...Case Study Analysis Lisa Tavarez COMM/215 March 17th, 2013 Mrs. Mary Cagney-Carrington Case Study Analysis Introduction Carl Robins, the new campus recruiter for ABC, Inc., has successfully recruited several new employees for the company despite being recently employed himself with ABC, Inc. He has employed 15 new trainees to work under the Operations Supervisor, Monica Carrolls. Carl is inexperienced and does not realize what his responsibilities fully entail, nor does he realize how to utilize effective management skills. Carl is about to endure a professional nightmare as the target date for orientation approaches, and he is regretfully unaware of certain areas of non-compliance in the applications process, transcripts and mandatory drug screenings required of all new employees. While going through his files, Carl becomes painfully aware of the above and panics. What is he going to do? Will Carl be able to rise to the occasion and deliver what is expected of him, as per the demands of his position, and as outlined in his job description, or will Carl stand to lose his newly acquired position due to his lack of initiative and inexperience. Carl has been newly employed at ABC, Inc., for a period of six months. This is Carl’s first position as a recruiting officer. The role of a Recruitment Officer is to develop and manage the implementation of a recruiting strategy that fulfills all current and future staffing needs of an organization...
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...The Transportation Security Administration (TSA) today announced the start of TSA Pre✓™ operations at LaGuardia Airport (LGA). TSA Pre✓™ is a passenger pre-screening initiative that allows qualified passengers to go through an expedited security process, which among other benefits, allows them to keep their shoes and light-weight jackets on while going through the checkpoint. At LGA, select Delta Air Lines frequent flyers are now eligible to participate and may receive expedited screening benefits when traveling domestically. TSA Pre✓™ is part of the agency’s larger effort to implement risk-based security concepts that enhance security by focusing efforts on travelers about whom the agency knows less. To date, more than 640,000 passengers have experienced TSA Pre✓™. TSA Pre✓™ is now available in 12 airports for both American Airlines’ and Delta Air Lines’ frequent flyers. “It is important to understand that TSA Pre✓™, and risk-based security in general, does not mean less security – it means more focused security,” said TSA Deputy Administrator Gale Rossides. “Every passenger will still be screened, and TSA officers will still be looking for prohibited items, including in the TSA Pre✓™ lane. With risk-based security initiatives, we’re adjusting the screening procedures for those passengers that we know more about so that we can focus on finding that small fraction who may pose a threat. By doing so, we hope that everyone will have a better security experience.” Eligible passengers...
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...Job Analysis Amanda Anderson PSY/435 June 23, 2014 Stephanie Johnson Job Analysis There are many jobs that an individual may pursue when they obtain a degree in psychology. One such job is parole officer. This paper will provide insight on the functional job analysis of a parole officer, discuss how a functional job analysis can be used within the organization, evaluate the reliability and validity of a functional job analysis, evaluate different performance appraisal methods and how they may be applied to a parole officer, and will conclude by explaining the various benefits and vulnerabilities of each performance appraisal method concerning the job of a parole officer. Functional Job Analysis The functional job analysis uses both observation and interviews to provide a description of a job and scores on several dimensions concerning both the job and potential workers. These dimensions apply to all jobs so that the procedure can compare them. This process helps to set the recommendations for the job outline. Candidates for the parole officer position should meet the job requirements. The job analysis identifies all of the specific tasks required to perform the job, and then all of the specific knowledge skills and abilities required to perform each task are identified (Spector, 2012). The minimum requirements for a parole officer position in most counties and states include a bachelor’s degree, and that the candidate is at least 20 years old. Federal positions...
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...Reflection Week 6 Employees are the most valuable asset to any organization; without the employees the business cannot run. More importantly, employees are a reflection of the company’s image, so selecting the right individuals will determine how well the company will do. Atwood and Allen Consulting firm has brought in Team A to provide the recommendations for the Recruitment and Selections Strategies Plans for Landslide Limousine Company, Clapton Commercial Construction Company, and Bollman Hotel Chain. The Plans will include the organizational goals, forecasted demographic changes, an analysis of the projected workforce needs for the next five years, workforce diversity objectives, methods for recruiting and screening candidates, interview methods and process considerations, and methods for selecting candidates. Landslide Limousines Recruiting and selecting the right candidate is an overwhelming process for a startup small business. “Job recruitment and selection practices represent a prerequisite for companies aiming for competitive and skilled employees” Zaharie, M., & Osoian, C. (2013). Once again, Bradley Stonefield has offered Team A Consultants the ultimate occasion to interact by drawing for Landslide Limousines his recruitment and selection strategies. Organizational Goals Following the details stated in the past weeks by Mr. Bradley Stonefield, the goals for his limousine business has stayed unchangeable. He would like to build a high class limousine company in Austin...
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...Chapter 1 1. Introduction “A highly successful organization is built on the strengths of exceptional people. No matter how much technology and mechanization is developed, no organization could survive and prosper without them”. --- Luszez and Kleiner, 2001 The most important corporate resource over the next few years will be talent: smart, sophisticated business people who are technologically literate, globally astute, and operationally agile. And even as the demand for talent goes up, the supply of it will be going down (Fishman, 1998 cf. Trank et al., 2002). This seems to particularly hold true in case of the motor vehicle industry in Bangladesh which requires high quality and highly skilled labour force to cater to the rapidly increasing global demand for communication services but is currently facing an increasing shortage of skills supply. Moreover, due to shortages of skilled workers, high turnover rates, and rapid business growth in the service sectors, it has been noted that recruiting, selecting, and placing applicants are among the top three priorities of human resource professionals (Bureau of National Affairs, 2000; Straus, Miles, and Levesque, 2001 cf. Bauer et al., 2004). Since the motor vehicle industry in Bangladesh is faced with these three challenges, recruitment and selection comprises an important human resource practice in this industry. Further, in this industry, human resources comprise...
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...Traditionally, when officers begin a career with a police department, a career could last 30 or more years. With the potential for such longevity in the field, the psychological screening process must determine issues that could arise over time and interfere with the individual’s ability to perform the job. Law enforcement agencies can reduce future excessive force litigation within racially diverse communities through valid psychological assessments and screening out potentially aggressive candidates as well (Koepfler et al., 2012). Although psychological assessments are in the regimen of hiring a police personnel by licensed psychologists with a specialty in police screening (Gallo & Halgin, 2011), each police personnel have individualized battery of assessments and the criminal justice system do not contain a streamlined screening process across the nation (Lough & Von Truer,...
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... Today’s Recruitment Process In today's world, companies are required to recruit more qualified personnel, but to complete such task; companies need to rely on the professionalism of the human resource department. This paper is about to provide the importance of having a job analysis, which is usually implemented by the HR officers, who handle hiring these new candidates. Therefore, the paper will also identify the different methods of recruiting personnel and the importance of using the right method. The job analysis can provide companies with the necessary tools to hire new qualify people, and to retain them in the company, which helps to improve the company's growth. Job Analysis Job analysis is a tool manager's companies can use to interviewing, hiring, training, and promoting employees (Kelley, 2002). However, the job analysis has many functions, some of them include measure the employee's performance, reduce the risk of having physical injuries, and determine the qualifications an employee may have to perform certain jobs. In other words, job analysis is necessary to determine the amount of skills, levels, and time frame. All these aspects are part of the hiring processes and are more known as the strategic workforce planning process. The formal job analysis process consist of many different steps, for example, the human resources department must create a job analysis where they identify the employee's skills, knowledge...
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...As an Expert Transportation Security Officer - Lead Behavior Detection Officer (LBDO) (previously titled Expert Transportation Security Officer- Behavior Detection Officer, ETSO-BDO) for the Office of Security Operations (OSO), Transportation Security Administration (TSA), Department of Homeland Security (DHS). I perform activities in support of the Behavior Detection and Analysis (BDA) Program, and make security-based decisions using intelligence, critical thinking, experience, observation, and passenger engagement as prescribed in the Behavior Detection Officer (BDO), Standard Operating Procedures (SOP) and training. My LBDO duties include but are not limited to the following: - Schedules an adequate number of Officers to provide for efficient...
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...Chapter 1 THE PROBLEM AND ITS Background Introduction The September 11, 2001 terrorist attack of the World Trade Center in New York City, USA directly caused the death of more than three thousand innocent civilians when two hijacked jetliners deliberately slammed against the twin towers that used to be a testament to the United States’ economic clout. On the same day, two other hijacked airliners were flown to other targets, one of which was the Pentagon, the seat of America’s military might, while the fourth aircraft crashed in a Pennsylvania field, believed to have been due to its passengers fighting back to regain control. While these incidents are certainly not the latest terrorist attacks against civil aviation, these attacks are significant in the sense that its aftermath truly changed the course of history of many nations and radically changed the lifestyles of many peoples. The earliest recorded terrorist act was on September 9, 1949, when a bomb was placed and exploded in a Quebec Airways flight in Canada. Since that first recorded aviation security breach, security experts had been trying to be one step ahead of the terror groups in hardening aircraft and airport targets against all forms of terrorist attacks. However, on July 22, 1968, three gunmen from the Popular Front for the Liberation of Palestine (PFLP), hijacked a passenger airliner of the Israeli airline El Al, on a flight from Rome to Tel-Aviv, and demanded the release of their comrades-in-arms who were...
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...Data to Knowledge Analysis Patricia Warble University of Maryland April 26, 2015 Data to Knowledge Analysis It is estimated that at least 94% of the U. S. population have at least one cardiovascular/stroke risk factor, with major risk factors (diabetes, hypertension, hyperlipidemia, smoking, obesity) in at least 38% (Roger, et al., 2012). The presence of peripheral arterial or carotid disease detected during community cardiovascular screening changes risk stratification. Evidence-based treatment guidelines, such as aspirin and statin use can be implemented in those with risk factors to minimize the risk of a life threatening or debilitating health event such as myocardial infarction or stroke. The Dare to Care (DTC) program is a community cardiovascular screening program that utilizes ultrasound to screen for carotid atherosclerosis and abdominal aneurysm, in addition to peripheral arterial disease, hypertension (HTN), and self-report risk factor assessment. A clinical question of interest: How effective is a community cardiovascular screening program in identifying persons with subclinical atherosclerosis, who are at risk and not on appropriate preventative treatments such as aspirin and statins? The purpose of this paper is to identify potential data sources, discuss data access implications, and identify strengths and weaknesses of data sets and identity potential data analysis testing tools. Potential Data Sources The DTC program utilizes an old FoxPro SQL database...
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...Bangladeshi industrial conglomerates. The industries conglomerates include cement, steel, consumer goods, tobacco, edible oil etc. Here we focused and worked with “Abul Khair Tobacco CO. Ltd. Here we have briefly discussed about their(1) company overview(2)HRM overview (3)company structure (4) salary range (5)employee selection process (6) problems of selection process and it’s solution (7) probability of changing the selection process(8) feedback of the selection process(9)probationary period (10) training and development (11) expectation from a fresh graduate (12)demand of BBA and MBA in Abul Khair and (130)SWOT analysis. ------------------------------------------------- To complete this sections several times we had visited the company and talked with many employees of the company and at last we took help from the website of Abul Khair.We tried to give relevant and authentic information of the company. ------------------------------------------------- As we are varsity student we hardly tried to observe the demand of BBA and MBA students and the qualifications they look apart from certificates. By reading the text book we tried to do the SWOT analysis . we tried to do better...
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...for that one specific strategy that will dramatically instill a positive structure for policing. According to (Walker, S., & amp ; Katz, 2011) “ Herman Goldstein’s approach to policing represents a proactive to policing, rather than a reactive approach to policing. Policing is more than just a response to 911 calls policing involves problem solving to identify recurring problems and developing strategies to reduce and eliminate recurring problems.” Structure or Problem- Solving Policing From 1980 Herman Goldstein upstarted a new structure of policing by solving problems and preventing specific crimes. The police officers during the 1980s’ is based on upholding and maintaining order and attaining the ultimate goal of “Protect and Serve”. Herman Goldstein’s problem solving or problem oriented approach is based on the severity of that particular crime. All crimes has its own identity and problems. Crime occurs in a number of...
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...Ethics in Criminal Justice Administration Analysis CJHS/484 March 23, 2015 In this paper I will discuss and “analyze the relationship between ethics and professional behavior in the administration of the criminal justice system. Also discuss the role of critical thinking with the regards to the relationship to ethics and professional behavior” (The University of Phoenix, 2015). And a proposal a seminar on due process and how there are several steps that fall into the classification of the professional standards and values that have to do with the criminal justice system. The due process model meets the criteria for professional and ethical standards that are within the criminal justice system. The model goes to show that those in the criminal justice system is conducting themselves in a professional and ethical manor that uphold the rights of all those involved from inmates to co-workers within the criminal justice system. Due process model “is a type of justice system which is based on the principle that a citizen has some absolute rights and cannot be deprived of life liberty or property without appropriate legal procedures and safeguards” ("USLegal: Due Process Model Law & Legal Definition", 2001-2015). “The due process generally requires fairness in government proceedings” ("USLegal: Due Process Model Law & Legal Definition", 2001-2015). In example a person that is charged with a crime has the right to counsel, “right to a speedy trial and to be heard and...
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...AN ANALYSIS OF THE RECRUITMENT METHODOLOGY OF SALES OFFICERS IN A PRIVATE BANK (A CASE STUDY OF A PVT LTD YESBANK) BY KINSHUK DE CONTENTS Chapter 1. INTRODUCTION 1.1 AIM 1.2 BACKGROUND 1.3 INDIA’S BANKING SCENE 1.6 EMERGENCE OF PRIVATE SECTOR BANKS 1.7 NATURE OF PROBLEM 1.8 JUSTIFICATION 1.9 ATTRITION 2. RESEARCH METHODOLOGY 2.1 AIM 2.2 OBJECTIVE OF STUDY 2.2 RESEARCH TECHNIQUES 2.5 RECRUITMENT METHODOLOGIES 2.6 INTERNAL RECRUITMENT 2.7 EXTERNAL RECRUITMENT 3. CASE STUDY AT YESBANK 3.1 INTRODUCTION AND GROWTH IN BANKING SECTOR 3.2 YES BANK: AN OVERVIEW 3.3 YES BANK GROWTH 3.5 STRUCTURE OF YES BANK 3.6 HUMAN RESOURCES DEPARTMENT AT YES BANK 3.7 NATURE OF RECRUITMENT PROBLEM FACED AT YES BANK 3.8 RECRUITMENT PROCESS IN YES BANK 3.12 JOB DESCRIPTION 3.13 ANALYSIS OF METHODOLOGIES FOR RECRUITMENT OF SALES OFFICERS 3.14 JOB CONSULTANTS 3.19 ONLINE APPLICATIONS 3.22 REFERRALS 3.25 CAMPUS PLACEMENTS 3.27 DIRECT ADVERTISEMENT 3.28 INTERNAL RECRUITMENT 3.29 CURRENT SCENARIO AND TREND AT DELHI/ NCR REGION 3.30 ANALYSIS FROM INTERVIEWS 3.31 SURVEY OF EMPLOYEES 3.32 EFFECTIVENESS ...
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...A study on Recruitment And selection process of BRAC Bank Ltd. A study on Term Paper On Recruiting Process on BRAC Bank Submitted To: --------------------------- Md.Mahbub ul Alam Senior Management Counsellor Head, Training of Trainers (ToT) & Behavioral Management Division & Member Secretary, Post Graduate Diploma Courses Submitted By: -------------------------- Sabyasachi Bosu PGD-HRM Roll# 14KH002 Bangladesh Institute of Management Date of Submission: December 21, 2014 Letter of Transmittal December 21, 2014 Md.Mahbub ul Alam Senior Management Counsellor Bangladesh Institute of Management Subject: Letter of Transmittal Dear Sir, With great pleasure I submit my Recruitment and Selection process report on “BRAC Bank Limited.” that you have assigned to me as an important requirement of PGD- HRM course. I have found the study to be quite interesting, beneficial & insightful. I have tried my level best to prepare an...
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