...BLOZIS COMPANY Executive Summary: Blozis Company a manufacturer of highly technical equipment made $16 million gross sales by the engineering department. The supply department consisted of the supply manager, a buyer and two clerks. Multiple problems led up to the main problem in this case, one of those is the fact the engineering and production departments would contact the expediter in ordering instead of going through the requisitioner. This in turn caused faulty paperwork on items leaving the stockroom and the books would start to get out of order. Another problem was that there isn’t enough communication between departments and this has led to drop in efficiency. Everyone claims they did their job correctly but there isn’t a paper trail to prove it. Assumptions: The supply manager had no technical training on the job which is highly technical in nature, it was assumed that he had a fair grasp of the engineering terminology used in the field and so she could handle the department. She definitely was dealing with as little as she understood and so the expeditor took over the procurement process bypassing the important part of the process. The expediter who was formerly one of the technicians in the production shop and had some technical training in the army but had no background in strategic procurement processes was often contacted on ordering problems, he was not following...
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...Assessment Task 1 BSBHRM405A Support the Recruitment, Selection and Induction of Staff Planning for recruitment Part A 1. At which stage of the HR life cycle is the development of a job description? At the HR life cycle, the stage of the development of a job description comes under the second stage that is ‘Education’. In this stage of HR life cycle, the employees should know their role within the organization, their expectations and responsibilities. The management train new hires until they fully understand their job’s duties and responsibilities. 2. Explain what equal employment opportunity is. Provide an example of an EEO policy? Equal employment opportunity EEO is recognized as an employment practice in which employers never engage within employment activities that are prohibited by law. It is considered illegal activities if employers discriminate against an applicant or employee by reason of race, color, age, sex, caste, religion, national origin or physically challenged. EEO legislation copes with three key areas of practical concern such as discrimination, harassment and affirmative action Example: ‘Harassment’ is recognized as a form of discrimination. Harassment contains unwelcome, humiliating, unsolicited, disgusting, abusive, criticism or threatening behavior intended for an individual or group of people due to some real or apparent characteristic like a person’s ethnicity, sexuality, religions or disability within situations that a person harassed...
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...American University of Kuwait To: The Rector From: Group of Students Date: 5 July, 2012 Re: Hire Diverse Cultured Faculty and Technical Staff Purpose We propose that the university must hire more faculties from cross cultural societies at American University of Kuwait. This will encourage students from different societies to take an admission in AUK and consequently it will improve the university rating, profits and reputation. Secondly, the upgraded system of technology within University requires more qualifies technical staff so that to share the workload in an efficient manner. The human resource department of American University of Kuwait must plan to hire more faculties before September 2012 so that to include the fresh hiring in the new program. Problem with Current policy Being the students from different societies, it is our basic need that our culture must be respected. Moreover, we must have awareness about the culture of our co-fellows. As according to the current policy of American Universities, students are treated in an American fashion. They are taught about American customs and their norms. It is for this reason that most of the teachers are from America; thus making the rule of an American culture. Due to this selective hiring of faculties, students from other societies don’t get satisfied with the teaching methods and the course work. Secondly, there are librarians of the same culture and religion in the University. They are unable to maintain the...
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...Factors of The Baby Fold Knowledge Factors 1. Education 2. Experience 3. Currency of knowledge needed 4. Certification/Licenses required Technical Requirements (general) 5. Number of people supervised – refers to the direct reporting relationship required for the job. This factor is viewed as modereatley important resulting in a 30 point differential. * 10pts - No supervision. Works alone. * 40pts - Supervises under 5 employees * 70pts - Supervises 5 to 15 employees * 100pts - Supervises over 15 employees 6. HRM functions performed – This is relative to direct reports. This factor is considered to be somewhat important making it a point differential of 30 points. * 10pts - Not a job requirement * 40pts - It is necessary to perform any of the two following tasks: disciplinary actions, scheduling, employee evaluations, new employee training, hiring/firing. * 70pts - Requires to complete all of the above tasks listed. 7. Legal compliance – Refers to the degree to which a job requires to be aware of and comply with relevant rulings. This factor is viewed as somewhat important resulting in a differential of 30 points. * 10pts - No specific qualifications for this job * 40pts - Must practice within the legal confinements of the industry * 70pts - Only monitors the organization in making sure everything is under legal compliance. * 100pts - Monitors organization for legal compliance AND insuring employees...
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...approved bond issue, the funds must be spent in a fiscally prudent manner while still delivering the required network improvements. In addition to financial constraints, other business constraints include the hiring of new personnel to support the expanding network and the implementation of the changes to the network. 3. What are the technical goals? (10 points) The technical goals for the setup are: - To connect all of the buildings to the new IT wing of the administration building - Provide controlled wireless access for the students in each classroom - Provide open wireless access for students and locals in the areas outside of each building - Provide high speed wired connection to each faculty office - Provide a centralized online backup of all data designed for backup - And replace the PBX based telephone system with a VOIP based system. 4. What are the technical constraints? (10 points) It is anticipated that within the next few years, a new building will be added to the campus 15 miles away running along a city-owned hiking trail that runs along an abandoned railroad line connecting the 2 campuses. It is imperative that expansion is taken into account when designing the network. Additional technical constraints are the training and hiring of experienced personnel to provide 24/7 support for online students. 5. Diagram the existing network. (10 points) All layouts are the same basic outline, identical to the one below with a few...
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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 of...
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...XYZ Comprehensive Human Resources Plan Cesar Pastora American Military University HRM600 Xyz Comprehensive Human Resources Plan XYZ is an engineering firm specializing entirely in Civil Engineering. The firm applies for tenders on constructions of different structures such as; highways, drainage systems and buildings, from various tenderers within the country. The company has 300 employees in total: who include include head engineers who are in charge of the various departments within the firm. In this essay, an extensive human resource plan in the XYZ Company will be elaborated and discussed. The company has twelve departments altogether, meaning that up to twelve projects can be undertaken at a go and hence; each department would require adequate staff to avoid overworking of some workers. . “Since the inception of the of the first personnel departments, management practices have played a major role in promoting today’s HRM operations (DeCenco).” Therefore, after the subcontractors have been chosen, the company allocates the remaining staff to each department depending on the projects that they are undertaking: these personnel may include machinery operators, staff drivers and mechanics. Additionally, the firm also has a security detail which also accounts for the firm’s employees. Each departmental head in the organization...
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...contractor in Canada. This is easier said then done, we currently have a few obstacles before reaching our goal and taking the Mond Nickel contract. Our lack of equipment/machinery, lack of personnel, the uncertainty of geological conditions, and the risk of damaging our client relationship with Noranda are factors we need to take into consideration. As a company we can take advantage of our competitive advantage over the other three mining competitors and build ourselves an even bigger reputation and employee skillset that will put us at an advantage for any future tenders that may arise. We have three main competitors for the contract; Boart, Major, and Orbit. Major is the only one that has a technical competitive advantage over us, they have the equipment and personnel to perform such a job. Whereas in Northern’s case, we need to, purchase 4 new drills, bulldozers/skidders, and supporting equipment. Other than buying new equipment we can always rent, as long as the rental period of the drill, bulldozer, and supporting equipment per year is less than $ 360,000 (depreciation rate). The outlook for the mining sector is relatively positive, however nothing is certain, yet to establish ourselves as one of the most technically competent drilling contractors I propose in buying 4 new drills along with there supporting equipment and bulldozers; in addition to the four drills that would be made available...
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...Assessment Task 2 Recruitment & Selection Consultation Business Profile – P&C Micros From head offices in Melbourne Australia, this innovative design and manufacturing company, best known for its “Zone” brand of lasertag games, produces and distributes a range of products into the entertainment and theme park industry across the world. P&C Micros relies heavily on ground technical expertise and support for its products with its regional corporate support offices in Asia, North America, South America, Russia and Europe and also many sales and distribution staff in various other countries across all time zones. • Family owned business. • Multinational company. • Manufacturers and suppliers of lasertag equipment as well as a range of products for the entertainment and theme park industry. • Location Head Office: Carlton, Victoria (Australia) Employees: Less than 20. • Support Branches Asia, North America, South America, Russia, Europe. Employees: Sales and technical support staff only. • Major Clients Family Entertainment Centres (FECs) Future Direction – P&C Micros To cater for increasing product demand, and to help keep costs down, the company has recently moved manufacturing and production to China. This resulted in some restructuring of staff conditions at Head Office with a change to job structure and expected work requirements of some staff. The company intends to expand further in China and...
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...Hiring Without Limits At IBM, disabled workers contribute millions to the bottom line, and provide a crucial point of view for a company that makes and sells technology for people with disabilities. "We consider diversity strategic to our organization," says Jim Sinocchi, director of diversity communications or IBM, who is a paraplegic. "We don't hire people who are disabled just because it's a nice thing to do. We do it because it's the right thing to do from a business standpoint." By Joe Mullich [pic] t the IBM Research Center in Yorktown Heights, New York, scientists develop specialized technology that is the lifeblood of the company’s future products--and profits. The center depends on a constant influx of high-level talent, from computer programmers working on speech-recognition products to engineers fabricating semiconductor devices. Ironically, amid all this high-tech gadgetry, some of the hardest jobs to fill have the ring of rust-belt manufacturing. Like most firms, Big Blue has trouble finding enough precision machinists who operate lathes and milling equipment. "It’s a dying art," says Bill Strachan, the center’s program director for technical recruiting. "Most of the precision machinists that are available are highly skilled members of the aging workforce, so we have to look for new sources." That search for new sources took the company to an unexpected place: the National Technical Institute for the Deaf. The world’s largest technological college for...
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...which I possess include knowing how critical certain attributes are such as confidentiality, thoroughness, being result/self-driven, as well as having sound decision making skills. In addition, I also possess many physical skillsets including but not limited to installing/repairing/maintaining/troubleshooting and upgrading various computers, operating systems, networks, PC’s, laptops, technical equipment such as routers, patch panels, switches, cameras, biometric access systems, printer setups/replacements. Nearly every project and job has required me to conduct several troubleshooting methods depending on the situation and issues involved. I have also spend a great deal of time over the past ten years adding, removing and editing user and group accounts in active directory. I have volunteered in several group homes, classrooms, nursing homes and other places to provide people with little to no experience using today’s technologically advanced tools. Therefore, giving them a chance to learn how to use various forms of technology to keep in touch with their friends and families by teaching technical training...
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...Charter Communications Charter Communications is an American company that takes great pride in providing cable television, high-speed internet, and telephone service to customers in 29 states. Charter Communications is classified as the fourth largest cable company. Charter Communication has a Human Resource department at each location throughout its enterprise. The individual department that will be of focus for the purpose of this paper is the office residing in ...... The mission statement of Charter is, “Integrity, Teamwork, Customer Service.” The overall mission of the company is to “drive growth and increase shareholder value by delivering simple, customer-oriented communications and entertainment solutions to consumers and businesses” (Charter Employee Handbook, 2010, p. 8). Charter Communication has simple values and operating principles. Charter requires employees to exhibit integrity and display utmost respect. Through proper training employees demonstrates ownership and accountability, which delivers customer service. Charter believes its work is important and promoting teamwork and trust allows employees to pursue growth and learning. Charter trusts their employees and builds off of their success. This embraces and drives change throughout the company. (Retrieved from charter.com) The human resource department located at ....., California . It strictly supports these cities and refers all major issues to the headquarters in Irwindale,...
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...Course Number (ORG300) – Applying Leadership Principles Colorado State University – Global Campus February 28, 2014 Learning from Poor Leadership There are many organizations and companies throughout the world that are controlled by bad or incompetent leaders. Some reasons for bad leadership are inadequate hiring practices such as hiring relatives, lack of knowledge around leadership skills, or inherit flaws of the leaders such as power trips or egotism. Whatever the reasons for the bad leadership, the results are demoralized teams and unproductive organizations (Richardson, 1994). Some of these effects are not understood until long after the damage is done or until after the leader has left the organization. In this paper I will discuss my experience with poor leadership and offer how this experience has made me a more effective leader. Joe, the Autocrat with Charisma Fifteen years ago, fresh out of the military, I started my civilian career as a technical specialist providing supervisory and maintenance services for data centers providers. Customers such as AOL, Verizon, and Sprint had a high availability requirement for their mechanical and electrical equipment and ex-military personnel were ideal for these services. The position was fast paced, required around the clock commitment, and extremely stressful. Seconds of downtime for these data centers meant millions of dollars in lost revenue for our customers. My bad leader was Joe, Vice President of Technology...
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...ABOUT OUR COMPANY: Home in on this decorating business with the flair for design. Working with local furniture and accessory stores, paint shops, carpet and drapery outlets to coordinate clients’ interiors. The difference between Interior Designer and Interior Decorator is quite simple to be an Interior Decorator requires no education or certificates. However an Interior Designer must have a Bachelor’s degree in Designing at a technical institute, community college, or a school of design. With Any true professional Home Designer/Interior Decorator will automatically know the key to getting in the door of this type of business is by decorating their own home first. NUMBER OF EMPLOYEES: Positions will be broken down and chosen between 15-20 employment Positions, and those are as follows: Corporate location: Owner/President/CEO of the company-01, (Co-owner) Vice President-02, Human Resources-03, and W1 location includes: Head Design Supervisor, Architects-04, and Engineers-05, W2 location includes: Supervisor-06Executive Assistant-05, Administrative Assistant-07, Designers-08, and Planners-06 QUALIFICATIONS INCLUDE: All applicants must be able to pass a Pre- Employment drug screen, must be trained professionals that has been awarded their BA degree in interior design and décor and the qualifications may include passing the NCIDQ (National-Council for interior Design Qualification) exam to receive their license and must identify the license process for interior design...
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...Dr. Bryan D. Martinez, DDS at Brilliant Smiles is currently hiring for several Dental Hygienist positions. A job analysis has been conducted applying multiple approaches to gather information “determining the duties, skills, current trends and personal characteristics” required for this particular position (Dessler, 2015, p. 89). Information was collected from the American Dental Hygienist Association (ADHA) website, the New Mexico chapter of the Dental Hygienist Association (NMDHA) and personal observation of the senior dental hygienist in the office of Dr. Martinez. Individual interviews with the current dental hygienists and Dr. Martinez will clarify the job expectations and culture of the office itself. This analysis provides an overview...
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