource (HR) recruitment and selection. Organisations use RJPs before a candidate has accepted a job offer, it is used in order to provide job applicants information on both negative and positive aspects of the job (Breaugh 1983). For the rationale of this literature review, we uphold Schreurs’ and Syed’s (2011) explanation of RJP seeing that demonstrates the important position of recruitment practices in enhancing to achieve an organisation’s strategic objectives. This literature review aims to address this through the research conducted by various authors. This review will begin with emphasizing on the purposes of all the findings, subsequently, investigating the current theories in the literature on RJPs by communicating how they are conventionally treated as divergent proportions of the recruitment process. Following the methodological study, outcomes will be discussed, with explicit consideration of RJPs limitations and recommendation to expand on a more effective realistic recruitment processes. PURPOSE Considerable amount of research has been performed on the impact RJPs have on job applicants’ expectations, satisfaction and employee turnover. Schreurs and Syed (2011) show the importance of RJPs in the recruitment function. RJPs meet the expectations of job applicants (Breaugh 1983, p. 618) by producing a group of desirable applicants in order to...
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...Interview Board of the Royal Navy and the War Office Selection Board of the British Army. AT&T created a building for recruitment of staff in the 1950s. This was called The Assessment Centre and this was influential on subsequent personnel methods in other businesses. An assessment centre is a place at which a person, such as a member of staff, is assessed to determine their suitability for particular roles, especially management or military command. Other companies use this method to recruit for their graduate programmes by assessing the personality and intellect of potential employees who are fresh out of University and have no work history. The assessment center method involves multiple evaluation techniques, including various types of job-related simulations, and sometimes interviews and psychological tests. In recruiting a staff to fill the position of a bank manager the following assessment centers which can be used are: Group discussions, Simulations of interviews with “subordinates “or “clients”, Analysis /decision-making problems, Oral presentation exercises, Written communication exercise act. Assessment centres are usually used after the initial stages of the selection process, because of the large amount of time and expense in conducting them, and they usually follow the initial job interview. Employers include this as part of their graduate recruitment programmes or when selecting middle or senior managers. The chief reason for assessment center method are considered...
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...Determining Who and Why MGT 531 February 14, 2013 Jenee Olivier Determining Who and Why Learning Team B (LTB) had the responsibility of locating a job description online for a well-known organization. The following is a brief synopsis that will identify the chosen organization and present a job description from the organization’s website. The job description will include position details, job duties, performance standards, and job factors. The information provided will identify recruitment and selection methods consistent with the organization chosen. As a final point, the synopsis will include a concept map that summarizes the steps of recruiting and the selection criteria for an employee using the job description selected. In 1975 William “Bill” Gates, a Harvard University drop out, founded Microsoft. Today the company is a leader in office products, wireless phones, and other entertainment devices. Microsoft has operational centers in Puerto Rico, Ireland, Singapore, and the United States of America. Approximately 10,000 employees globally work for Microsoft in areas ranging from entry-level positions extending to upper-level management (Facts about Microsoft, 2013). Microsoft is seeking an individual for a Business Services & Administration position in the Communication and Native Devices Team in the Office Client & Services (OCS) organization (Microsoft, 2013) in the Office Client Division. Develop a Concept Map That Summarizes the Steps of Recruiting The purpose...
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...PART TWO RECRUITMENT AND PLACEMENT | | |CHAPTER | |T Five | |Personnel Planning |5 | | |and Recruiting | | | |Lecture Outline | | | |Workforce Planning and Forecasting |In Brief: This chapter explains the process of | | |Strategy and Workforce Planning |forecasting personnel requirements, discusses | | |Forecasting Personnel Needs (Labor Demand) |the pros and cons of methods used for recruiting| | |Improving Productivity Through HRIS |job candidates, describes how to develop an | | |Forecasting the Supply of Inside Candidates |application form, and explains how to use | | |Forecasting the Supply of Outside Candidates |application forms to predict job performance...
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...One of the most important functions of an organization's Human Resources Department is the recruitment of qualified employees. It is important that human resource management selects individuals with the background and skills that match the qualifications of the job opening. Once human resource professionals have done a job analysis, a job description can be created. The job description is used for recruiting the right individuals. Hiring the right applicants to fit the right positions, human resources can ensure that the new employee will quickly become productive and contribute to the production of the company. With such a large theatre of potential job candidates on the market these days, human resource personnel have to ensure that they are reaching the most people possible while not breaking the organizations bank in pursuit of the perfect candidate. There are many ways a company can recruit employees now days, from word of mouth to specific career websites. The hunt for the right employee will be based off the position the organization is looking for. If an organization is looking for an entry level position with no education or experience a popular choice is the newspaper classifieds. This is a great option for companies, because it works and it costs the company very little to take up a small section on the Sunday classifieds. Many organizations will use this method when recruiting for regional non-skilled employees that they will not pay relocation for. ...
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...P1 (a) Describe the Recruitment Documentation used in Apple. If Apple is recruiting workers they will need to advertise their job, they can do this by putting a job description on their website. A job description is a formal account of an employee’s position and responsibilities (Google), by presenting a job description the potential worker can have an idea of the type of responsibilities they will have while working for Apple and the type of job related tasks they will have to complete while working for Apple. Apple’s job description will also contain other important information such as; the working hours, Salary, and the location of the job . This information is vital to a potential employee as they will need to know if they are able to meet the required hours for the job, if the job location is suitable for them, and if the salary of the job satisfies them. Apple will also use a person specification; this is a statement of what type of person Apple believes will be suitable for the job. For example, if the job requires an employee to be behind the till dealing with customers then the person specification will probably state that the employee must have good communication skills in order to communicate successfully with customers. It will also require the applicants qualifications and personal skills E.g. Motivational skills, honest individual, team player , reliable individual ..These are all things that Apple believes could benefit the business. When an applicant...
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...Job Description and Recruiting Strategies Worksheet HRM/300 Fundamentals of Human Resource Management Job Description and Recruiting Strategies Worksheet Conduct an interview with someone who has a career or job position that is different from your own. Identify the duties associated with his or her position, as well as any skills and abilities necessary for the position. Use the information gathered in the interview as well as the Week 3 readings, to complete the following worksheet. Answer each question in paragraph format. JOB ANALYSIS 1. What are the duties and job responsibilities associated with the position held by the individual you interviewed? Synonymous to the titles of lawyers are esquire, public prosecutor, attorney, or counselor. The esquire is licensed by the state to practice law for legal matters. Lawyers are advisors on behalf of his or her client(s). As advocates, the esquire represents the complainant or a defendant progressing his or her client’s litigation via oral or written arguments; briefs or motions. 2. What are the types of knowledge, skills, and abilities that are needed to successfully accomplish the job responsibilities? Prior to becoming an attorney, the individual will realize at least seven years of post-secondary instruction; four years of undergraduate and attend a law school for three years. Receiving a bachelor's degree in any branch of learning qualifies an individual to attend law school;...
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...Police Recruitment Geoffrey St. Clair CJA/214 May 14, 2013 Rachel Quintero Police Recruitment There are quite a few requirements to the recruitment process to become a police department. The entire process can take anywhere from about 4 months to over a year. There are many things that can affect how long the process takes and there are many steps. This paper will discuss the hiring process for the San Antonio Police Department as well as the training programs and career development programs it offers to the officers that are currently employed. Just like most jobs the hiring process for the San Antonio Police Department (SAPD) starts with a written application. This application can also be completed online however it must be printed out and turned in to the police department in person. The application consists of basic background information like: full name, date of birth, address, and also past employment history and drug or crime history. Once the applicant has filled out the application and turned it in they will be scheduled to take the written exam. Applicants must pass the written exam with a minimum score of 70 percent. On the same day as the written exam if the applicant passes, the next step is the physical fitness exam. The fitness exam consists of push-ups, sit-ups, running, climbing a five foot wall, and dragging a 180 pound dummy 20 feet. There are minimum standards and according to the "San Antonio Police Department Careers" (2013) website the...
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...Contents Page List of Tables 2 Acknowledgement 3 1. INTODUCTION 1.1 Background of the Organization 4 1.2 Objectives of the Organization 4 1.3 Services and Customers or Market Segments 5 1.4 Organization Structure I 2. OBJECTIVES OF THE STUDY 7 3. REVIEW OF LITERATURE 7 4. ANALYSIS 25 4.1 Methodology 25 4.2 Analysis on 25 Planning Recruitment, Standard Recruitment Procedure and 25 Recruitment Procedure I. Confirming a Vacancy and Creating the JD’s 26 II. Placing Advertisements 27 III. Applying For a Position 28 IV. Short listing Candidates for Interview 28 V. Interviewing Candidates 30 VI. Using Tests and Presentations 32 VII. Making a Selection Decision 34 5. FINDINGS (Key issues) 35 6. RECOMMENDATIONS 36 List of Tables Page Table 1 (table which includes the guidelines to be used when 31 Interviewing candidates. For example: Time) Table 2 (The record sheet used when doing the presentations 33 and tests) ACKNOWLEDGMENT I sincerely acknowledge with thanks the time and expertise shared with me by everyone who contributed towards completing this project report. Special thanks to the HR manager, staff members at the British Council, Colombo who supported me to gather data on this particular area and for the valuable information provided by them in their respective fields. I am...
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...The Recruiting Industry: Internet Staffing vs. Traditional Staffing The Recruiting Industry: Internet Staffing vs. Traditional Staffing Prepared By: Anthony Moy (amoy29@gmail.com) Jacquelyn Pope (easyon32@yahoo.com) Karishma Sajnani (ksajnani1@gmail.com) Koura Doumbia (kouradoumbia@yahoo.com) Roushan Chowdhury (roushanchowdhury@gmail.com) Twenika Huddleston (Twenika@yahoo.com) Prepared By: Anthony Moy (amoy29@gmail.com) Jacquelyn Pope (easyon32@yahoo.com) Karishma Sajnani (ksajnani1@gmail.com) Koura Doumbia (kouradoumbia@yahoo.com) Roushan Chowdhury (roushanchowdhury@gmail.com) Twenika Huddleston (Twenika@yahoo.com) Prepared For: Professor Battino HRM594 STRATEGIC STAFFING KELLER GRADUATE SCHOOL OF MANAGEMENT November 10, 2014 Prepared For: Professor Battino HRM594 STRATEGIC STAFFING KELLER GRADUATE SCHOOL OF MANAGEMENT November 10, 2014 Table of Contents Introduction 2 Approach 2 Focus 2 Recruiting Industry History 2 Strategic Staffing 2 Internet Staffing 2 Internet Staffing Methods 2 Traditional Staffing/Methods 2 Literature Review 2 Results/Recommendations 2 Conclusion 2 References 2 Introduction In today’s society, you will find that many organizations strive to discover the most efficient, effective way to successfully recruit the ideal candidate that’s a perfect fit within the workplace environment. This can be a daunting task within the Human Resources (HR) department should the appropriate factors...
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...Hiring Policies Student Name SEC 350 Date Instructor Hiring Policies Employees are often referred to as the face of the organization that employs them. This relationship holds true for the private security industry and the personnel who make up the force. Organizations that employ private security personnel have an obligation to provide qualified, well trained, professionals. State and federal regulations regarding licensing, applicant background checks, recruitment methods, and organizational standards are key elements to the hiring process of potential employees. A lack of care in pre-employment vetting can increase of the risk of civil and criminal liabilities for both security personnel and the organization they represent. State and Federal Regulations Private security is a growing industry is that has evolved throughout the years towards a more standardized and regulated profession. This is evident with the increased interest by politicians, legal authorities, and others to increase regulations and standards for the private security industry. Nemeth (2005) highlights the private security profession involves both the status of authority and the inherent responsibilities of such authority. As the industry has increased its reach into more aspects of public life, so has the public demand for regulation of those employed as security personnel. Most states throughout the nation have implemented minimal standards as a means of narrowing the field of employment...
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...to take appropriate actions that, in turn, maximize performance (Cooper & Schindler, 2011). The Recruiter would first do a Market Analysis; this is critical to mission success by assisting recruiters in identifying and analyzing their market areas. The Standardized territory evaluation and analysis for management (STEAM), is the primary source of market research data to identify the recruiting market and determine market potential. This database contains demographic, Navy, All Service Accession Data (ASAD), LEADS, and ASVAB test taker data. STEAM subdivides these groups by race and ethnic categories and provides ASVAB Test Score Category. All population data in STEAM is tailored to reflect the number of people available for military recruitment (Navy Recruiting Command, 2011). The advantage of STEAM is that it provides an analytical process by which Navy Districts and Recruiting Stations can perform market research activities (Navy Recruiting Command, 2011). This model shall be used as the starting point for assigning recruiters, goals, and market analysis. The model is flexible, and can be adjusted to account for unusual market factors. Another model used in recruiting would be the Station market analysis and review technique (SMART), is used to target...
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