...9-407-036 REV: MARCH 26, 2007 BORIS GROYSBERG STEPHEN BALOG JENNIFER HAIMSON Recruitment of a Star Stephen Connor, director of research at the New York investment banking firm of Rubin, Stern, and Hertz (RSH), was in a bind. His star semiconductor analyst, Peter Thompson, had abruptly announced his resignation; he had received an offer from one of RSH’s competitors. But Peter was not only a star analyst, he was also RSH’s only semiconductor analyst. This was certainly not a role that could be left vacant for long and, right now, RSH particularly needed strong coverage of the semiconductor industry because of an upcoming deal with the PowerChip company. (See Exhibit 1.) Stephen examined how much money Peter generated for the firm and saw that he could legitimately raise Peter’s compensation. Then he devised a backup plan: to split Peter’s team by encouraging Peter’s junior analyst, Rina Shea, to stay at RSH. Peter ended up leaving the firm and Stephen promoted Rina to senior analyst, assigning her to cover PowerChip and the rest of the semiconductor industry, at least temporarily, while he decided whether to offer her the position permanently or hire someone from outside the firm. Now Stephen faced the task of finding a permanent replacement for Peter. Should he make Rina a permanent offer or hire from outside? RSH Research Department RSH’s corporate culture was especially strong in its research division. Senior research analysts often began as junior...
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...loved one “good night” from thousands of miles away, is the greatest attribute Facebook provides the military and its service members. With every great benefit comes a risks and Facebook is not immune to those risks; identity theft, loss of personal and operational information, and negative feedback to a leaders post are what drives the military crazy about Facebook. How Facebook is Changing the United States Military Since 1775, the members of the Armed Forces have held a respect amongst this country’s population. As time has passed and technology has evolved, the United States military has become more accessible, attractive, and engaging to the public. Facebook, the world’s largest social media website, has played a key role in recruiting, training, communicating and planning. Facebook users, whether they support or oppose our military, make ethical decisions prior to posting their opinions. They must realize information they are considering posting could affect an individual or group in a negative manner. Something as small as hurting someone’s feelings or as large as putting United States troops in danger. Facebook is essential when it comes to maintaining...
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...SEC West division. Over the past century, Mississippi State has never experienced a championship season. It has been a hundred years of heart break and disappointment for the bulldogs. This season Mississippi State is 9-1, and is actually relevant in the College Football Playoff discussion. What caused this miraculous season was a progress that started with unorthodox recruiting, development of players, and Heisman Candidate Dak Prescott. The past five years, Mississippi State has had an average recruiting rank of twelfth in the SEC. Those underrated recruiting classes have played in four consecutive bowl games, and a current 9-1 season. The coaching staff prides themselves on finding talent that has been overlooked by the rest of the SEC, especially in state talent. Sixty percent of Mississippi State’s current roster consists of athletes from the state of Mississippi. What the recruiting rankings do not show are how well the underrated prospects develop into star athletes....
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...management selects individuals with the background and skills that match the qualifications of the job opening. Once human resource professionals have done a job analysis, a job description can be created. The job description is used for recruiting the right individuals. Hiring the right applicants to fit the right positions, human resources can ensure that the new employee will quickly become productive and contribute to the production of the company. With such a large theatre of potential job candidates on the market these days, human resource personnel have to ensure that they are reaching the most people possible while not breaking the organizations bank in pursuit of the perfect candidate. There are many ways a company can recruit employees now days, from word of mouth to specific career websites. The hunt for the right employee will be based off the position the organization is looking for. If an organization is looking for an entry level position with no education or experience a popular choice is the newspaper classifieds. This is a great option for companies, because it works and it costs the company very little to take up a small section on the Sunday classifieds. Many organizations will use this method when recruiting for regional non-skilled employees that they will not pay relocation for. Not only is this cost savvy for the organization, but the newspaper is one of the first places someone will look for job openings. Another local resource businesses...
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...Homework Questions Unit 1 – Recruiting, Hiring and Selection 1. From the Jindi Case Study, describe the sales process for each of the following markets: a. Low-end residential b. High-end residential c. Industrial A: a. b.The projects usually involved huge investment and strict procedures of selecting contractors and equipment vendors. Usually, the architectural design firm was in charge of selecting the vendors of HVAC products. 2. Assess the effectiveness of the sales and sales management practices at Jindi in relation to the: low-end residential market; high-end residential market; and industrial market. 3. If you were Ma, in the Jindi case study, what criteria would you use to make your selection and why would you use that particular criterion? A: Sales skill, professional knowledge, loyalty, education background. Loyalty is the first rule for the company to select employees. The company is very high requirements for technical，so it must be need employees who have professional knowledge of the sales staff. And the education background has certain requirements. Sales manger should has sales skill, and mange team. 4. If you were the candidate selected my Ma for the job at Jindi Enterprises, would you accept the job? Why or why not? I think i will choose this job. 5. What are the key decision points used by S.G. Cowen in making hiring decisions? What is your evaluation...
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...Meghan Wynne, Human Resources Director Sylvania North Star, New Jersey Prepared by Timothy Stevenson Human Resources Assistance Camden, New Jersey April 30, 2012 Sylvania North Star 13 Tanner Road Burlington, New Jersey 08016 April 30, 2012 Ms. Meghan Wynne Human Resources Director 13 Tanner Road Sylvania North Star, New Jersey 08016 Dear Ms. Wynne: The attached report, requested by Meghan Wynne, Human Resources Director of Sylvania North Star, on March 23, 2012. The report will describe an innovative way to hire new employees to our company compared to practices currently used. The report will discuss how Web-based employment sites would benefit the company: * Cost-effectiveness in using Web-based employment sites compared to the newspaper ads * Access to a large range of applicants immediately * Speed of replies to job openings * Easy use of the technology I would be pleased to discuss my finding in this report and its conclusions with you at your request. I thank you for your assurance in me to construct this report. Sincerely, Timothy Stevenson TABLE OF CONTENTS LETTER OF TRANSMITTAL ii EXECUTIVE SUMMARY v PROBLEM 1 BACKGROUND 1 DISCUSSION OF FINDINGS 2 COST EFFECTIVENESS 2 LARGE RANGE OF APPLICANTS 2 RAPIDNESS OF REPLIES 4 EASY USE OF THE SITE 4 Conclusion and recommendation 5 WORK SITE 5,6 EXECUTIVE SUMMARY Sylvania North Star can receive advantage devoting resources into using Web...
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...Can the Brilliant Jerk Be Managed Effectively? By James Haskett JAMES HESKETT James Heskett is a Baker Foundation Professor, Emeritus, at Harvard Business School. ORIGINAL ARTICLE The annoying employee who makes his numbers while alienating those around him will gain needed attention in the coming months with at least one book about to be published on the subject. This is an age-old problem that most managers handle badly. You know the story by now. It concerns high-performing employees, known by some as "stars" and by others as "destructive heroes" or "brilliant jerks," those who generate a great deal of business while creating problems for colleagues. They are demanding to the point of being abusive, they make promises to clients that their colleagues cannot meet, they take too much credit for success, and they generally are unable to adhere to commonly shared values of members of the organization. The management response to this kind of situation is too often ineffective. By their own admission, their managers are reluctant to rock the boat as long as the numbers continue to be good. In doing so, they underestimate the costs to the organization, including the loss of other talent. And when they do act, they do so much too slowly, often after most of the damage has been done. Jack Welch has written about the phenomenon of what he calls "jerks" or "bullies" from his own experience. At GE they were referred to as a "Type 4" manager, "the person who delivers on all...
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...Can the Brilliant Jerk Be Managed Effectively? By James Haskett JAMES HESKETT James Heskett is a Baker Foundation Professor, Emeritus, at Harvard Business School. ORIGINAL ARTICLE The annoying employee who makes his numbers while alienating those around him will gain needed attention in the coming months with at least one book about to be published on the subject. This is an age-old problem that most managers handle badly. You know the story by now. It concerns high-performing employees, known by some as "stars" and by others as "destructive heroes" or "brilliant jerks," those who generate a great deal of business while creating problems for colleagues. They are demanding to the point of being abusive, they make promises to clients that their colleagues cannot meet, they take too much credit for success, and they generally are unable to adhere to commonly shared values of members of the organization. The management response to this kind of situation is too often ineffective. By their own admission, their managers are reluctant to rock the boat as long as the numbers continue to be good. In doing so, they underestimate the costs to the organization, including the loss of other talent. And when they do act, they do so much too slowly, often after most of the damage has been done. Jack Welch has written about the phenomenon of what he calls "jerks" or "bullies" from his own experience. At GE they were referred to as a "Type 4" manager, "the person who delivers on all...
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...Can the Brilliant Jerk Be Managed Effectively? By James Haskett JAMES HESKETT James Heskett is a Baker Foundation Professor, Emeritus, at Harvard Business School. ORIGINAL ARTICLE The annoying employee who makes his numbers while alienating those around him will gain needed attention in the coming months with at least one book about to be published on the subject. This is an age-old problem that most managers handle badly. You know the story by now. It concerns high-performing employees, known by some as "stars" and by others as "destructive heroes" or "brilliant jerks," those who generate a great deal of business while creating problems for colleagues. They are demanding to the point of being abusive, they make promises to clients that their colleagues cannot meet, they take too much credit for success, and they generally are unable to adhere to commonly shared values of members of the organization. The management response to this kind of situation is too often ineffective. By their own admission, their managers are reluctant to rock the boat as long as the numbers continue to be good. In doing so, they underestimate the costs to the organization, including the loss of other talent. And when they do act, they do so much too slowly, often after most of the damage has been done. Jack Welch has written about the phenomenon of what he calls "jerks" or "bullies" from his own experience. At GE they were referred to as a "Type 4" manager, "the person who delivers on all...
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...get the very best players all around the country and the NCAA has very strict guidelines on what colleges can do to persuade the players to come play there. This isn’t a new problem but with modern technology the problem has become very visible because NCAA officials and competing schools are able to trace the exact moves that teams are doing for the players. Also players are being offered money and benefits that seventeen and eighteen year old kids have never seen before in their life. Penalties are becoming harsher every year and coaches and schools are starting to really suffer but what there is a fine line to walk between cheating and just putting your best effort towards getting the player. Process of Investigating Illegal Recruiting The NCAA has broken the process of investigations down into four different parts. The first part is the actual investigation where the NCAA has received a tip from a credible source about a possible violation. These credible sources are generally either members of the university in question, an opposing university, media member, or individual students that are being recruited by the university. The difference with the NCAA...
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...CASE STUDY OF THE CHALLENGES FACED BY SAUJANA HOTEL IN EMPLOYEE TURNOVER AND RECRUITING RANK AND FILE EMPLOYEES By, Gowri Balasubramaniam 901357 Submitted to, In Partial requirement of Business Consultation Strategy TABLE OF CONTENTS CASE OBJECTIVES ................................................................................................................................................... 3 INTRODUCTION ...................................................................................................................................................... 3 BACKGROUND OF COMPANY, INDUSTRY AND COMPETITORS .............................................................. 4 BUSINESS ISSUES/ CHALLENGES ...................................................................................................................... 5 SOLUTIONS/RECOMMENDATIONS ............................................................................................................... 11 SWOT ANALYSIS ................................................................................................................................................................. 11 STRENGTH ........................................................................................................................................................................ 12 WEAKNESSES ......................................................................................................................................
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...Human Resource Management Case Study Report Contents Page Executive Summary Pg. 2 Introduction Pg. 3 Thiess Group Pg. 4 Sectors of Thiess Group Pg. 5 Advertising Pg. 7 Recruitment and Selection Process Pg. 8 Human Resource Department Pg. 10 Challenges/Problems with Recruitment & Selection Strategies Pg. 11 Conclusion Pg. 12 References Pg. 13 Appendix A – Thiess Interview Template Appendix B – Thiess Recruitment Flowchart Appendix C – Thiess Recruitment Job Brief Executive Summary This report explains the recruitment and selection process for the company of Thiess. It will provide information how the human resource practice of recruitment and selection helps the organisation to achieve its goals and objectives. The report will provide you with as much background knowledge of the company and the challenges, problems and recommendations Thiess face today. Although Thiess works in the Construction, Mining and Services Contractors the report will only discuss how the recruitment and selection affects the Construction area of Thiess. Introduction Thiess see every construction project, no matter how large or small, as an exciting opportunity to support their communities, contribute to their country and advance their industry. They work with all stakeholders to deliver the best possible outcomes for their clients, the communities they work in...
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...Recruiting, Selection and Training Victoria Maddox Dr. Victor Villarreal Employee and Labor Relations HRM 534 August 10, 2014 About Costco Costco, a warehouse club, begin under the name Price Club in 1976 in California. The first warehouse club that opened up under the Costco name was in Seattle in 1983. Price Club was originally intended to for businesses only but realized very quickly they could make more profit by opening up to non-business people. Price Club and Costco joined together in 1993 with a name of PriceCostco and had 206 locations with revenue of $16 billion (Costco.com, n.d.). PriceCostco believes in saving their members money while offering quality products. It was renamed Costco in 1997 and now has revenue in excess of $64 billion. If their customers are not satisfied with their membership they can get a refund on it. The same goes for their merchandise; if they are not satisfied they can return the item and get a refund (Costco.com, n.d.). Costco has several levels of membership; executive, business and gold star. Membership cards can be purchased in store or online for $110, $55 and $55 respectfully. The only way to get the executive membership is to upgrade for $55 from business and gold star membership. Their product brand for the last twenty years is “Kirkland Signature.” Costco believes that the Kirkland Signature products should just as good as the brand name products that cost more (Costco.com, n.d.). Recruiting Efforts Effectiveness and...
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...To: Traci Goldeman CC: Marylee Luther Subject: Recruitment and Selection Strategies Recommendations Tracy, Here are our recommendations for recruitment and selection strategies for Clapton construction. Organizational Goals Clapton Construction should think of its recruiting strategy as a model that drives the outcomes of hiring and staffing efforts. The outcomes Clapton is trying to attain should focus in the organizational goals of the company. Atwood and Allen consulting suggest that Clapton focus on the following goals: • Quality of new hires (better fit team players who stay longer) • Establish recruiting metrics • Flexibility in meeting both peak recruiting demands and normal operational requirements • Premier hiring candidate experience Do not create a recruiting strategy in a vacuum. Clapton should treat the formation of its recruiting plan in the same manner it would approach the development of a financial plan or marketing plan (Cascio W.F., 2013). It is essential to align the business side of Clapton Construction lined up with the recruiting goals and strategies. Forecasted Demographic Changes Arizona being a southwestern state is particularly affected by immigration and demographic changes. Population growth from the year 1990 thru 2012 was over 29% (Census Bureau, 2010). Most of this growth was in the Phoenix area was among illegal aliens from South and Central America (Census Bureau, 2010). The surge in population is mostly attributed...
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...a lot of time, money and people. Because of that, countries need to recruit people to join their army. To do that, they have to run war campaigns that promote and encourage people to join the military. One of the best promotion ads in all of American history is the “I want you” poster that was created on July 6, 1916 by James Montgomery and it was used to promote world war one and world war two (loc.gov). This ad is really well known all the way from the white back ground with the red, white and blue boarder, to the depiction of Uncle Sam in the very center of the ad with his white beard and his face in an intense, almost angry stare while pointing straight at anyone who would happen to walk by. He is in white top hat completed with blue stars, and his blue suit coat topped off with a white shirt and a red bow tie. Right below his stern hand, there are the words “I want you for U.S. army”. It’s because of this ad’s effectiveness and memorability is why I chose this advertisement after my professor in my history class showed us. It is effective because it uses a credible figure, it’s patriotic, and it’s aggressive. This ad uses Uncle Sam as a recognizable...
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