...MANUAL Four Recruitment and Retention Case Scenarios By Marcia R. Gibson, Ed.D. Project team Author: SHRM Project contributors: External contributor: Editor: Design: Marcia R. Gibson, Ed.D. Nancy A. Woolever, SPHR Sharon H. Leonard Courtney J. Cornelius, copy editor Kellyn Lombardi, graphic designer © 2008 Society for Human Resource Management. Marcia R. Gibson, Ed.D. Note to Hr faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0873-IM Introduction These recruitment and retention case scenarios are designed to be presented sequentially, since each scenario builds upon the previous one. They are intended for undergraduate college students. LearNING oBjectIVeS Students will learn to: Determine recruitment needs. Identify recruitment policies and guidelines. Determine a recruitment strategy. Develop a communication plan to implement the recruitment strategy. ...
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...Final Paper: Sincere College Recruiting Plan HRMT 419 Sincere College Recruiting Plan This proposal will serve as a vehicle to attract and retain quality applicants to be able to fit within the faculty of the Davis School of Business. The proposal will also give description of the qualifications needed for the position requested. The proposal will also include a training program for the new member to increase his or her skills and qualifications to appropriately fit within the school requirements. The methods of evaluating the future faculty member and performance will also be included, along with a progressive discipline process. Challenges for prospects performance evaluation, total rewards packages, compensation plan, and strategies for managing faculty’s career development will also be discussed. Job descriptions and qualifications: The prospect will teach primarily in the area of Business Ethics. Candidate may also teach a combination of required and elective courses such as perspectives of Business Society. The perfect candidate for the job will be someone that has earned a doctorate in a business discipline or closely related area. For this to be accomplished besides of spending some money in external recruiting I will recommend for the school to use some of the current staff as an employee referral source, some members of the staff can be offered a referral bonus of $3000 if the referral leads to an immediate hire and the applicant signs up to teach...
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...UTILIZATION OF IT IN HUMAN RESOURCES MANAGEMENT Aneta Karasek Maria Curie-Sklodowska University, Poland aneta.karasek@umcs.pl Abstract: Nowadays increasing role of information technologies and strategic role of human resources management have influence on enterprises. Moreover rapid development of information technologies affects the process of human resources management in enterprises. The aim of the paper is the analysis of utilization of IT in human resources management in high-tech enterprises in the USA. These practices will be presented in following areas: recruitment and selection, development and training, performance management, motivation, talent management, employee self-service systems. There will be also presented results of studies on the utilization of IT tools in HRM conducted in Polish enterprises. Results of conducted survey shows increasing utilization and variety of IT solutions in all surveyed areas in high-tech enterprises in the USA what caused the crucial influence of HRM process. The level of IT tool implementation in HRM processes taking place in Polish enterprises is low, which, according to enterprises, results from the lack of funds for implementation of this type of solutions. In the future enterprises are planning further implementation due to drawn advantages, consolidate individual HRM processes and implement cloud-based solutions. Keywords: human resources management, information technology, e-HR, HRM practices 1567 1...
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...THE DEVELOPMENT OF HUMAN RESOURCE MANAGEMENT FROM A HISTORICAL PERSPECTIVE AND ITS IMPLICATIONS FOR THE HUMAN RESOURCE MANAGER CHUKWUNONSO Franklyn, franconicostelo@yahoo.com +234 8038765452, 8052829700 Department of Information Technology, Federal University of Technology, Yola ABSTRACT This paper introduces the development of Human Resource Management (HRM) from a historical perspective and explains the debate between HRM and personnel management. Thus, the paper identifies the historical developments and their impacts on HRM, outlines the development and functions of HRM, explains the differences between HRM and Personnel Management, evaluates ‘hard’ and ‘soft’ approaches to HRM, illustrates how diversity is an issue in Human Relations (HR) practice and finally considers HRM as an international issue. It concludes with a discussion about ‘hard’ and ‘soft’ models of HRM and its implications for the human resource manager. INTRODUCTION The term "human resource management" has been commonly used for about the last ten to fifteen years. Prior to that, the field was generally known as "personnel administration." The name change is not merely cosmetics. Personnel administration, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned the technical aspects of hiring, evaluating, training, and compensating employees and was very much of "staff" function in most organizations. The field did not normally focus on the relationship...
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...What is a business? Webster’s defines a business as: (a) a usually commercial or mercantile activity engaged in as a means of livelihood. (b) A commercial or sometimes industrial enterprise. This is true in either circumstance but in most cases today the first and not the latter is the standard to what a business is. Business doesn't just end with a simple definition there are many parameters and difficult work to make a idea a working business. This paper will provide a comprehensive analysis into one of the largest financial institutions in the United States JP Morgan Chase and Company. These topics include the following: 1. The History of the firm. 2. The Environment of the Business. 3. The Business operations tactics of the firm. 4. The Human Capital of the firm. 5. The Marketing and Pricing tactics of the firm. 6. The Distribution and Promotional tactics of the firm. 7. The Investor Relations of the firm. Business History Whether, it’s John D. Rockefeller and The Standard Oil Company, Andrew Carnegie and Pittsburgh steel industry, or the railroad tycoon Cornelius Vanderbilt. Most of us in business are truly fascinated by the accomplishments of individuals and the companies they founded that became such great American institutions of finance and industry. So we as spectators and future entrepreneurs always want to know the four W’s when inquiring about the origins of a great businesses such as the...
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...MQCS Hamad AlAjmi - 1109504 MQCS Hamad AlAjmi - 1109504 VICTORIA’S SECRET VICTORIA’S SECRET Contents Business profile and interview 3 Interview With alshaya CS Officer 3 Victoria's Secret Business description 5 Type of Business 6 Location and Number of Employees 6 Ownership Structure 6 Product and Services 8 Levels of Customer Service 11 Customer Profile 12 External customers of Victoria’s Secret 13 Internal Customers 15 Satisfaction of Customers Five Needs 20 Appropriate Market Research 21 Best seller product 21 Product range information 22 Product information and specifications 23 Delivery, warranty and return or cancelation policy 24 Sample promotional materials 24 Management and Leadership qualities 26 Leadership qualities 26 Management skills 27 Position description of CS manager: 31 Types of customer service training 35 Schedule for training 37 Example of customer service training policies 38 Feedback from customers 42 Survey 43 Managing customer service reports 46 Conclusion 47 Referencing 48 Business profile and interview Interview With alshaya CS Officer 1. What is great customer service in your understanding? You should always smile and greet the customer with good morning sir / mam or which part of the day it is. After that the query should enter the system for any follow up or feedback. Always make sure the customer ends the call as satisfied as possible. 2. How would you handle an...
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...History of the Bank: The importance of financial intermediaries in the development of the overall economy of country cannot be described in short. From the inception of the civilization the banking sector dominate the economic development of a country by mobilizing the saving from the general people and channeling those saving for investment and thus economic development and growth The importance of commercial banks after the ravage of the liberation war to develop a better economy was severally needed and it is needed now and will be required in future also. In time to time Government of Bangladesh agreed to permit the private commercial banking in the country. To fulfill the demand as well as to improve the commercial banking service in our country, The Prime Bank Limited is scheduled bank that was incorporated under the Companies Act 1994, started its operation on April 17, 1995 with a target to play the vital role on the socio-economic development of the country. It availed its registration as a banking company under the Banking Company Act 1993 from the Bangladesh Bank dated February 12, 1995. The started to make profit from the inception year. It was made possible for its management and the leadership of the first Managing Director Mr. Lutfur Rahman Sharker, Ex -Governor, Bangladesh Bank. Within a short time the bank has been successful in positioning itself as progressive and dynamic financial institution in the country. The is now widely acclaimed by the business...
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...Volume–VI, Number–01, January-June, 2011 Risk Management Practices: A Critical Diagnosis of Some Selected Commercial Banks in Bangladesh MD. ZAHANGIR ALAM* MD. MASUKUJJAMAN** ABSTRACT The paper is about risk management practices of commercial banks in Bangladesh based on five commercial banks operating in Bangladesh. The number of respondents was 25, five from each bank. While collecting the requisite data, five points Likert Scale has been used. The objective of the study was to critically examine risk management practices of Bangladeshi banks i.e., types of risk facing a bank, procedure and techniques used to minimize the risk etc. The study also examines how far the banks follow the guidelines of Bangladesh Bank regarding risk management. The study reveals that credit risk, market risk and operational risk are the major risks to the bankers which are managed through three layers of management system. The Board of Directors performs the responsibility of the main risk oversight, the Executive Committee monitors risk and the Audit Committee oversees all the activities of banking operations. In the context of opinions regarding use of risk management techniques, it is found that internal rating system and risk adjusted rate of return on capital are relatively more important techniques used by banks. Key Words: Risk, Risk Management, Risk Management Techniques, Banking. 1. INTRODUCTION In the past two decades, the banking industry has evolved from...
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..._____________________________________20 _____________________________________20 _____________________________________21 _____________________________________21 _____________________________________23 _____________________________________24 _____________________________________25 _____________________________________25 _____________________________________25 _____________________________________25 _____________________________________26 Products and Service offerings About Other Service Corporate Social Responsibility Achievements Organizational Hierarchy of Dhaka Bank Ltd Corporate Information of EXIM Bank Ltd Income & Revenue Future Plan HRM PRACTICES OF DHAKA BANK LIMITED Function of HRM Recruitment Definition Recruitment Needs Recruiting Sources Selection Process Human Resources HR Vision Recruitment...
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...[pic] …We Make Things Happen ACKNOWLEDGEMENT It wouldn’t be said less, if we name this very report a leap forward to our emerging careers. This is the first time we’ve done something which asks for a greater sense of responsibility, teamwork, above all an ever unquenched thirst for knowledge. It is Almighty Allah whom we should praise above all for we serve him and his purpose. It is not possible do anything without taking any help from others. In the time of researching we enjoy finding something new but it is not possible to understand every thing. We realize that professional help to make the report a possibility. For making an acceptable and credible report we took several people’s help and advice. Our first thanks goes out to our course instructor Rezwana Karim, who gave us the opportunity to prepare a ‘Company Profile and Management Analysis’ report. I feel that without his help we couldn’t have made this report. We went to his office if we felt any problem and to give us proper guide line. In short, he became our Text Book ‘Researching Made Easy’! To make this report we needed a lot of information about the particular bank and banking industry as a whole. In the report we have used largely the information provided by different banking personnel. All the people who have helped us with the raw data, our warmest regards to them. I would like to express gratitude to Mr. Jamil the manager of one of the branch of One Bank. He gave us the permission to go to his branch...
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...Introduction: The first part in the assignment is to identify the various problems which Walker Engineering and its packaging department is facing. As far as per my understanding the problems are basically from two major department that is manufacturing unit and the second is the packaging unit..In this part I would detail the various problems which these two departments have which is initiating a lot of other major problems for WALKER ENGINEERING ltd. WALKERS ENGINEERING LTD: The company as such is in to manufacturing of plastic moulding and is based in Huddersfield. The company is expanding its range of products specially Wheelie This company is a SME and is a family owned business with around 225 Employees. The company has a very good reputation in the market but due to tremendous competition it finds itself to re-organise to sustain and to be profitable. The owner of the company wants to use the best working practices and follow different procedures to maximise profit. It therefore wants to run a pilot scheme for the manufacturing unit and if this scheme is successful it will use it to bring transformation Diagrammatic representation of major issues at Walkers Engineering . [pic] I would like to use fish bone diagram or cause and effect diagram developed by Kaoru ishikawa to elaborate the various issues at Walkers Engineering. Fish bone diagram or ishikawa diagram is used to list systematically all different causes that may give rise...
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...of Institutes & Disciplines, Career options after gate exam at one place. One thing we want to highlight is scoring high in gate exam does not grantee your admission in IIT or a job in PSU, remember the battle is still on. Keep revising basic concepts regularly for interview and written test (for M.tech and PSU both), both got weight age of 30% or more in complete selection procedure. Preference Order of Institutes & Disciplines we have provided are on the basis of previous year cutoffs (2012, 2013 and 2014), Faculty, Infrastructure and Application, Research Collaborations, Placements, Industry Linkages, Quality of Students. So you are free to choose any college or discipline. We gave you a rough guideline for M.tech Admissions and PSU recruitments. And we advice students to read this guide thoroughly. These few pages will serve as a quick reference guide for top institutes (and PSUs) and their selection process. With Best wishes Team Engistan Index 1. About GATE exam 2. Career opportunities after GATE 3. M.Tech Admission Procedure 3.1 Selection of Institute & program 3.1.1 Choosing an Institute & Program 3.1.2 Which Institutes you may get 3.1.3 Preference Order of Institutes & Disciplines 3.2 Application Process 3.2.1 M.tech Admission process through GATE 3.2.2 Non gate M.tech Admission 3.3 Interview & Test prior...
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...Based Dialog Model Andrea May G. Aquino Department of Computer Science University of Santo Tomas Espana, Manila, 1008, PH andreamayaquino@gmail.com Katherine May Ann R. Bayona Department of Computer Science University of Santo Tomas Espana, Manila, 1008, PH kmarbayona@gmail.com Kimberly Ann D.R. Gonzales Department of Computer Science University of Santo Tomas Espana, Manila, 1008, PH kimberlyanngonzales @yahoo.com Gabrielle Ann D. Reyes Department of Computer Science University of Santo Tomas Espana, Manila, 1008, PH gabrielleannreyes@gmail.com Ria A. Sagum Department of Computer Science University of Santo Tomas Espana, Manila, 1008, PH riasagum31@yahoo.com ABSTRACT Traditional resume based recruitment interviews conducted by Human Resources (HR) specialists are time-consuming and costly. In-person interviews only allow companies to handle only a limited number of job applicants at a time. Also, there is no centralized database for resume storage and retrieval. As a result, a substantial amount of time and money is misdirected on interviewing unqualified job applicants. The proponents developed a resume based employment interview chatbot, using an enhanced example based dialog model, to evaluate job applicants’ consistency in their resume details and interview answers. The chatbot will replace the HR interviewer while maintaining the fundamental quality and naturalness of a resume based interview. The study achieved a 0.98 accuracy rate...
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...Talent Management. A person or human resource is a valuable asset for an organization. Without them, organization cannot run business and definitely unable to achieve its goal that has been set. Human resources (HR) are the backbone of an organisation (Gerhart & Milkovich 1990, Pfeffer 1998). Many years ago, human resource are called personal department in which it covers the paperwork activities such as filing, recordkeeping and paying the employee. The increasing awareness about the importance of people as an asset to organization has changed the way organizations describe people-human resource. The Human Resource Management (HRM) function includes a variety of activities, such as job analysis, human resource planning, employee recruitment, selection, motivation and orientation, performance evaluation and compensation, training and development, labor relations and employee safety and health. However, recently, the phrase "talent management" is being used to describe human resource and it does refer to the activities that attract, develop and retain employees. Some people and organizations use the phrase to refer especially to talented and/or high-potential employees. Talent Management can be defining as "developing, redeploying and retaining top employees" serves as a general definition of talent management. Synonymous with Human Capital Management, talent management is an umbrella phrase which includes employee...
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...ChapterNo. | Topic | Page No. | 1 | Organizations Profile | 2-22 | 2 | Literature Review 2.1 Objective s of the study 2.2 Scope of the study 2.3 Human Resource Management2.4 HRM Environment in India2.5 Recruitment | 23242425-293031-40 | 3 | 3.1 Research Methodology3.2 Data Analysis and Data Interpretation | 41-4344-59 | 4 | 4.1 Findings4.2 Limitations4.3 Suggestions4.4 Conclusion | 60606161 | 5 | Reference | 62 | 6 | Bibliography | 62 | 7 | Appendix Copy of Questionnaire | 63 | ORGANIZATIONS PROFILE "TALENT SOURCE - Recruitment Consultant” We have an excellent track record of providing appreciable service to reputed companies in India and Overseas. Our administration office is located at a strategic location in the heart of the commercial capital of India, Mumbai. We have an efficient organizational setup and satisfying service. Management Our organization is replete with highly qualified and experienced personnel with expertise of high caliber in recruitment of manpower. WE are located at actual locations all over India and keep track of all categories of skilled personnel. Why Talent Source Each time we've tried to find, along with our clients, the most suitable solutions for their personnel' needs and we're proud to say that we've never had so far an unpleased...
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