...* 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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...2016 Dunkin Donuts is one of the most recognizable donut franchises throughout the United States. Hearing the name Dunkin Donuts can instantly bring the thought of delicious donuts to a person’s mind. To be promoted to District Manager for a Dunkin Donuts franchisee is a dream come true! The District Manager position also comes with a lot of responsibility. First and foremost is to uphold the goal of Dunkin Donuts which is to “make and serve the freshest, most delicious coffee and donuts quickly and courteously in modern, well-merchandises stores” (Dunkin Brands, 2014). In order to uphold this goal as District Manager, I must create a job design; determine the correct organizational design for the franchises; have solid recruiting and selection; and last but not least train employees properly and provide supreme performance appraisals. JOB DESIGN Dunkin Donuts, as with any organization, relies heavily on great employees to deliver on the mission and goal of the organization. Job design thus becomes a very integral part of any organization’s success from top to bottom. “The standard approach to job design involves three steps: (a) job analysis, (b) job description, and (c) job specification.” (Baack, Reilly & Minnick, 2014). Job analysis is going to be a key component to making the five new locations successful. Company comparisons should be conducted even though success has been accomplished with the franchisee’s other 20 locations. Trends in geographic locations...
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...| Issues and Challenges in Recruitment and Selection of Employees | | Contents Introduction 2 Recruitment 3 Recruitment & Selection Process 4 Importance of Managing the Recruitment and Selection Process 7 Issues in Recruitment & Selection 9 Challenges in Recruiting and Selection 11 Discussion and recommendations 14 Conclusion 20 References 21 Introduction Organisations today are increasingly transforming from regional company to a Multi-National Company. However; the effects of such operations do not end up with international markets and consumer products. In fact, Managers today are faced with several breath taking challenges of leading a true global workforce. As we can remember the good old days when we can find staff by advertising in the local newspaper, and graduates and apprentices were plentiful and grateful for a job. Due to the scaled- back university courses/intakes and apprenticeship schemes, the aging population and the resources have left Australia desperately short of qualified people, and thus, now HR managers are often required to think globally to fill out positions. Recruiting efficient staff in an international context is the process of identifying and attracting potential candidates outside the country and initiate the process of evaluating them for future employment. Once candidates are identified, organisations can begin their selection process. This process includes: collecting, measuring, evaluating information...
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...and external recruiting. Specify three internal sources for recruiting and issues associated with their use. List and briefly discuss five external recruiting sources. Explain why internet recruiting has grown and how employers are conducting it. Discuss three factors to consider when evaluating recruiting efforts. Describe why selection and placement must consider both person job and person organization fit. Diagram the sequence of atypical selection process. Identify three types of selection tests and legal concerns about their uses. Discuss several types of selection interviews and some key considerations when conducting these interviews. Explain how legal concerns affect background investigations of applicants and use of medical examinations in the selection process. Identify the components of performance management systems. Distinguish between performance management and performance appraisal, and between job criteria and performance standards. Explain the administrative and development uses of performance appraisal. Describe the advantages and disadvantages multisource (360)appraisal. Discuss the importance of training managers and employees about performance appraisal and give examples of several tater errors. Identify several concerns about appraisal feedback and ways to make it more effective. 1. Describe the basic training process. 2. Describe and illustrate how you would go about identifying training requirements...
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...effectively create a high performing organization in the respect of any human resources department. Job design, recruitment and selection, training and development, performance management, and compensation all go hand-in-hand to develop such a successful, high performing outcome. Job design is a vital part in the development of high performance. The role that any human resource representative plays in this part is that they must put themselves in the managers’ shoes. To carry out the job successfully, you really have to break down work procedures and clearly define the specialized tasks to be completed. The human resource representative is responsible for working with the manager or the department lead to ensure this information is the most accurate as this will ultimately be the basis of which defines the job duties and responsibilities. By working with the managers or department leads, it gives the human resource representative the opportunity to thoroughly understand the job itself and its place in the grand scheme of the business. In high performance organizations, job design is essential because it emphasizes teamwork and empowerment as a fundamental piece of improving collaborative performance. Once the job design has been established, the human resource representative can then begin recruiting the right individual for the position. Recruiting the right individuals is obviously a piece of the puzzle that is the key to maintaining the success of a business. To identify...
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...Outsourcing Human Resources Management Functions: Recruitment and Selection Uni*********** Research Paper for HRM**** Section 1202 ********** March 16, 2012 Outsourcing Human Resources Management Functions: Recruitment and Selection Introduction In the recent past, the competitive environment for many organizations has changed, with the organizations having to operate in globally capitalized environments, rapid industrialization, and changing technology (Abraham, 1988); and just recently a global economic downturn which has had organizations to downsize their operations. As a result, these organizations are constantly seeking new managerial methods, as both a way for the organization to be competitive and to cut operating cost; the most successful method is the outsourcing of business processes. Normally the Human Resources Management (HRM) function of recruitment has traditionally been performed in-house; advocates for outsourcing this function have increased and argue that outsourcing can reduce costs associated with recruitment and selection (Klass, 2001). Some organizations delegate crucial human resource functions to outside firms as a means of utilizing available expertise, reducing expenses, and to be able to concentrate on important business activities (Abraham and Taylor, 1996). The influence of increasing levels of globalization, technological changes, the complexity of business...
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...Case Study: Opening Your New Dunkin Donuts Locations Shannon E. Willis Ashford University Introduction A district manager has many different responsibilities. These responsibilities range from participating in the day to day operations of the business to carrying out the key aspects of the company's goals set forth in the business plan. When a district manager is assigned to n area that includes a group of start up franchises these responsibilities are magnified. District managers are directly responsible for hiring training and overseeing these new teams. They are also responsible for the ordering receiving and control of the initial inventory. Starting a new franchise has added responsibilities including job and organizational design, staffing selection and recruiting as well as introducing and implementing a training and performance appraisal model and ensuring it is carried out. Job Design Job design aims to cut down on job dissatisfaction and employee disconnection by reducing the repetitive and mechanical tasks. Companies implement job design to attempt to increase productivity levels, satisfaction and motivation in employees. Job analysis, job description, and job specification are the three standard approaches to job design (Baack, Reilly, & Minnick, 2014). Job Analysis Job analysis is the process that follows position identification and building...
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...Grace Walters MGMT 1100- PRINCIPLES OF MANAGEMENT CRN 49771 Human Resource Management is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. (Heathfield) Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. While human resource management is sometimes referred to as a "soft" management skill, effective practice within an organization requires a strategic focus to ensure that people resources can facilitate the achievement of organizational goals. Effective human resource management also contains an element of risk management for an organization which, as a minimum, ensures legislative compliance. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective Human Resource Managers enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. Human Resource Management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value...
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...Bachelor of Business Studies (Singapore) Program Name Hurman resources management Lecturer Name Mr. Dipan K Mehta Class BBS 22A FT Singapore Student Name Fang Xunqian Student Number CT0174179 UCD Number 14209524 Word: 2312 Contents Introduction of an aging workforce------------------------------------------------3 2. Recruiting in Toyota-----------------------------------------------------------------3 2.1 Explanation and elaboration of recruiting----------------------------------------3 2.2 The recruitment of Toyota---------------------------------------------------------5 Selection in HRM--------------------------------------------------------------------5 3.1 Explanation of selection------------------------------------------------------------5 3.2 Toyota’s selecting-------------------------------------------------------------------6 Training and development in Toyota----------------------------------------------7 4.1 Explanation of training and development-----------------------------------------7 4.2 Toyota’s training and development------------------------------------------------8 Conclusion-----------------------------------------------------------------------------9 Human resources management in Toyota Introduction of Toyota’s development. Toyota motor corporation was found in 1937 by Kiichiro Toyota. It is headquartered in Toyota...
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...Organizations Instructor: Michael Marticek April 27, 2015 Being the District Manager of Dunkin Doughnuts Introduction For the last two years, I was the manager of a Dunkin Donuts location that has been ranked as the top performing store in the system. Recently, after review my performance over the last two years, they have promoted me to district manager and given me the responsibility of opening another five new locations over the next two years. With this new job, I will be responsible for structuring, staffing and operating these five new locations, which means coming up with job designs, an organizational design, the recruiting and selection of employees, and the training and performance reviews of the employees. Job Design “Job design occurs when managers determine the tasks needed to be done, who will do them, and the selection criteria to be used to choose employees and place them on the job (Baack, 2014). When coming up with the job design I need to look at every job that will need to be done at each location and what parts of each job will work well with one another. I do not want the job of a cook to be that of a drive through attendant as well, if I do they might burn the food. Job design consists of job analysis, job description and job specification and each one of these is important to the job design. Job analysis is when the human resources department works with the managers of the departments to assign tasks to the jobs. In job description, they...
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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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...HRM Practices On Job satisfaction and Firm’s productivity of ROBI Telecom [pic] [pic] Report On HRM practices on job satisfaction and firm’s productivity of ROBI Telecom SUBMITTED TO Md. Atiqur Rahman Sarker Lecturer, Department of Business Administration East West University, Bangladesh SUBMITTED BY |Name of the students |ID No. | |Mahmudur Rahman |2009-2-13-030 | |Muhammad Rifat Iqbal |2009-2-10-273 | |Farjana Yeasmin |2009-3-13-034 | |Sarira Hossain |2009-2-10-162 | Course Name: Human Resource Management Course Code: HRM301 Section: 7 SUBMISSION DATE: 1st November, 2011 Letter of Transmittal November 1st, 2011 Md. Atiqur Rahman Sarker Lecturer, Department of Business Administration 43, Mohakhali C/A Dhaka – 1212, Bangladesh Subject: Submission of report on HRM practices on job satisfaction and firm’s productivity of “ROBI Telecom”. Dear Sir, We...
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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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...HR Management Chapter 1: Changing Nature of HR Management HR Management: policies, practices and systems that influence an employee’s behavior, attitude, and performance in the attainment of organizational goals HR Activities Strategic HR Management: linking HR function with strategic objectives of the organization in order to improve performance. • Measure HR effectiveness • HR metrics • HR technology (HRMSs) • HR planning Equal Employment Opportunity Compliance with laws Diversity of multicultural and global workforce Employment equity legislation Staffing Job analysis Job description/job specification Selection process Talent Management and Development Orientation Training Career Planning Performance Management Total Rewards Compensation (pay, incentives, benefits) Variable pay programs Health Safety, Security EAPs (Employee Assistance Programs) Health promotion Workplace Security Employee and Labour Relations Employee rights Policies and Procedures Union/Management relations Every manager in an organization does HR functions. Small company: less than 100 employees - shortages of qualified workers, increasing costs, increased wage pressures, increasing competition Medium sized companies: 100 to 500 employees HR Managers work with Operating Managers Management of Human Capital Physical Financial Intangibile Human Human capital/Intellectual capital: collective value of the capabilities...
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...Dunkin’ Donuts Joe Schmoe MGT 330: Management for Organizations Prof. Frances Marvel March 11, 2014 Dunkin Donuts As a district manager, many responsibilities come with the job. District management is responsible for virtually all the operations in the company with respect to the business goals that have been set out in the company plan. This is especially the case when the district assigned is a group of new area start-ups. District managers are responsible for the allocation of resources, hiring, training and managing teams. The roles of a district manager starting new Dunkin’ Donuts locations are no different yet they include the responsibility for a smooth start. These added responsibilities include job design, organizational design, staffing functions such as recruiting and selection, as well as the implementation of a training and performance appraisal processes. Job Design Job design aims to reduce job dissatisfaction and employee alienation by means of repetitive and mechanistic tasks. Organizations attempt to increase productivity levels, satisfaction and motivation to employees through job design. Job analysis, job description, and job specification are the three standard approaches to job design (Baack, Reilly, & Minnick, 2014). Job Analysis Job Analysis is a process, which is followed right after position identification and position building in an organization chart. It is the first step in the process of hiring a candidate as it outlines the particular...
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