...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 4 a more senior role, HR Director for example. All of this will allow an HR professional see how they currently perform, where they can improve, how they can progress up to the next level in HR and also how they can do it with the resources the CIPD provides members. Activities and Knowledge required – Resource and Talent Planning So for my professional map I decided to use the Resource...
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...Haircutters Barber Shop, including how to determine the numbers of barbers and beauticians to hire and a recruitment strategy to ensure appropriate candidates are hired. Recruiting in all industries is a numbers game as well as a game of networking and relationships. It is a dynamic and on-going process that must constantly be monitored and evaluated for its strengths and weaknesses (Cowan, 1992). Industry standards estimate that one needs to interview over 20 candidates to hire one employee (Cowan, 1992). Due to attrition and employee failure, a company must recruit at least 30 percent of the total number of existing employees every year to achieve an overall growth of 10 percent (Cowan, 1992). To use this formula as a basis for goal-setting, it is important to analyze the previous years' goals and results. If the goals were met or if they failed to achieve the objectives, it is crucial to examine the factors that came into play, whether they were economic trends or internal issues. This information should provide a solid plan to identify the most successful methods to seek high-quality employees. A successful recruitment planning policy will assist an organization in meeting corporate objectives by developing strategies designed to recruit people with the right skills and experience. Recruitment planning should take into account the key principles of Equal Opportunities policies as well as ensuring merit, equity, efficiency and effectiveness. Recruitment...
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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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...2.4 Business Units ■ 2008 2012 2011 2012 A Brief History of Recruiting Illustrative Requisition Fillers ■ Process Masters ■ Talent Advisors ■ The Future of Recruiting? Recruiting impacted by: ■ Shrinking talent pools; ■ ■ ‘Spraying and praying’ through printed job advertisements Taking orders from hiring managers Using online technology Building pipelines of passive talent Executing processes effectively ■ Building business acumen and labor market expertise Influencing decisions Becoming credible business partners ■ ■ ■ New technology; and Increased candidate mobility. ■ © 2013 The Corporate Executive Board Company. All Rights Reserved. RR4956913SYN 4 The best recruiting leaders play a pivotal role in driving organizational recruiting performance, but most still have a lot of room to improve. Organizations led by the most effective recruiting executives are up to 28% more effective than others. A wide range of performance exists across recruiting executives, and the vast majority still have a lot of opportunity to improve. A WIDE RANGE OF PERFORMANCE EXISTS AMONG RECRUITING EXECUTIVES Impact of Recruiting Executive Performance on Organization’s Recruiting Effectiveness1 Executives with Lowest Versus Highest Levels of Effectiveness in Key Recruiting Behaviors ∆ = 28% ■ ■ 8685 84848383 82828180 7979 79 78 787878 7776 78 767675 757575 757574 7474 7373 74 72727271717171717070 Low-Scoring High-Scoring...
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...to acquire a team that is experienced and fully trained for their roles. Team members, however, must continue to learn, grow and build their present skill levels and knowledge. Human Resource Planning Acquire Project Team Develop Project Team Manage Project Team OrganizationalOrganizationalBased vs. Based vs. Outsourcing Outsourcing Recruiting Recruiting Source Choices: Source Choices: Internal vs. Internal vs. External External Strategic Strategic Recruiting Recruiting Regular vs. Regular vs. Flexible Staffing Flexible Staffing Recruiting and Recruiting and EEO/Diversity EEO/Diversity Considerations Considerations The main goal of team development is to help people work together more effectively to improve project performance. It takes teamwork to successfully complete most projects. 303KM Project Management 16 Synergy 1 + 1 + 1 =10 (positive synergy) 1 + 1 + 1 =2 (negative synergy) 1. 2. 3. 4. 5. 6. 7. 8. Characteristics of High-performing Teams Share a sense of common purpose Make effective use of individual talents and expertise Have balanced and shared roles Maintain a problem solving focus Accept differences of opinion and expression Encourage risk taking and creativity Sets high personal performance standards Identify with the team 11–17 FIGURE 11.1 11–18 2-16 Forming: •Orientation •Break the ice Leader: •Facilitate social interchanges 20 Forming Storming •Conflict •Disagreement...
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...Assignment on Recruitment and selection process in AB bank ltd. Course code: HRM-630 Course Tittle: Human Resource Planning Submitted to: Tanzila Ahmed Lecturer Leading University , Sylhet , Bangladesh. Submitted By: Md.Imranul Islam Choudhury ………1103010718 Bushra Binta Fareque………………..1103010720 Syed Muddabir Ali……………………1103010001 Tahera Khanom Chowdhury……..1103010706 Thouhidur Rahman Tamim………..1103010722 Date:26-08-2012 Acknowledgement First of all, I would like to thank my Advisor Tanzila Ahmed for her untiring guidance, help, effort, and suggestion. Really we are thankful to her. Without her direct guide this report couldn’t be possible. A very dynamic personality, Tanzila Ahmed constantly inspired us all the time to develop my career and share her knowledge with us. I shall remain ever grateful to her extraordinary gesture and relentless effort. I am also thankful and acknowledged too our supervisor Mr. Khandaker Raihan Sayed, Specialist (HRD), AB Bank Ltd. without his direct help, suggestion, and assistance it was impossible for me to complete this report. I would also like to thank the authority of AB Bank Ltd. for helping me by giving an opportunity to work with them. LITERATURE REVIEW on Recruitment & Selection History of Human Resource Management The History of Human Resource Management is the strategic and coherent approach to the management...
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...multimedia devices that are trendy all around the globe (unknown, n.d.). In 1976 Steve Jobs, Steve Wozniak, and Ronald Wayne started Apple. The corporation paid attention to what the market had to offer on personal computing with an easy interface and powerful graphics. As a result with the beginning of spreadsheets and then desktop publishing, the Apple Computer slowly began to create an influential forte in the computer market. The Apple computer was forcefully marketed to schools across the U.S. and rapidly became the standard computer for some educational institutions. In 1998 Apple upgraded and released the iMac, then followed up in 2001 with Mac OS X, a brand new operating system. That’s when they began to open Apple retail stores. Later Apple introduced the iPod, iPhone, and iPad (unknown, n.d.). Recruiting process in Apple Inc Recruiting techniques that are used in Apple Inc. should be in a way to take full advantage of not only the magnitude of candidates, but to measure the screening procedure due to it’s executive resources (Zottoli, Micheal, & John, 2000). Dissimilar techniques will be suitable for different jobs. There is a mixture of methods, which will give Apple the greatest alternative for candidates. Internal recruitment is a great technique for recruiting. Internal recruitment is cost effective, and most of obtainable staff who have had first hand experience and knowledge within the company coordination and measures. Meanwhile it helps with the confidence...
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...environments. Specifically, this paper will review the effect human resource management has on planning within a company through hiring, planning, and recruitment through the use of compensation and other benefits that are important to employee satisfaction. Discussions within our classroom environment included EEO and affirmative action, human resource development, safety and health, and employee and labor relations. While these are not the only components of human resource management, these are the items we addressed in class. Within my own company, our human resource department is divided among the divisions, with the main corporate office housing the human resource group for the entire company, and a small human resources group in the St. Louis office for the division I currently work for. For purposes of this paper, I will use the St. Louis information, as it is the group I am most familiar with. Additionally, I will address the corporate policies for the United States groups, as those apply to our division. The company I work for was acquired by an international corporation almost 4 years ago. Changes to our HR policies were frozen until this year, per the purchase agreement. The one policy that could not change until this year was our benefits package – one of the influences of employee satisfaction. Our human resources group utilizes the benefits packages as a recruiting tool for...
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...|[pic] |LISA BEGGS | | |School of Business | | |HRM/300 Fundamentals of HumanResourceManagement | Copyright © 2009, 2008 by University of Phoenix. All rights reserved. MU12BSM05 7/11/2012-8/8/2012 Course Description This course explores the critical role of human achieving resources in business results. The course will help students to have a solid understanding of the fundamentals of human resource management and its strategic relevance in business today. This course will provide students with a critical perspective on the development of human capital in the context of a unified system of attracting, retaining and developing talent that creates and supports the vision and values of the organization. Students will develop an understanding of the critical business implications for human resource professionals today. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies:...
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...Portfolio Project Melissa Paradiso CSU-Global Professor Carol Miller May 4, 2014 Introduction An organization can only be successful if it has the right people. It is the responsibility of human resources to identify and retain the right people. As part of human resources planning, the organization must develop the following plans: strategic management, workforce and employment, human resource development, total rewards, employee and labor relations, and risk management. Adecco Group North America is an organization that has been very successful at finding the right people. In order to learn more about their success, I recently interviewed Amy Herron, the SVP of Human Resources at Adecco Group North America. Career History Amy has been with Adecco for nearly 20 years. A graduate from the University of Pittsburgh, with a Bachelor’s degree in Communication, Amy started her career with Adecco in 1995 as a Benefits Administrator where she administered health plans, managed leaves of absence, and provided employee claims assistance. Seven months after starting her career with Adecco, Amy was promoted to Human Resources Coordinator where she was responsible for auditing personnel files and facilitated new hire orientations. In 1996 Amy was promoted to Human Resources Manager where she partnered with managers to resolve employee relation issues, lead the human resources integration for company acquisitions, and conducted leadership and employment law training...
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...Introduction to HRM * What Is Human Resource Management? * Process of managing human resources (human capital and intellectual assets) to achieve an organization’s objectives (Bohlander & Snell 2007) * Policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, training, rewarding, and appraising (Dessler 2008) * Designing management systems to ensure that human talent is used effectively * and efficiently to accomplish organizational goals (Mathis & Jackson 2008) * Term HRM is used in two ways: * Generic approach: describes a body of management activities - seen as a new term for ‘personnel management’ * Distinctive approach to the management of people: distinct from personnel management - a distinct philosophy * Organizational Assets: Physical, Financial, Intangible, Human * Old Myths about HRM Old Myths | New Realities | People go into HR because they like people. | HR departments are not designed to provide corporate therapy or as social health-and -happiness retreats. HR professionals must create the practices that make employees more competitive, not more comfortable. | Anyone can do HR. | HR activities are based on theory and research. HR professionals must master both theory and practice. | HR deals with the soft side of a business and is therefore not accountable. | The impact of HR practices on business results can and must be measured...
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...performers, while improving the profitability of the organization. Keywords: performance, recruiting, resources, employees, budgeting In today’s economy, recruitment is the key to growing a successful company. The ability to identify the right person for a job is pivotal in the success or failure of a company. Strategic planning is required as well as an implemented recruiting system in the search for those top employees. There are various recruitment approaches that would be best suited for Apple in hopes of securing the most valuable candidates. Job postings, referrals, and advertisements will inform the community about the various positions they have open, while also creating buzz about the company potentially leading to more business. Proactive referrals are key to recruiting top candidates. Rather than waiting for key individuals to refer candidates, going directly to the top performers and asking them for targeted referrals can help to secure a qualified candidate. Asking them specifically to refer their mentees, best retirees they know, and former colleagues will increase the chances of obtaining the best recruits. This approach would help Apple because it would eliminate the chances of hiring someone that is not capable of the position. This person would have been have handpicked by an existing employee as a credible and competent candidate. Another approach to recruiting that could benefit Apple is hosting an educational seminar on site. This will offer attendees...
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...Question 9 * Human resource planning involves getting the right number of people with right skills at right place at right time to implement organizational strategies in order to achieve organisational objectives. * In light of the organization’s objectives, corporate and business level strategies, HRP is the process of analysing and organisation’s human resource needs and developing plans, policies and systems to satisfy those needs. * The process involves carrying out a skills analysis of the existing workforce, carrying out manpower forecasting, and taking action to ensure that supply meets demand. This may include the development of training and retraining strategies. Human resource planning has traditionally been used by organizations to ensure that the right person is in the right job at the right time. IMPORTANCE OF HRP MODEL * Provides quality workforce One of the Importance of Human Resource Planning is that effective Human Resource Planning fulfills the organization needs for a quality workforce. Quality workforce aids in giving a company a competitive advantage over its rivals. * Reduces labor costs Another Importance of Human Resource Planning is that a proper Human Resource plan reduces labor costs substantially by maintaining a balance between demand for and supply of HR i.e. works as a cost saving device for the company. * Facilitates rise in skills Another Importance of Human Resource Planning is that it facilitates the rise in skills, abilities...
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...(HR) also makes a good relation with collective bargaining agreement (CBA) and other labour unions. Human relations movement create HR which creates business value through the strategic movement of the employees. Before HRM, it was only responsible for benefits and payroll administration works. But later organization consolidation, globalization, technological advancement and research has made HR concentrate on strategic initiatives like talent management, planning, mergers and acquisitions, succession planning, labour relations, industrial diversity. Organizations now have well trained and specialized HR professional for individual departments thus we have human resource management professional and line managers. 3.1 Describe the roles of human resources management professionals and line managers. i) Human resources management professionals are responsible controlling and managing the workforce which has direct contribution to the success of an organization. They are also responsible for developing and incorporating personal management tasks of the workers to increase the reputation of the organization.HRM professionals helps an employee to maximize his efficiency. To another extend human resources professionals’ tasks still traditional and routine administrative works like obeying with employment laws, dealing with payroll and handling related tasks. Human resources management professionals are proactive in...
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...HRM Planning Key Features: Define HR Planning and its crucial(Very serious) relationship with strategic organizational planning. Examine the nature and role of HRM info system(HRMIS) in HRP and SHRM Develop an understanding of the techniques of HRP and advantages/disadvantages of HRP process I.HRP and SHRM HRP is the bridge between HRS and HR Function(Activity).It’s the process through which the Organisational Goals are translated into HR goals in staff-ing levels and allocation HRP ensures the org have the right people with right skill in right place at the right time. HRP guides the long-term resourcing of people in org-the acquisition(capture),use and development of Human capital and knowledge assets Workfoce Planning(HRP)=>Preparing to recruit=>Attracting Staff=>Recruiting and selecting staff=>Developing and retaining staff. Step:Environmental Scanning(External and internal)=>Labour Demand Forecasting=>Labour supply analysis=>Balancing demand and supply Emphasied the need to diagnose(discover) the real reasons for mismatches in supply/demand Using a mix of qualitative and quantitative techniques It Involves: Forecasting labour requirement for an org Predicting likely(will happen) sources Environmental Scanning Development of Objective and Goals Formulating the necessary steps to meet needs Evaluation(Judgement) of the planning process The HR Planner should: 1st Analyzing Environmental Factors and Organization Direction=>Forecasting...
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