...Christina Campbell HRM 710: Recruitment and Selection Tanglewood Case 4 Dr. Sayeed Islam Assess the practical and statistical significance of a proposed set of hiring tools, and make recommendations regarding how adopting these new hiring methods might benefit stores. Retail Market Knowledge Exam: Is a exam that was created in-house by Tanglewood’s staffing services and marketing divisions. I believe it is a good idea because who would know the company’s needs better than the company it self. It tests the applicants’ knowledge of the retail industry. It allows the company to filter out those applicants that they deem will not be an asset to the company. Marshfield Customer Service Biodata Questionnaire and Essay: This type of exam and essay were developed by the Marshfield Testing Corporation. It questions an applicant’s life experiences that will be significant to the their performance at work. The Marshfield Testing Corporation has taken interviews of thousands of people and used the data to make up questions that deal with job performance. I believe this exam and essay can be a vital tool, but it can’t just be the only tool used. Marshfield Applicant Exam: This exam was designed to test problem solving abilities, numerical processes, and work comprehension. It can be a very useful test because it will allow the employer to know how well the applicant will be able to think on their feet, solve problems on the fly and weather they will be able to solve...
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...The hiring reform memorandum created brainstorming, support, collaboration and an effective plan to successfully accomplishing the mission. The goal for improving the recruiting and hiring process is to ensure high-quality candidates for the job. The memorandum proposed some formal changes in policy, procedure, or law which eliminate written essay (KSA), allow candidates to apply with resume and cover letters, use category rating, confirming manager responsibility, and accountability with the hiring process, and improving quality and hiring speed. The memorandum includes applicant’s designate notification of federal employment status of their application through USAJOBS.gov and all federal hiring actions. The main objective of the reform is implementing the hiring and recruiting process within the federal government. Guidelines, SWAT Analysis, modules, and related mechanism design to develop an effective and efficient process that would strengthen the workforce. The President’s reform is a solution to address major barriers to recruiting and hiring the best and brightest into the federal workforce. The...
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...3.3 Coursework information The essay will be submitted electronically through Turnitin and in hard copy at the unihelp desk. The deadline for the summative essay is 9pm on Monday 2nd February 2015 The essay topic is: ‘You are the HR manager of a large cinema chain based in London. The cinema manager in one of the branches will soon retire. You have been asked to hire a new cinema manager who will be responsible for the overall running of that cinema. Outline and explain the steps you need to follow to hire and successfully induct and retain the new cinema manager. How will the current state of the UK employment market affect your resourcing approach? Use academic sources to support your answer.' (2,500-3,000 words) Instructions to students: This is an academic essay and student answers should be based on academic theory and not on professional practice. Theory used in the essay should be backed up by the use of full and consistent citation, both in text and in a full reference list provided at the end of the essay. A good approach to the essay topic would: (i) discuss the role of HR planning in the resourcing process and discuss how HR planning should be used in the cinema scenario; (ii) explain the importance of the job analysis stage and how it should be conducted for the cinema manager role; (iii) present and justify the choice of internal/external recruitment tools and selection techniques appropriate for hiring the cinema manager; (iv) discuss...
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...3/28/16 Suzette Marianne A. Umbac BSPSYCH-3 Filipino Psychology: Final Exam 1. Enumerate and discuss the different Pinoy Management theories/styles. Management by Kayod (Realistic) Managers that are rational thinkers. They solve problems right away or they would at least cut down the problem into a manageable size if the problem cannot be solved right away. When it comes to decision making, they wouldn’t wait for the information to come in, they decide based on experiences, common sense, and instinct. These managers also know very well on how to make use of the resources that they have to reach the goal set by the employer. Management by Libro (Idealistic) Managers in this area are very planning and process oriented. They solve problems by reflecting on them first before taking any action, then brings in the analysis of the problem that they believe in fact. Since they are process-oriented and want to make sure that everything in their plan would work smoothly. In most cases, they have a system of their own, believes in the rules they set and won’t change them easily. Management by Lusot (Opportunist) Managers who are opportunists have no principles, or they change their principles according to the situation. They have strong faith in money and power but not in people, and they lack the sense of loyalty. Once their padrino is no longer in power, they would terminate the relationship with him and look for another one. When it comes to decision making, they tend...
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...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 in newspapers, radios and televisions are losing effectiveness in the business world...
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...Below is a free essay on "Ob in Action Case Solution" from Anti Essays, your source for free research papers, essays, and term paper examples. 1. What are your thoughts about the different approaches taken by Starbucks and Domino’s to reduce turnover? Given these strategies, which company will be more effective in the long term? Explain your rationale. The major difference between the strategies of the two organizations is that Starbucks includes higher-than-average starting wages as one tool to fight the turnover battle, while Domino’s takes a different perspective. Domino’s “is willing to try all sorts of tactics to retain hourly employees – except paying them significantly more.” Domino’s CEO David Brandon sees pay increases as “not a long-term solution.” Students will likely disagree. 2. Why do you think a store manager has greater impact on employee turnover than neighborhood demographics, packaging, or marketing? Interpersonal value conflict is often at the core of personality conflicts – a common source of employee turnover. To the extent that Brandon is successful in more selectively hiring managers, coaching, and rewarding (with stock options and promotions) who can effectively address interpersonal value conflicts, lower levels of turnover should result. Additionally, Azjen’s theory of planned behavior suggests additional ways managers can influence the behavior of his or her employees. Managers can influence employee turnover by doing or saying things that affect...
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...esource Practices Human Resources Management Practices Introduction Human Resources Management Practices Human resource management (HRM) consists of all practices or activities undertaken by a business organization to ensure that workers are fully utilized in order to attain personal, group and organizational goals. This essay evaluates a case study in which the human resource department of SK Holdings, South Korean company, has been recruiting more men than women, a practice that is common throughout the country. This essay finds that the HRM practices in this company do not align with the company’s business strategy, especially during the process of implementation of new technology. The essay further discusses how the hiring of more women would improve the competitive advantage of this company. A recruitment and retention plan for this company targeting women employees is also included. Potential obstacles that the company is likely to face during the process of recruiting more women are examined. Finally, the essay recommends some of the HRM practices that this company could adopt in order to the visibility of women employees. 1. How the HRM practices align with the company’s business strategy According to Lorber (2005), the HRM practical model represents effective solutions for issues related to gender inequality in organizations. The model values all people, irrespective of gender, in pursuit of goals within an organization. It stresses the role played...
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...most organizations is the foundation of competitive advantage through people. Upon reading this case, there is one particular aspect that stands out: the people are the main ingredients that make the company successful. Therefore, since the competitive advantage to an organization’s success is it choices of the people that the leaders in charge hired. In a job fit option, the leaders create the job specification that needs satisfying by the employees hired. It is very important to select the right contender for the job based on the needs of each individual business, which fall sole on the premise of employee selection. Outback Steakhouse has integrated a defined selection process for hourly and management workers that will help Is this essay helpful? Join OPPapers to read more and access more than 550,000 just like it! GET BETTER GRADES hire and retain people to successfully run their organization. This selection process helps the organization achieve a competitive advantage because it allows Outback to recruit the applicant, assess their qualifications rigorously, then select the most competent centered on its objective by choosing employees who are willing to adapt to the culture, vision, values and beliefs of Outback Steakhouse. And it does allow them to employ people that appreciate the value of teamwork, accountability, kindness, and individual responsibility. Outback Steakhouse leaders used several types of tests that help them to weed out the people they want on their...
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...the most important attitude. Manager’s behavior can help establish a positive open organizational climate, which will help its team members feel safe and be more productive at their job. Insure that all your employees know what is expected of them and what’s available for them to accomplish their jobs and promote quality customer satisfaction. Mangers should address “retention comprises the activities of rewarding employees for performing their jobs effectively; ensuring harmonious working relations between employees and managers; and maintaining a safe, healthy work environment” (Cascio). Management action that aligns with employment laws and those that are not; in federal and state employment laws govern all employment actions from hiring to...
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...This essay will examine and analyze whether hiring ethical people is the key factor in encouraging and producing an ethical organization. Ethics refer to the moral standards set that enables an individual to tell what is right from wrong and what is good and bad. In today’s organizations, the importance of the code of ethics is more prevalent than ever. Code of ethics consists of various factors such as being honest, building trust, and upholding the ethical standards. Organizations that exercise ethical codes not only feel that it is a way to portray a positive image to the stakeholders, but also because it highlights its own organizational virtues and values. It is believed that such culture could cultivate and encourage more ethical behavior for the employees in the organization (Stevens, 2008).Code of ethics are also used to articulate the restrictions for the organization, and to set a benchmark of what is acceptable and unacceptable, boosting responsibility, and conveying the standard expectations demanded from the employees as well as the leaders in the organization (Stevens, 2008).The ethical codes can be described as an effective tool to promote ethical behavior in the organization(Stevens, 2008).However, researchers have came up with reports that hints that the practice of ethical codes are unproductive and they have failed to create an impact in an employee’s behavior(Stevens, 2008). One of the studies suggested that ethical codes are not suitable and were ineffective...
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...in 80 countries, best known to the public through its 25,000 service stations. One of its business units, POG Azerbaijan has been involved in oil and gas exploration of Caspian Sea for ten years, but has only recently begun actual production. The company has experienced difficulties implementing its corporate culture in the host country environment, resulting in various issues for its Human Resource policy – recruitment and selection, corporate culture, learning and development. The challenge discussed within the boundaries of this essay are recruitment and selection of staff for the needs of Premium Oil and Gas Azerbaijan. The main reason is that in order to maintain business performance and competitive advantage, organizations competing in a global marketplace must recruit the best people they can. Thus, recruitment and selection become a key component of their overall business strategy (Businesscasestudies.co.uk, 2015). The aim of this essay is to find a solution for the issues by analyzing relevant theoretical...
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...Write a 3+ page, double-spaced essay regarding: Compare and contrast the Big Five Theory of Personality with Myers Briggs MBTI Why is it important to understand personality types What other personality assessments may be important (example: DISC)? Should companies base their hiring practices on personality assessments? Why or why not? Write in APA format. Include an introduction, body and conclusion. Cite consistently throughout your work in APA format. Paraphrase rather than directly quote citations. Write in third person. Include a title and reference page. For an example of a paper in APA format, please see: Personality Profiling Name Institution Course Date Personality Profiling The two personality profiling techniques or approaches, the Big Five and the Myers Briggs MBTI have several similarities and differences. The Big Five taxonomy was created with a major role to cover as many personality aspects as was possible. As the name suggests, big five has five different character traits desired in a successful individual. It is less focused on the mental values and beliefs. Instead, it is concerned about the physical behavior of an individual. Briggs MBTI on the other hand is a theory that was coined to measure the efficiency and effectiveness of the personality types. It measures the personality of an individual based on the attitudes that they portray towards their surroundings. The theories can be used...
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...globe, and the need of hiring new employees are on the rise. The recruitment process of new employees should be carried out efficiently and faster as possible. Due to competition arising between the companies to acquire the best candidates; amongst the pool of readily available job seekers in the modern day labor market. The companies need to speed up the whole process of recruitment in order to fend-off competition from other firms. Electronic recruitment (e-recruitment) provides employers with a suitable platform for reaching all types of candidates that suit for a particular job description. E-recruitment is the recruitment process at which the company carries out hiring of new employees and its business via web-based tools, also known as the online recruitment, based on the technology. The purpose of this research paper is to look into the advantages and disadvantages of e-recruitment as viewed by the organizations/companies and the job seekers. E-Recruitment: Advantages and Disadvantages Recruitment is the process of identifying suitable potential candidates while generating a pool of qualified personnel to fill-up the anticipated vacancies or actual vacancies within an organization. Since, the nature of jobs is changing, firms are continuously in need of recruiting new employees to fill-up the new positions created by the changes. (Handy (1994), as cited in Sharma, 2010, p. 3). However, over few the years there has been a gradual decline in hiring of new employees; due...
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...for the organization to find and attract all the different kind of job applicant for the various roles within the organization. To resolve this issue organization use different methods of strategies, often implemented by Human Resources Management. The purpose of this essay to outline the range of technologies used by firm to attract staff and analyse which particular methods would be most appropriate to attract different type of applicant to Mercado Supermarkets (include different types of position required within Mercado). The use of internet brought the phenomenal change in individual’s life style. It affected most of the organization in different ways. And at the same time it has force Human Resources Management Strategies to change its policies and procedure to deal with numerous issues of business. Now most of the businesses using different types of technologies to capture as much market as possible; depends on the size of the business as well. The biggest tool in technologies in current time is internet; through internet they can use social media, corporate web sites, online site etc. Therefore, E-recruitment is the most effective method to attract all different kind of applicants. The first part of the essay, will discuss about different types of technologies available in marketplace for the firms to use for attracting...
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...Motivation Theory Essay Maurice Flowers Jr. MGMT 317 August 21, 2012 Person A is the most likely answer. Having filled managerial positions in the Navy, I have had the opportunity to experience and use many types of motivational techniques. Satisfying employee needs seem to be the easiest and least resistance path to motivating employees. Unhappy employees are definitely not good for business. They tend to deliver poor service and poor results, and are unlikely to feel committed to company objectives or motivated to go the extra mile. They also create missed opportunities, which can undermine the success of your organization. Companies have several options that can result in increasing employee satisfaction. Every business, large or small, has a great deal to gain from investing in employee satisfaction. When you make employees feel happier with their work, the odds of an employee badmouthing your policies-or worse, your products-to customers, potential buyers, vendors, or competitors will be reduced. Even more important, a satisfied staff will be much more motivated to put in the extra effort required to make the company more productive and profitable. Happy employees become loyal employees, which can dramatically reduce attrition rates and lower the associated hiring and training costs. While you can invest in a wide variety of formal and often expensive initiatives to boost job satisfaction, the most powerful tool is one that...
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