...Assignment 3: Recruiting, Selection, and Training 1. Analyze the effectiveness of the company’s recruiting efforts and make recommendations for improvement. 2. Analyze the selection process of the company you researched and make recommendations for improvement. 3. Assess the effectiveness of human resource planning and performance management systems. 4. Determine how training and talent management contribute to an effective labor force of the company you researched. 5. Use at least five (5) quality academic resources in this assignment. Note: Wikipedia does not qualify as an academic resource. Your assignment must follow these formatting requirements: * Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions. * Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length. The specific course learning outcomes associated with this assignment are: * Assess the effectiveness of human resource planning and performance management systems. * Explain how training and talent management contribute to an effective labor force. * Assess the effectiveness of human resource planning and performance management systems. ...
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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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...HR PLANNING, Recruitment and selection Human Resource Planning - The process that links the human resource needs of an organisation to its strategic, qualified, and competent enough to achieve the organisation’s objectives. A vital organisational element for the maintaining a competitive advantage and reducing employee turnover - Process of human resource planning 1. Assessing Human resources The assessment of HR begins with environmental analysis, under which the external (PEST) and internal (objectives, resources and structure) are analysed to assess the currently available HR inventory level. After the analysis of external and internal forces of the organization, it will be easier for HR manager to find out the internal strengths as well as weaknesses of the organization. 2.Demand forecasting - - HR forecasting is the process of estimating demand for and supply of HR in an organisation. - Demand forecasting is a process of determining future needs for HR in terms of quantity and quality. - Supply forecasting is concerned with the estimation of supply of manpower given the analysis of current resource and future availability of human resource in the organization. 3. Matching supply and demand - The matching process refers to bring demand and supply in an equilibrium position so that shortages and over staffing position will be solved. 4. Action plan - The HR plan is executed through the designation of different HR activities. Recruitment...
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...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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...comments at the end of each question. * Check for spelling and grammar before you submit. * This is individual assignment. Therefore, work independently. Although discussing on the items with classmates is highly appreciated, it is strictly forbidden to provide the same answers. Submitting the same TMA responses with different names is violation of the School’s practices. Thus, they are graded zero. Part I. Case Study on Human Resources Recruitment Hypothetical Case: Recruiting at CBE Let’s assume that, as economic conditions became more demanding for some employers to recruit people for jobs. One firm, Commercial Bank of Ethiopia (CBE), added a large number of jobs across all regions of Ethiopia. As a result of its expansion, again, let’s assume that CBE ultimately added 15 million new customers over the last few years. As the firm sought recruits to fill its nationwide workforce, assume that more than 10,000 individuals applied for a myriad of the jobs added to the scope of CBE’s recruiting. A limited time frame for applications...
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...Targeted Workforce Diversity: Strategies to Avoid Adverse Impact Workforce diversity has increasingly become more and more vital to organizations across the world. Many scholars articulated the value that workforce diversity has in enhancing an organization’s longevity, ability to attract the best talent, and increase novelty. According to Ployhart and Holtz (2008), “recruitment and selection are essential mechanisms for increasing diversity” (p. 153), therefore, in order to effectively increase and target diversity, organizations must develop or adapt new strategies of recruiting to avoid adverse impact. The purpose of this paper is to review literature that offers strategic remedies for organizations to consider in developing and maintaining their workforce diversity programs. Workforce Diversity and Diversity Management Practices Diversity has been defined in many ways and can have multiple meanings depending upon the objective for which it is sought to be defined. For the purposes of this paper, workforce diversity is defined as policies and practices that seek to include people within a workforce who are considered to be, in some way, different from those in the general population (McInnes, 1999). Knouse (2008) defines diversity management as the ability to maximize the advantages of organizational member diversity and minimize the problems. One can make the case for diversity several ways (Cox, 1993). It is the legal thing to do; it is the moral thing to do;...
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...Recruitment and Selection Strategies Recommendation HRM/531 Recruitment and Selection Strategies Recommendation Introduction In order to secure a successful future, Landslide Limousine must come up with a recruiting and selection strategy. This strategy must target organizational goals in order to work, and Bradley Stonefield must tailor his strategy by taking into account the demographic factors in play in Austin, Texas, where Landslide is located. Since yearly turnover is 10% per year, Landslide’s recruiting and selection strategy must bring in the best employees possible to realize the achievement their organizational goals. Landslide can achieve this if they plan for demographic evolution, create workforce diversity objectives, and develop organizational branding. Additionally, Landslide must come up with effective methods for recruiting candidates that includes screening, interview methods, testing procedures, interview process considerations, and methods for selecting candidates. Organizational Goals Organizational goals are set by implementing effective recruiting and selection methods. The recruiting and selection strategy must support the hiring of at least 25 workers in the first year, with first year gross sales expected to be $50,000. A goal of an annual revenue increase of 5% is also desired. By picking, the most capable candidates will help the corporation in accomplishing those aims and providing quality solutions to customers...
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...Recruitment and Selection Filip Lievens and Derek Chapman RECRUITMENT AND SELECTION Few people question that recruitment and selection are key strategic domains in HRM. At the same time, recruitment and selection also have an image problem. First, recruitment and selection are often viewed as ‘old’ ingrained HRM domains. It seems like the traditional recruitment and selection procedures have been around for decades, which is at odds with the ever changing internal and external environment of organizations. Hence, practitioners often wonder whether there are any new research-based ways for recruiting and selecting personnel. Another image problem for recruitment and selection is that a false dichotomy is often created between so-called macro HR (examining HR systems more broadly) and micro HR (examining individual differences). It is further sometimes argued that organizations should value macro approaches and write off micro approaches as not being relevant to the business world. We posit that these image problems and debates only serve to distract and fracture the field and hide the fact that excellent HR research and practice needs to take both macro and micro issues into consideration. For example, creating an effective recruiting strategy (some would describe this as a macro process) requires considerable understanding of the decision making processes of potential applicants (viewed as micro processes). The same can be said with respect to designing effective selection systems...
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...Recruiting/ Selection Running head: RECRUITING/SELECTION 1 Exceptional Keller Student Recruiting/ Selection Keller Graduate School HR590 Recruiting/ Selection Recruitment Plan Human Resource Receptionist Job Ad JOB SNAPSHOT Publish Date: 11-28-2010 Industry: Marketing Location: Tampa, FL, 33619, USA Employer: The Marketing Company DESCRIPTION Title: Human Resources Receptionist Location: FL-Tampa Salary: $27,000 to $32,000 per year 2 The HR receptionist is an integral part of the HR team. In this important role, your responsibilities will include a variety of duties including organizing recruitment workflow paperwork, light employee relations, assisting with employee training and development, and assisting with special HR projects and HR reports. The main responsibilities of the receptionist include answering incoming calls, greeting guests, and other clerical duties as needed. The ideal candidate will have 2 years of experience as a receptionist, will be comfortable working in MS Word and Excel, and will be able to work in a fast paced environment. Employee Relations - Partners with staff on a variety of employee relations issues and escalates to managers as necessary. - Answers general benefits questions and resolves issues with Fidelity and/or corporate benefits as necessary. - Assists with on-boarding new employees - Contributes to HR quality improvement Data Management - Monitors HRIS to ensure that reporting structures/job titles/cost centers are correct ...
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...External recruiting for the manager, supervisors, and leads positions will be conducted in a different manner because reaching a large population will require posting job openings electronically on the Internet, and advertisement in paper media. Recruiting for the exempt or special skills positions would also require recruiters surveying universities for their top students, for instance an MBA and two years experience are key requirements for the facility manager position. The operations and maintenance supervisor position may require a Bachelor of Science Degree in Mechanical Engineering, or Civil Engineering with one-year experience. A Bachelor of Science Degree in Business Management or Administration with one-year experience in customer service may be required for a tenant services supervisor. Skilled certificates in a particular trade, such as plumbing, electrical, construction, or air conditioning would be sufficient for the leads positions. Contractors or third party services recruiting can be satisfied by surveying internal organizations within the corporation for recommendations, whereas for external recruiting, Internet and paper media advertisements will suffice. When recruiting contractors or third party services, a bidding process will take place to ensure that services can be obtained at a good rate, another criterion for selection or elimination would be safety performance. A company that has poor safety performance could eventually cost the primary company...
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...* Chapter Introduction * 7-1Recruiting Employees * 7-1aInternal Recruiting * 7-1bExternal Recruiting * 7-1cMethods for External Recruiting * 7-1dInternships: A Mixed Model * 7-1eRealistic Job Previews * 7-2The Selection Process * 7-2aSteps in Selection * 7-2bBasic Selection Criteria * 7-3Popular Selection Techniques * 7-3aApplications and Background Checks * 7-3bEmployment Tests * 7-3cWork Simulations * 7-3dPersonal Interviews * 7-3eOther Selection Techniques * 7-4The Selection Decision * 7-4aMultiple Indicators * 7-4bSelection Errors * 7-4cReliability and Validity * 7-4dLegal and Effectiveness Issues in Recruiting and Selection * 7-5Training and Development * 7-5aManagement Development * 7-5bOrganizational Development * 7-5cEvaluating Training and Development * Chapter Review * Chapter Summary * Learning Objectives * Key Terms * Key Points for Future Managers The Coaching Carousel It’s called the coaching carousel. Every year when football season ends, coaches get fired and new coaches get hired. And because every team needs a head coach, there is precisely one job at each team and that job has to be filled—quickly. Consider the National Football League. Every team wants to make the playoffs, so that becomes the critical measure of success. The day after the regular season ends is known as Black...
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...2015 SUBJECT: Recruitment and Staffing The recruitment and selection process contributes significantly to the attainment of adequate personnel. In order to sustain optimal functionality within a business or to incite improvements in recommended areas, a company must be staffed with the appropriate people. “Recruitment and selection methods are particular means to develop the practices of each stage in the recruitment life-cycle and process, from sourcing candidates to the hiring decision” (Articles and News on Recruitment Methods, n.d., para. 3). Searching for and acquiring senior staff does not differentiate from the procedure that is involved with non-management candidates. They both include choosing from an array of recruitment and selection styles. Three recruitment approaches have been designated to provide HSS with the greatest opportunity to encounter the most competent individuals. Also, three selection methods were chosen to assist with the difficulties that can arise during the hiring process such as making an effective decision. Business strategy requires a cost/benefit and metrics analysis to determine areas of success and failure. An organization needs to know what worked and what did not. This ensures that ineffective practices are excluded from future proceedings that coerce the squandering of limited resources. The recommended recruitment tactic for HSS, while debatable, is electronic recruiting. It’s efficient and highly cost effective. An abundance of...
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...businesses get their open positions filled? Recruiting and selection are sometimes one of the hardest processes in any business setting and are the most important in getting small to large business going and afloat. Recruitment can happen at varying stages in the life of a company, and that is why it is so hard. Finding the right people to run your business and investing in your talent pool can help reduce turnover and aid in employee development. In regards, to the recruiting and selection process, there are legal specifications to be aware. There is a particular legal landscape to acknowledge for the industry in itself and also to abide by laws such as discrimination of any kind. . Amazon is a company who has now become a household name, and they recently had an opportunity to grow their workforce. They are in need of a new Customer Service Manager. The entire process begins with starting off with qualified personnel to aid in the recruitment and selection process. That means they will be well trained in fair employment practices, pre-employment practices, and workplace standards such as sexual harassment. If concerned and take their time hiring the right personnel to head the recruiting and selection process they will, in the end, help save resources by hiring the right people in the right manner. To have a successful business, managers and recruiting specials should be very knowledgeable when it comes to equal opportunity laws. Recruiting specialists must be very welcoming of...
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...- AN HR must-know activities - Provides new employees; New ideas to the organization HUMAN RESOURCE PLANNING (HRP) Before putting up or before conducting a recruitment and selection process, the first step that an Hr must do is planning. HRP is a both a process and set of plans. It is how the organizations asses the future supply and demand for human resources. Human Resource Planning determines the number and type of employees to be recruited into the organization. • WHY conduct HR PLANNING? 1. For more effective and efficient use of human resources 2. For more satisfied and better developed employees • HR Planning Process (4 Distinct Phases or stages) 1. Situation Analysis and environmental Scanning. The strategic plan must adapt to environmental circumstances, and HRM is one of the primary mechanisms that an organization can use during the adaptation process. Without an effective HR plan to support the recruitment and selection functions in the organization, it will be impossible to move fast enough to stay competitive. 2. Forecasting Demand for Employees This is estimating not only how many but also what kinds of employees will be needed. Forecasting yields advanced estimates or calculations of organization’s staffing requirements. 3. Analyzing the Current Supply of Employees/ Inventory of Manpower. This is to determine how many and what kinds of employees the company currently has in terms...
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...well-known organization and identify our recruiting and selection methods which will be consistent with that organization. Team- B chose a job posting from the United Services Automobile Association (USAA). This posting is seeking a Compliance Manager. Our intention is to persuade the reader Team-B has a comprehensive understanding of the course objective which is knowledge of how Human Resource managers’ duties influence the recruiting and screening and the selection process for vacancies in an organization. Method of Recruiting and Screening USAA is a Fortune 500 financial services company here in San Antonio Texas whose focus is to accommodate the financial needs of members of the United States military and their families on a global scale worldwide. As of March of 2011 USAA is ranked 66 in net worth among the fortune 500 and 132nd in revenue (USAA.com, 2011). Because of the company’s financial strength and reputation it is imperative they use all available means at their disposal to recruit and hire the most talented employee in any vacancy required to be filled. Team-B looked into a number of methods of recruiting to fill this position of a Compliance Manager. After recognizing the job requires someone with a strong background in banking laws and regulations as well as risk assessment and leadership qualities it extremely important to be very meticulous in recruiting. The team initially looked into recruiting from within by informing management to post...
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