EMPLOYEE ORIENTATION: Developing and Implementing an Effective Orientation Plan by Yolanda Y. Loper A Paper Presented in Partial Fulfillment Of the Requirements of OM5004 People at Work October, 2003 43725 7th Street East Lancaster, CA 93535 (661) 951-3737 Queenbyoli2@cs.com Dr. Hammond Abstract This paper will discuss the process for developing an effective plan to orient new employees to the Lancaster School District’s Early Childhood Education Division. The author will guide
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terms of the statute pursuant to which the body operates (3) the importance of the decision to the individual or individuals affected (4) the legitimate expectations of the person challenging the decision (5) the choices of procedure made by the agency itself The court begins its analysis by stating that all administrative decisions affecting rights, privileges or interests of those affected by them are sufficient to require procedural fairness. In fact, the court refers to the need to do so
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Knowledge of the discrimination law is important. Laws and regulations have been set in place by the federal and state government to protect both the employer and employee. Contracts and Liabilities Managers must all be trained and current on all employment laws to stay away from wrongful termination. Most managers don’t like to terminate employees as this is a difficult task. One never knows how an employee will respond to his or her discharge, so it is very important to stay calm and get to the
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4 Group Project there is a scenario. The scenario is that the owner of Work Now, a nonprofit job referral agency, has asked a few of his employees which is my fellow group members and I for help and recommendations. In the current economy employers seeking to fill professional positions are reluctant to hire applicants direct to full-time. Instead they prefer to hire though temporary agencies such as the one we are working for in the scenario. This is so they can evaluate employees and be selective
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In a time when many companies are cutting costs across their operations, a growing number of HR departments are changing the ways they recruit. Their goal: to boost recruiting efficiency (reducing recruiting costs per hire). Their means: innovative recruiting approaches that bring imagination and aggressiveness to a company's overall recruiting function. Innovations are occuring in several elements of the recruiting process. Here is a look at innovations in several areas. Recruitment Advertising
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It is commonly accepted that management’s number one priority is to get appropriate results through the effective use of people. The first step toward the proper use of an organizations human resources is to hire the right people. Today, the hiring process is very competitive in nature, with the job typically going to the person who is most suitable from among the rest. While few employers get exactly what they are looking for in a new hire, those who get the best results are employers who put forth
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A report to identify, discuss and assess the nature of Talent Planning in organisations 1. Introduction 2. Attracting talent 3. Diverse workforce 4. Factors that affect recruitment and selection 5. Recruitment and selection methods 6. Induction 7. Concluding statement 1. Introduction This report aims to assesses factors that affects organisations' approaches towards: attracting talent; recruitment and selection (including an investigatory approach to specific methods
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offender is a person who has been convicted of criminal offense. Over 600,000 people are being released from prisons or jails annually. Many suffer from different challenges as they reenter society. Among the most challenging is finding employment. Finding employment reduces recidivism for ex-offenders. Recidivism is the tendency to relapse into a previous condition or mode of behavior especially criminal behavior. Research has shown that of the 600,000 individuals that are released 67% will be
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sees about employment opportunities and urge workers to apply, and join apprenticeship programs into worker preparing. Employing from inside might be troublesome when there is a squeezing need to fill a position and the required ability does not exist in-house. Besides, it is a smart thought for organizations to fill no less than 20 percent of employment opportunities from outside, on the grounds that untouchables have a tendency to bring new thoughts. (RECRUITING , 2016) Public Employment Agencies
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Coleman works for Software Inc., a Delaware based corporation that sells security equipment to businesses and bars. Coleman travels to prospective clients and meetings with representatives of the businesses in his sales division. Coleman conducted a sales trip to Smalltown, Colorado in March 2008. Coleman saw a ring that he really liked but could not afford it, so he stole the ring. He later went to Jimmy’s Poor-Man’s Bar to meet with a client. Coleman was talking with Jimmy about business when
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