...has grown into a mid-size manufacturing firm in the last decade and management has plans in expanding the company’s operations to compete in the global solar technology industry. In order to achieve this, the organization has to keep up with the latest trends and developments, which requires future recruitment and selection of a high performing qualified workforce. This essay is a discussion on effectively meeting the organization's needs and issues related to finding, attracting, successful hiring and onboarding of personnel. Despite the high unemployment in the nation, RES faces shortage of engineers, and skilled workers such as technicians, machinists, operators, craft workers, distributors and unskilled production jobs. This shortage of workforce limits the organization’s ability to drive innovation and expand operations by improving productivity. According to the article, Boiling point? The skills gap in U.S. manufacturing by Deloitte Manufacturing Institute, “High unemployment is not making it easier to fill positions, particularly in the areas of skilled production and production support. […] Translated to raw numbers, this means that as many as 600,000 jobs are going unfilled, a remarkable fact when the country is facing an unemployment rate that hovers above 9%. “ Furthermore, hiring competition among national leaders in the solar industry creates various challenges RES needs to encounter in tackling workforce shortage. Traditional methods of recruiting such as advertising...
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...Exhibit 7.14 in making your recommendations. In order to effectively obtain and retain the most competent and highly skilled marketing manager for this particular startup company a substantial monetary return in relation to both base pay and total compensation will need to be implemented. This compensation structure will need to be at least 25 percent above market price based upon external competitiveness to, in turn, ensure that this particular individual is both drawn to the company as well as being highly motivated extrinsically while engaged in his/her duties. Within this particular scenario the pay policy that would be most effective and efficient is the pay-with-competition-policy. This policy strives to ensure that an organizations wage costs are generally equal to those in relation of its overall competitors within its target market as well as having the ability to entice applicants that will be generally equal to its initial labor market competitors. These are all very positive aspects of the pay-with-competition policy in relation to external competitiveness but there are apparent negatives which may surface as time progresses. A negative aspect of the pay-with-competition policy is that it’s aligned with the current market price meaning that other similar competitors will offer the same base pay for this particular position to any qualified candidates...
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...Zachary Denning Week 1 Strategic Linkages HRM-310 1. A strategic partner linkage between HR department and the business operations creates a mutually beneficial relationship. Our text book states that strategic human resource management creates a clear connection between the goals of the organization and the activities of the people who work there (DeCenzo, Robbins, & Verhulst, 2009). What this means is that the employees are able to see the direct connection between what they do and how it helps the organization achieve their objective. When these goals are aligned, it means the departments can work in unison and synchronize their needs. When the HR is a strategic partner, they will be able to recruit employees from the right sources to ensure they are selecting people with the right skills and abilities. In addition, the HR will be able to focus the efforts of training and development towards the organizational objective. This means that they are not only recruiting the right people for the job, but they are using a strategic method to keep them properly trained. On top of the training of new skills, an HR strategic alignment helps employees develop those skills necessary for the organization to achieve its goal. As a strategic partner, HR masters all of the functions to find and keep a force of proficient employees. In fact, research shows that companies that link strategy with human resources show increased profitability and shareholder value ((DeCenzo, Robbins...
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...diligent search; 2) studious inquiry or examination; investigation or experimentation aimed at the discovery and interpretation of facts, revision of accepted theories or laws in the light of new facts, or practical application of such new or revised in the light of new facts, or practical application of such new or revised theories or laws; 3) the collecting of information about a particular subject. Research may mean different things to different people but research to me means to participate in research and to search for information on a subject or a particular problem. Research is an important part of Ashford Academics. “Health care organizations have become extremely complex hence health care management has also taken on a complexity of its own. Health care managers must therefore be very versatile in management skills while being very knowledgeable in health care issues. One cannot expect to be fully prepared for a lifetime career of health care management by an academic program alone. Further growth and professional development are demanded in a highly dynamic environment such as health care” (Isaac, 1995). As a leader in health care, research is important because either it justifies a point being made or it allows you to interpret facts. One such example of research is Table 1.4.1 on page 31 of Harrington & Estes (2008): Health Policy: Crisis and Reform in the U.S. Health Care Delivery System. This table could not be developed without research. In this table, the...
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...sites. Each of these separate functions units are different stage of product maturity. All but one, diesel, has small or no growth. This is because the domestic labor market for qualified managers and specialists is small due to lack of education, lack international experience and the production sites are not an attractive location to Bosch's pool of willing expatriates. Another issue is that higher management positions are solely filled by expatriates. The solution might be, Bosch could expatriates local qualified employees to Germany since a successful manager in this country must be fluent in Russian, which is the language primarily used in business in Kazakhstan and must further be sensitive to the culture of a country with diverse ethnic groups and a strong Islamic and Russian Orthodox community. The firm should also recruit through MDP and JUMP in Germany. In the meantime, expatriates should be encouraged to take a placement in this country by means of additional bonuses and incentives. As I have mentioned before, Kazakhstan has high unemployment rate and low labor cost, its poor education system, and due to these condition, there is lack of a sufficient pool of educated and qualified talent for managerial or executive level of employees. With Bosh’s sophisticated and highly effective procedures for recruiting and developments, the firms should...
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...production sites. Each of these separate functions units are different stage of product maturity. All but one, diesel, has small or no growth. This is because the domestic labor market for qualified managers and specialists is small due to lack of education, lack international experience and the production sites are not an attractive location to Bosch's pool of willing expatriates. Another issue is that higher management positions are solely filled by expatriates. The solution might be, Bosch could expatriates local qualified employees to Germany since a successful manager in this country must be fluent in Russian, which is the language primarily used in business in Kazakhstan and must further be sensitive to the culture of a country with diverse ethnic groups and a strong Islamic and Russian Orthodox community. The firm should also recruit through MDP and JUMP in Germany. In the meantime, expatriates should be encouraged to take a placement in this country by means of additional bonuses and incentives. As I have mentioned before, Kazakhstan has high unemployment rate and low labor cost, its poor education system, and due to these condition, there is lack of a sufficient pool of educated and qualified talent for managerial or executive level of employees. With Bosh’s sophisticated and highly effective...
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...Diploma programs were started in 1873 and consisted of hospital-based training programs. “The decline in the number of programs began in earnest in the 1960s and 1970s and continues even today”(Creasia&Friberg,2011,p24). Due to the nursing shortage, 2 year associate degree programs were established by Mildred Montag following WWII to increase the supply of nurses available. These programs were cost-effective and supposed to be temporary but grew phenomenally popular throughout the years. Most were established at community colleges and still exist today. Baccalaureate programs were established in Minnesota in 1909 and today lasts 4 academic years in length. “BSN programs encompass all of the course work taught in ADN and diploma programs plus a more in-depth treatment of physical and social sciences, nursing research, public and community health, nursing management, and the humanities”(Raines&Taglaireni,2008). All degree program graduates take the NCLEX-RN exam for licensing. The research explored determines that although “new nurses pass the licensing exam at the same rate does not mean that all entry-level nurses are equally prepared for practice”(AACN,2012) The following will exhibit that BSN nurses are more...
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...ADDIS ABABA UNIVERSITY COLLEGE OF BUSINESS AND ECONOMICS SCHOOL OF COMMERCE GRADUATE PROGRAM IN HUMAN RESOURCE MANAGEMENT SUPPORTED DISTANCE LEARNING PROGRAM HUMAN RESOURCE PLANNING AND DEVELOPMENT Tutor Marked Assignment (TMA) 1 Instructions: * Please don’t forget to write your name and your instructors name; * Deadline is highly respected. * Address each question by providing relevant and accurate answers. * Consult reliable sources and provide full information of the sources you have used to deal with each question. Use proper citation for books, articles, Internet, and company manual sources. * Produce your answer using Microsoft Word, Times New Roman font style, 12 font size, double spacing, 1.5 inch right and left margins and 1 inch top and bottom margins. * Leave ample spaces for general tutor 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...
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...Click the link above to submit your assignment. Students, please view the "Submit a Clickable Rubric Assignment" in the Student Center. Instructors, training on how to grade is within the Instructor Center. Assignment 5: New and Improved Rewards at Work Due Week 10 and worth 250 points Employers have been coming up with innovative employee rewards to boost morale and acknowledge employee needs for creativity and personal goal accomplishment. Some of the latest potential employee rewards include using the Internet at work for personal reasons such as shopping, communicating with friends, or personal finances; bringing a pet to work; instituting a controlled napping policy, and the sports and office betting pools. Write an eight to ten (8-10) page paper in which you: 1.Determine how innovations in employee benefits can improve the overall competitive compensation strategy of the organization. 2.Explain how innovative benefits could be tied to specific jobs. 3.Critique the effectiveness of equity-based rewards systems versus those with more creative approaches. 4.Discuss the key elements of integrating innovation into a traditional total rewards program. 5.Recommend a process that optimizes an employee-based suggestion program to continually refresh the total rewards of the organization. 6.Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not quality as academic resources. Your assignment...
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...McDonaldization is, “the process by which the principles of the fast food restaurants are coming to dominate more and more parts of America’s society as well as the rest of the world” (Ritzer). Nearly all aspects of today's society have become more standardized because of McDonaldization including health care, the restaurant business, and higher education. Despite its name, McDonaldization refers to a phenomena that reach back past McDonald’s method of fast food all the way to Henry Ford’s assembly line. This introduction of a form of production focused on efficiency is a process that would change the relationship between producers and consumers forever. In other words, the Ford’s assembly line opened the door for consumers to create more effective and logical means of production to gain more with minimum cost. An ideal McDonalized model will be efficient, calculable, predictable, and controlled (Ritzer). Efficiency is reached by determining the best, most rational way to do something. Once this method is selected, many workers will not have any other choice in how this task is performed. Each part of the assembly line is very structured. Calculability in McDonaldization refers to the striving of businesses to achieve the greatest sales. This quantitative perception of success takes away from the subjective side of production and consumption. A common example of this is that a restaurant will produce more of a product that will sell rather than a product that is better in quality. Because...
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...There is a particular legal landscape to acknowledge for the industry in itself and also to abide by laws such as discrimination of any kind. . Amazon is a company who has now become a household name, and they recently had an opportunity to grow their workforce. They are in need of a new Customer Service Manager. The entire process begins with starting off with qualified personnel to aid in the recruitment and selection process. That means they will be well trained in fair employment practices, pre-employment practices, and workplace standards such as sexual harassment. If concerned and take their time hiring the right personnel to head the recruiting and selection process they will, in the end, help save resources by hiring the right people in the right manner. To have a successful business, managers and recruiting specials should be very knowledgeable when it comes to equal opportunity laws. Recruiting specialists must be very welcoming of diversity to attract all walks of life. A lot of times candidates are going to be more intrigued by a business that aligns with their morals and values. On top of being qualified, the specialist should be well versed in all cycles of...
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...MGMT 610 Professor Scanlan Feb 3, 2014 Originality score: 5% Bureaucracy According to the term, “Bureaucracy”, as coined by Max Weber, initially he felt it was a threat to personal liberties, but then realized this type of systematic structure was the most effective form of organizational functioning within the government and businesses. Weber spoke about six characteristics that determine success within a bureaucracy. The first characteristic is called rules and procedures. Every business has a standard code of conduct which is a guide on the do’s and don’ts of the work place. The second characteristic is specialization and division of labor, which means that each employee will have their own individual tasks they are responsible for completing within the allowed time. The third characteristic is hierarchy of authority. This gives each department an authoritative figure to maintain productivity and control. Characteristics of Bureaucracy The next characteristic is technically qualified personnel, which means being hired based on who best meets the criteria, not through favoritism or because you know that person. This gives all applicants an equal chance. Separate position from position holder is the fifth characteristic meaning that no employee is above another within a department. All employees were treated as equal, forcing them to work harder for promotions. The last characteristic is written communication and records. This gives the organization a written record...
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...The Management of Human Resources HEINZ WEIHRICH Few managers would deny that people are critical to the success of an enterprise. In fact, most would agree that people are the most important asset of an enterprise. Yet, the development of these human resources is seldom managed in a systematic manner, although much time and money are invested in the recruitment, selection, and training of people. It is true that many companies engage in some human resource planning activities, but it is equally true that many of these companies encounter difficulties with a piecemeal approach to staffing. Usually there is little or no integration between human resource planning and other managerial functions such as enterprise planning, organizing, leading, or controlling. Furthermore, human resource planning activities are often not carried out systematically. The purpose of this article is to introduce ways to overcome these limitations by using a conceptual human resource model that integrates the various aspects of human resource planning and links them with other managerial functions.1 THE SYSTEMS APPROACH Human resource planning should not be considered in isolation; rather, it should be an integral part of the total management system, as shown in Figure I. Specifically, enterprise plans become the basis for organization plans, which are concerned with the structure and activities necessary to achieve enterprise objectives. The present and forecasted organization structure determines...
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...Desk Reference 14 Recruitment & Retention of Qualified Police Personnel A Best Practices Guide 14. Recruitment & Retention Best Practices Guide International Association of Chiefs of Police Services, Support and Technical Assitance for Smaller Police Departments Recruitment and Retention of Qualified Police Personnel by Chief Jack McKeever & Lt. April Kranda (Ret.) This project supported by a grant from: BJ A Bureau of Justice Assistance Office of Justice Programs U.S. Department of Justice Police Chiefs Desk Reference Best Practices Guide for Recruitment and Retention of Qualified Police Personnel By Chief Jack McKeever, Lindenhurst, Illinois Police Department and Lt. April Kranda (Ret.) Fairfax County Police Department The IACP is working with the Department of Justice, Bureau of Justice Assistance, to provide Services, Support and Technical Assistance to Smaller Police Departments. The project Advisory Group, comprised of chiefs from smaller police departments around the country, identified Recruitment and Retention of Qualified Police Personnel as one of the most challenging issues facing smaller police departments. This document contains suggested best practices provided by our authors and by the many chiefs form smaller departments who have attended our symposiums. Introduction One of the greatest challenges facing law enforcement organizations today is the successful recruitment and retention of highly qualified employees. Community safety can be compromised...
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...its competitors, that are called “big four” (Tesco, Asda, Sainsbury, Morrison), dominated the market with cumulative of 75.3% shares. PESTEL Analysis: Political factors: It is noted form (thinketc, 2008) that for employment regulations, the government inspires the retailers to offer a mix of job prospects from flexible, less-paid and locally-based works to highly-skilled and higher-paid, centrally-located jobs (Riboldi, 2013). Economical: One of the most significant factors on economy is great unemployment ranks that reduces the effective demand for goods, unfavourably upsetting the demand required to create such products (Riboldi, 2013). These economic aspects are mainly outside control of company but their special effects on the marketing mix and performance can be insightful (Gill, 2013). Social: Aldi have improved the amount of non-food substances presented for sale (Riboldi, 2013). Aldi is adjusting its product mix that is to accommodate improved demand for organic products (thinketc, 2008). Demographic variations such as aging population rise in female staffs and a drop in the home meal preparation means that UK sellers are also concentrating on added-value goods and services (Baymoh, 2013). Moreover, focus is now to, the own-label portion of business mix, the supply chain, other operative improvements that can drive cost out of business (Gill, 2013). Technological: Technology is a main macro-environmental variable which influenced the expansion of many of Aldi...
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