...Assignment Week 4: Recruitment and Staffing American Public University System Abstract Human Resource Management have wide roles in organizations, and depending on the organization they may have overlapping responsibilities or they could have specific Human Resource management roles. A few of these functions are staffing, development of workplace policies, compensation and benefits administration, retention, training and development, and dealing with laws affecting employment and worker protection. The function of staffing focuses the acquisition, deployment, and retention of the organization’s workforce, and according to Heneman, Judge, & John D. Kammeyer-Mueller, (2012, p. 6) is “arguably the most critical function underlying organizational effectiveness, because “the people make the place,” because labor costs are often the highest organizational cost, and because poor hiring decisions are not easily undone”. Thus, the primary purpose of this paper is to discuss (a) what comprises a job description, the planning that goes into defining a job, (b) advantages of external recruiting, and (c) discuss which recruiting methods organization’s with low turnover rates prefer. Keywords: Job description, recruiting methods and external recruiting advantages Assignment Week 4: Recruitment and Staffing Define what comprises a job description, and what planning must go into defining a job? Heneman, Judge, & John D. Kammeyer-Mueller, (2012, p. 164) state that while...
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...period of time, they are concentrating to meet their business goal through their employees and they are doing it successfully through their structured HR department. 1 CHAPTER 1 BACKGROUND 0F THE REPORT 2 Background of the Report 1.1 Objective of the study: i) Primary objective: The primary objective of the report is to analyze Textile industries HR functions in the light of Manpower planning and forecasting. Here, we will explore the overall staffing activities of the TEXILAND. ii) Secondary Objective: The secondary objective of this report is to know about the actual scenario of the HR practice in the Textile industries of our country. It will help us to compare our theoretical knowledge with the real HR practices. How are job objectives/standards set by the company Various job analysis process and role of HR activities that the company is using and reasons for that How do the companies ensure a fair and equitable evaluation Methods of internal and external recruitment How is the staffing strategies determined for each level/rank of employee Determine the gap and develop action plans for demand and supply forecasting of the organization 1.2 Scope The scope of...
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...CHAPTER ONE: STAFFING MODELS AND STRATEGY Learning Objectives * Define staffing and consider how, in the big picture, staffing decisions matter * Review the five staffing models presented, and consider the advantages and disadvantages of each * Consider the staffing system components and how they fit into the plan for the book * Understand the staffing organization model and how its various components fit into the plan for the book * Appreciate the importance of staffing strategy, and review the 13 decisions that staffing strategy requires * Realize the importance of ethics in staffing, and learn how ethical staffing practice is established Introduction * Staffing is a critical organizational function concerned with the acquisition, deployment, and retention of the organization’s workforce. * Staffing is arguably the most critical function underlying organizational effectiveness, because “the people make the place,” because labor costs are often the highest organizational cost, and because poor hiring decisions are not easily undone. * Five models * The first model shows how projected workforce head-count requirements and availabilities are compared to determine the appropriate staffing level for the organization. * The next two models illustrate staffing quality, which refers to matching a person’s qualifications with the requirements of the job or organization. * The person/job match model is the foundation of all staffing...
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...Case Study 2 Jasmine Howard Liberty University Case Study 2 Part I Kaiser Manufacturing Company has been in business for over 50 years using the standard method staffing. Hiring its own employees, training, managing and all human resources issues were all handled in house. The option is now arising to use an employment agency, FSS, to relieve the burden from Kaiser Manufacturing Company. It is important to weigh the advantages and disadvantages of this option before changing the entire business plan Kaiser Manufacturing Company has worked so long. The advantages include, flexible staff numbers, as of current Kaiser Manufacturing Company has a workforce of 725 production workers, 30 clerical workers, 32 engineer and professional workers, and 41 managers, who are all full time employees. This number was a perfect fit for the company when the sales were at an all-time high but as of 2008 the sales have stayed at 175 million annually. Cutting back on the cost of the workforce would be very beneficial to Kaiser Manufacturing Company’s bottom line. If and when sales are to peak or employees call out it is great to have the option to bring in more employees or decrease the number of employees staffed when necessary without adding more work to management. A second advantage would be the caliber of workers available to the company. Though the current workers are adequate to keep the business running, it may be advantageous to bring in someone temporary to help understand why...
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...The Recruiting Industry: Internet Staffing vs. Traditional Staffing The Recruiting Industry: Internet Staffing vs. Traditional Staffing Prepared By: Anthony Moy (amoy29@gmail.com) Jacquelyn Pope (easyon32@yahoo.com) Karishma Sajnani (ksajnani1@gmail.com) Koura Doumbia (kouradoumbia@yahoo.com) Roushan Chowdhury (roushanchowdhury@gmail.com) Twenika Huddleston (Twenika@yahoo.com) Prepared By: Anthony Moy (amoy29@gmail.com) Jacquelyn Pope (easyon32@yahoo.com) Karishma Sajnani (ksajnani1@gmail.com) Koura Doumbia (kouradoumbia@yahoo.com) Roushan Chowdhury (roushanchowdhury@gmail.com) Twenika Huddleston (Twenika@yahoo.com) Prepared For: Professor Battino HRM594 STRATEGIC STAFFING KELLER GRADUATE SCHOOL OF MANAGEMENT November 10, 2014 Prepared For: Professor Battino HRM594 STRATEGIC STAFFING KELLER GRADUATE SCHOOL OF MANAGEMENT November 10, 2014 Table of Contents Introduction 2 Approach 2 Focus 2 Recruiting Industry History 2 Strategic Staffing 2 Internet Staffing 2 Internet Staffing Methods 2 Traditional Staffing/Methods 2 Literature Review 2 Results/Recommendations 2 Conclusion 2 References 2 Introduction In today’s society, you will find that many organizations strive to discover the most efficient, effective way to successfully recruit the ideal candidate that’s a perfect fit within the workplace environment. This can be a daunting task within the Human Resources (HR) department should the appropriate factors...
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...Organizational Psychology Recruitment Methods When companies need to hire employees there are many methods that can be used. Before these methods are identified, recruitment method needs to be defined. Recruitment methods are the specific means by which potential employees are attracted to an organization. Internal and external are the two types of recruitment methods. Internal recruitment is done by promotions from within a company, nepotism, and employee referrals. External recruitment is done by job advertisements, employment and recruitment agencies, social media, and government job centers. Moving ahead I will go more in depth on each method throughout the paper. What exactly is internal recruitment? It is the assessment of an employer’s current staff to ascertain if any current employees are sufficiently skilled or qualified to perform the duties required by the job vacancies. The fastest recruitment method overall is promoting from within a company. By promoting from within, companies don’t spend any time and effort posting vacant job positions. The hiring process moves along much faster since they have most, if not all, of the information they need about the persons who are qualified for the vacant position. Examples of promotion from within are sales person becoming a supervisor, store manager becoming a district manager, or computer tech becoming a network administrator. Next there is nepotism. Nepotism is favoritism in politics or business granted to relatives...
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...Abstract: Modern organizations struggle with staffing challenges stemming from increased knowledge work, labor shortages, competition for applicants, and workforce diversity. Yet, despite such critical needs for effective staffing practice, staffing research continues to be neglected or misunderstood by many organizational decision makers. Solving these challenges requires staffing scholars to expand their focus from individual-level recruitment and selection research to multilevel research demonstrating the business unit/organizationallevel impact of staffing. Toward this end, this review provides a selective and critical analysis of staffing best practices covering literature from roughly 2000 to the present. Several research-practice gaps are also identified. Reference: Hussain folder staffing the 2nd page. Table of Contents Abstract: 1 1. Company Profile: 1 2. McDonald’s Organizational Behaviour 1 2.1 Diversity 1 2.2 Equal Opportunity 1 2.3 Cultural Differences 2 3 Human Resource Management 2 4. Staffing 4 4.1 Implications of Staffing 4 4.2 Staffing Models 5 4.2.1 Staffing Quantity 5 4.2.2 Staffing Quality 6 4.2.3 Staffing System Components 6 4.2.4 Staffing Organizations 7 4.3 Organizational Effectiveness 7 5. Recruitment at McDonald’s: 8 5.1 Recruiting Suitable Applicants 9 5.2 Recruitment and Selection Process 9 Step 1: Planning 10 Step 2: Selection Process 11 Step 3: Interview 11 Step 4: Reference Check 12 ...
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...Business, HR and Staffing Strategy shaping the Recruitment and Selection Process Student Name Institution Instructor Date Organizations are combinations of financial physical and human resources. Human resources refer to the skill, knowledge, and ability of individuals, and their inspiration to apply them on the job (Fitz-enz, 2000). The workforce of an organization is the human resource team acquired, deployed, and retained in the pursuit of organizational results such as market share profitability and customer satisfaction (Bowen, Ledford & Nathan, 1991). Staffing is the organizational role used to construct the organization’s workforce through staffing strategy, human resource recruitment and planning, selection, and retention. An organization’s greatest asset is the staff hence having the right recruitment and selection process is vital in ensuring that the newly acquired or incoming employee becomes effective or valuable in the shortest time possible. The success of an organization relies on having a definite number of employees with precise abilities and skills. Pizza hut being part of these organizations adopted a strategic staffing plan to ensure that it remains as much effective, profitable and responsible as possible. Pizza hut has formulated a strategy with an expression of its overall mission or purpose, and established broad objectives and goals which will guide it towards the fulfillment of its mission. Underlying these goals are certain...
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...The Recruiting Industry: Internet Staffing vs. Traditional Staffing Prepared By: Anthony Moy (amoy29@gmail.com) Jacquelyn Pope (easyon32@yahoo.com) Karishma Sajnani (ksajnani1@gmail.com) Koura Doumbia (kouradoumbia@yahoo.com) Roushan Chowdhury (roushanchowdhury@gmail.com) Twenika Huddleston (Twenika@yahoo.com) Prepared For: Professor Battino HRM594 STRATEGIC STAFFING KELLER GRADUATE SCHOOL OF MANAGEMENT November 10, 2014 Table of Contents Introduction 2-3 Approach 4 Focus 5 Recruiting Industry History 2 Strategic Staffing 2 Internet Staffing 2 Internet Staffing Methods 2 Traditional Staffing/Methods 2 Literature Review 2 Results/Recommendations 2 Conclusion 2 References 2 Introduction In today’s society, you will find that many organizations strive to discover the most efficient, effective way to successfully recruit the ideal candidate that’s a perfect fit within the workplace environment. This can be a daunting task within the Human Resources (HR) department should the appropriate factors not be well aligned with an organizations purpose. This research paper will explore the elements of internet staffing and traditional staffing. Some will argue that tradition staffing is the best method because it’s been proven to achieve great results within the business industry for many years. While others will argue that internet staffing can achieve the same results. However, through the use of technology this method...
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...Recruitment Strategy or Method | External or Internal | Appropriateness for Health Care | Referrals from current employees. Employee referral is an internal recruitment method employed by organization to identify potential candidates from their existing employees' social network. An employee referral scheme encourages a company's existing employees to select and recruit the suitable candidates from their social networks. As a reward, the employer typically pays the referring employee a referral bonus. Recruiting candidates using employee referral is widely acknowledged as being the most cost effective and efficient recruitment method to recruit candidates and as such, employers of all sizes, across all industries are trying to increase the volume of recruits through this channel. Some organizations offer incentives to their employees for successful referrals. Employee referrals can be an effective recruitment tool, because employees have a good sense of what it takes to be a successful worker and member of the organization. Employees can essentially be used as an organization’s personal headhunters because they are often well-connected to qualified talent through their professional association. Employees referrals can save the company in recruitment expenditures. According to "Employee Referrals – Your Go To Strategy For 2014 " (2014),” Advanced programs result in referrals reaching nearly 50% of all hires and they can receive as many as 8 referrals for each open job....
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...RUNNING HEAD: ORGANIZED LABOR AND HUMAN RESOURCES PLANS UNIT 5 INDIVIDUAL PROJECT AVON.MITCHELL SMITH CTU ONLINE MANAGEMENT OF HUMAN RESOURCES IN HEALTHCARE HCM670-1601B-01 INSTRUCTOR: HWANGJI LU MARCH 21, 2016 ORGANIZED LABOR AND HUMAN RESOURCES PLANS ORGANIZED LABOR AND HUMAN RESOURCES PLANS ABSTRACT Health care organizations are labor intensive; the costs of staff are about two thirds of total expenses. This makes human resources the most significant input component in delivery of health services. Heath professions occupations are highly fragmented by skills area. About 100 different types of positions are required to staff a general acute care community hospital. Acquiring and retaining a qualified work force are among the most significant tasks facing health care management (Longest & Darr). In this paper I will discuss what I have learned throughout this course, and develop a...
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...C ompany Profile Welcome to PrecisionStaffers Congratulations! You are at the right hands for all the Staff augmentation needs. At PrecisionStaffers, our mission is to support our customers succeed consistently. Through outsourcing, we deliver effective solutions to your critical staffing problems, to enable you to win. Our success has emerged from our commitment to the core values of transparency, reliability, dedication, teamwork, innovation, and continual customer satisfaction. By combining our expertise and solutions in information technology and business processes, we develop effective solutions for you, and help you succeed quickly and cost effectively. Enhance your Competitive Edge to the next level by partnering with PrecisionStaffers. Let us help you today. We assure you the best of our services and solutions at all times, and look forward to a long and mutually beneficial relationship with you. # 42, 2ND floor, Sama Towers, Church Street, Bangalore 560001 About US Precision Staffers is a prominent talent search and recruiting company, providing wide range of recruitment solutions for various requirements. Precision Staffers relies on years of recruiting expertise in a variety of industries and career positions. Our success is a direct result of our committed pursuit of countless networking and referrals made over the years. We’ve developed a true passion for matching the right talent with the right businesses. In today's rapidly changing...
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...Temporary Employment Agencies and Other Staffing Firms”. This guidance outlines employers and staffing firm obligations as they apply to anti-discrimination statues under federal law. Applicable laws include Title VII of the Civil Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and the Equal Pay Act (EPA). Under law, companies with greater than 20 employees are subject to regulations under the ADEA, greater than 15 employees under the ADA, and greater than one under the EPA. “Employee” is defined in “Coverage Issues” and clearly differentiated from independent contractors for the purpose of determining application of the EEO guidance. The guidance around employee status, while detailed, requires that employers examine each situation on a case-by-case basis in order to determine employee status under law. Because the employer and its staffing firm are jointly responsible for the following of EEO guidelines, employers should consistently follow EEO guidelines regardless of employee status. My company currently engages staffing agencies and Recruitment Process Outsourcing (RPO’s) for the purposes of placing both contract and fulltime employees across all areas of our business. As we establish and maintain relationships with our external suppliers, our External Resource Management Team (part of the internal recruitment team), Diversity & Inclusion, and recruitment teams have a part in negotiating Service...
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...not like to stick to any particular area. I want to explore more and more, and SCM gives that opportunity. SC professional gets a chance to work with market of Raw material, Purchasing, Production, and ,Distribution, Logistics, and market of Final Goods. Internet Staffing Methods vs. Traditional Methods HRM 594 Strategic Staffing Keller Graduate School (DeVry University) September 17th, 2013 We live in an era of technology that is changing the way the traditional workplace operates. Within the last two decades, dependence on technology as a means of conducting business has caused human resources to increase its recruiting functions from utilizing print media to posting vacancies on the Internet to attract prospects. Such practice improves the time it takes to hire a candidate, eliminates steps in screening and overall saves on costs that traditional method drained from a company’s budget. From the job seeker’s perspective, the hiring process is greatly enhanced. “In our fast moving society we no longer want to wait for Thursday's paper, which contains the appointments section, nor do we want to post our CVs in the mail the following day, then wait for weeks for a reply” (Online Recruitment Marketing Counsel, 2003). The use of the Internet means the entire world has access to a vast number of jobs. With the speed and capabilities of such methods, applications are instant and allow for submissions day or night. Using the Internet is not limited to posting...
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...Resource Management, Operation Management, Finance & Economics and Marketing. The organisational structure of MMS had relative flat structure, the academic staff who were equally divided into the four subject divisions were either lecturer or senior lecturer. In addition to that senior lecturer were only in a higher grade of the Salary scale of MMS but had same condition of employment with the lecturers. Currently MMS is facing problem of losing important staff who were important for the smooth going of school activities at a critical time of the year when MMS is getting ready for the new intake. 2.0 ISSUES: There a number of issues related to this case but I will concentrate more on issues on staffing since it is the most critical issue in this case. For the staffing issues this case study analysis will do both SWOT and root cause analysis in order to derive contextualised recommendations which are sustainable. SWOT analysis will help to me to understand fully the situation of MMS David, Fred R. 1993. There is also general consensus that recommendations will bring sustainable solutions if they address root causes not symptoms. The other issues...
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