...acquisition. I will suggest three ways that Apple can effectively plan HR resources, and rank them in order of cost implementation. I will also discuss the benefits that forecasting provides for Apple. Lastly, I will state why you I agree or disagree that this is a necessary first step in all HR resource planning. Based on the information given but in your own words, explain what approaches to recruiting might be best suited for Apple’s talent acquisition. The best recruiting approach for Apple would have to be an employment agency, especially for their engineering based positions. Apple is known as an innovative force and it is important that employees keep their secrets confidential. In regards to entry level positions, I would suggest Apple try recent college graduates and/or colleges and Universities. If Apple chooses to use Universities and recent college graduates they would get some of the newest and freshest ideas on the market, keeping in line with their innovative way of thinking. Describe the recruiter traits and behaviors that would lead to the most successful recruiting campaign for Apple. Recruiter traits for Apple would have to include, being knowledgeable about Apple’s products, culture and mission. Apple has a reputation to uphold and the recruiters can bring no less to the table then the reputation that they represent. Apple is going to attract a certain individual and the recruiter is going to have to be able to recognize this person, someone...
Words: 288 - Pages: 2
...carried out by me under the guidance of Mrs. Raksha during the year 2011-2012. I declare further that this work has not been submitted earlier to any other University or Institution for the award of any degree/diploma/certificate; nor has it been published anywhere. Date: SWETHA.L Place: 10YACMA102 ACKNOWLEDGEMENT Words are indeed inadequate to convey my profound gratitude and hearties thanks to all those who have helped me in making this project report. The culmination of project work is not just the satisfactory completion of it. But also realize the importance of valuable contribution of people in achieving what was targeted. I express my gratitude to Mr.Kannan Ramasamy HR Manager, Allsec Technologies LTD, Bangalore, for permitting me to make observation in his organization and for his kind co-operation and for his guidance, invaluable help and support, making it a completely enriching experience. I will take this opportunity to thanks , Principal of Presidency college,Bangalore for they have extended a constant support, encouragement and guidance. I would also like to thank Mrs.Raksha, my project guide for immensely helping me through out the project. I would personally like to thank My Parents and My friends for their valuable guidance and precious suggestions, which were helping me out in each...
Words: 637 - Pages: 3
...July 14, 2014 Apryl Motley Carl Robbins Case Analysis - Revision * Introduction * The inexperience skill set of the recruiter highlighted many areas within the ABC Inc. that need immediate attention. Drawbacks of communication within the organization are evident; however, there are other components that need to be considered. This case study analysis will provide the key components that contributed to the failure of Carl’s 1st recruitment effort. This case study will also review and provide recommendations of the key components: Communication, Organizational Culture, and Transparency. Background * In this case, Carl Robins is facing a few challenges reaching the goals, set by the company, during this process of hiring the most qualified candidates for available positions within the organization. Unfortunately, this is Carl’s first recruitment of new hires, and it has spiraled out of control causing the stalling in the hiring process. As a recruiter who does not have variety of experience with the operations and policies of the organization, this has remained a great challenge. * Research of the recruitment process shows that most personnel managers increase their standing within an organization by maintaining control over staffing procedures in the name of efficiency and fairness (Marsden, P. V. 1994). In most cases, the recruiters take the time to adapt to the new organizational culture and procedures that are in place by the company. Adapting to the policies...
Words: 1303 - Pages: 6
...operations and aims, to coordinate the financial part of the management. One of the key factors in this position is to develop plans and to make overall vision of the organisation. (smallbusiness) Business Development Manager He has an key role to the organisation structure because is responsible to bring clients to the company. That why he often works with the sales team in an organisation and create different strategies to attract clients. Recruitment Manager This role involve to work with the potential candidates of recruitment. The person on this position needs to develops and refines the company's recruitment process in all aspects. This mean to sets special recruitment goals for each task and to find out the best recruiter for particular job. Operational Manager The operational manager in the organisation needs to make sure that the company is running well and meet the criteria of each task and goal for achievement. Also in this job role, the manager needs to planning and controlling changes, to be able to set budget and managing costs. To find better way of improvement as a: new technologies and other methods. ( totaljobs)...
Words: 441 - Pages: 2
...It is never easy to move sector so being realistic (as the majority of your career has been within IT) I have focused on this sector. This isn't a bad thing as what you look for within the sector can meet your requirements of: . Greater responsibility . Increased communication responsibility . Exposure to clients, customers etc . More money . A motivated team environment 1. The agencies I also like to engage with a few agencies within the sector where I am looking to move or the sector I have experience in. You MUST go and register with the following. I good idea is to use agencies that have a specialist IT desk but that also recruit into different sectors. This means that they can talk to you about different opportunities across a number of different sectors and will have multiple relationships. 1.1 Hays IT Address: Birmingham St Philips House, 4 St Philips Place,,Birmingham, B3 2SL tTelephone: 01212 301455 fFax: 0121 200 2598 eEmail: birmingham.it@hays.com • Hays Information Technology 0.50 miles . Well known throughout the sector . Work not only in IT market but 15 other sectors (they would be able to offer you roles in different markets) . Produce market data regularly on salaries and paid .Decent reputation . Large national agency Web: http://www.hays.co.uk/job/it-jobs/index.htm Task: firstly look through their website and note down roles you are interested in, salaries which meat your expectations and any 'dream roles' you would...
Words: 1255 - Pages: 6
...Technology, the School of Business, the School of Criminal Justice, the School of Health Sciences and the Breckinridge School of Nursing] teach skills and knowledge that can be used to pursue employment opportunities in today’s world. There are over 140 ITT Technical Institutes in 38 states. ITT Technical Institutes predominantly offer career-focused, degree programs to over 70,000 students. The ITT Technical Institutes have been actively involved in the higher education community in the United States since 1969. Executive Summary ITT Technical Institute recruitment will be the main focus of the data analysis. The training needs assessment was performed on recruiters, director of recruitment, and campus director. The recruiters are the front end of the college of stability, which are enrollments versus sits. All of the recruiters have the same training, and the director recruitment and campus director have comparable trainings as the...
Words: 2292 - Pages: 10
...This is the recruitment process to select Management Trainee Officer (MTO) and other officer ranks of United Commercial Bank Ltd. (UCBL). To recruit a single person each and every steps are followed by the HR department of the bank. Basically this whole recruitment process requires minimum 2 months to maximum 5 months. It’s a huge a process with lots of time and money involvement. Basically lots of money is required to successfully accomplish this process because recruitment means cost involvement. Time table of some steps which require most of the time: Vacancy ad: 20 days to 30 days CV Sorting: 7 Days (approximation) Checking Written Exams: 20-30 day Reengineered of Recruitment Process of MTO This may be followed by the company which will reduce the cost of the company because of outsourcing. In addition this may reduce the pressure from the HR department of the bank. Consequently the HR people of the company may focus the other related stuff. Re-engineered of Recruitment process of other junior level post In the junior level rank, management can eliminate the written exam part and apply only the interview session. This will reduce the overall time line and cost as well. Though written exam means the through process but through the interview session recruiter...
Words: 265 - Pages: 2
...all prospective Recruiters would attend ENRO (Enlisted Navy Recruiter Orientation) Course in Pensacola, FL. All Navy Recruiter would learn about Business Research, is a systematic inquiry that provides information to guide managerial decisions. More specifically, it is a process of planning, acquiring, analyzing, and disseminating relevant data, information, and insights to decision makers in ways that mobilize the organization to take appropriate actions that, in turn, maximize performance (Cooper & Schindler, 2011). The Recruiter would first do a Market Analysis; this is critical to mission success by assisting recruiters in identifying and analyzing their market areas. The Standardized territory evaluation and analysis for management (STEAM), is the primary source of market research data to identify the recruiting market and determine market potential. This database contains demographic, Navy, All Service Accession Data (ASAD), LEADS, and ASVAB test taker data. STEAM subdivides these groups by race and ethnic categories and provides ASVAB Test Score Category. All population data in STEAM is tailored to reflect the number of people available for military recruitment (Navy Recruiting Command, 2011). The advantage of STEAM is that it provides an analytical process by which Navy Districts and Recruiting Stations can perform market research activities (Navy Recruiting Command, 2011). This model shall be used as the starting point for assigning recruiters, goals, and market...
Words: 390 - Pages: 2
...Jamal L. James James 1 Instructor Fertig English 111 November 2, 2010 Never Ending Battle ------------------------------------------------- There was a time when having an education was not that high of an importance if you chose to enlist in the Armed Forces. Recruiter could have cared less if an individual were to gain any additional skills or education. Times have changed, recruiting of quality men and women for today's military plays an important role in today's society. Which regularly criticizes versus embracing and encouraging it. Allowing recruiting keeps America from a nightmare waiting to happen. A military draft, the results of recruitment produces productive contributors faster than college. The programs available in the military are miles ahead of the competition. ------------------------------------------------- Recruitment for the Armed Forces has built a powerful nation of the United States. Discouraging and limiting the access that recruiters need could eventually lead to the country going to shambles because it has been invaded so many times. This will then cause drastic measure such as a military draft is basically taking a person and having them to do something against their will. The drafting in previous conflicts were different due to the fact the Americans were more patriotic. Thomas Sowell explains best on what this will cause when he said, " We dare not destroy that institution or undermine its morale, by pouring into it very different...
Words: 532 - Pages: 3
...Strengths Essay My name is Destiny Lind. I possess many strengths that can be very valuable to any organization. I will be discussing five strengths that can suit your organization and make me an excellent candidate for the position with your company. I am dependable, and efficient in completing tasks. I abide by the instructions given and attentive to details. I also am a team player that will make sure all task are resolved and completed. I am dependable with tasks. I maintain a high attendance rate, in both my professional and scholar, environments. When a task must be completed, there is no time to miss any available opportunity to work towards completion. This in turn makes dependability a valuable strength. While attending my last semester to obtain my Associates, I maintained 19 credit hours. In these courses I developed a business plan, a sales presentation, and a marketing portfolio. During this semester I also suffered a miscarriage, however I made sure I came to class in order to complete my tasks at hand. Efficiency plays an important role in assuming a leadership role. I maintain a level of efficiency that will help lead the team towards completion. In the process of maintaining efficiency, I also help the team to eliminate any possibility for error that may need to be corrected upon completion. Maintaining efficiency can also be a time saver. If time is saved daily through efficiency, then the team can be more productive and set higher goals. Upon starting...
Words: 3298 - Pages: 14
...Special Assignment This excel sheet can be used to calculate the monthly rating of the recruiter based on a their KPIs(more realistic than those set by the leadership team). Also, this sheet would help the recruitment manager come to a final rating for recruitment related KPIs though this rating is not necessary the final rating in the PMD. Key points • The WIP count would be taken in beginning of the respective month. • Joinees target is calculated based on the number of offers released the previous month. • The KPI of salary percentile is replaced with salary percentage. • Additional scoring: Offer of profile sourced/ER by recruiter will also be considered for the ratings though it is not mandatory. KPIs in Detail There are 4 ratings only Rating 1: Very Good Rating 2: Good Rating 3: Meets Expectation Rating 4: Needs Improvement Offers The offer target for the month would be based on the number of WIP positions with the recruiter in the beginning of the month* *in case the number of WIP positions in the beginning of the month is too low or many positions were cancelled during the month, the recruitment manager would decide the offer target for the recruiter. Rating 1: % of offers is greater than 85% of the WIP positions Rating 2: % of offers is greater than or equal 75% of the WIP positions Rating 3: % of offers is greater than or equal 60% of the WIP positions Rating 4: % of offers is less than...
Words: 764 - Pages: 4
...The HR profession map consists of 2 core HR strategies, 10 professional areas, 8 behaviors & transitions and 4 bands. These 4 bands combine all these professional areas and behaviors & transitions. The HR profession map gives an account of all the required behaviors, strategies and planning to have a successful career in HR domain. It covers an HR professional’s life from its very beginning till it reaches the maximum possible height (CIPD 2012). The 10 professional areas set out in 4 bands of competence gives us a picture of all the required activities and knowledge an HR professional must have to be successful.Next we come to 8 behaviors which tell a professional how to carry out his duties and responsibilities. These behaviors also have their negative implications if he doesn’t set out his plans correctly. The 4 bands of professional competence give us a detail of the contributions an HR professional makes to his organization at every career level. The areas where the contributions are made could be client relationship, time-management, performance appraisal, focus on the organizational activities and services offered to the clients. He is also bound to face transitional challenges while moving from one band to the other. These 3 transitional pathways (Band 1-2, 2-3, 3-4) account for the competencies an HR professional must possess for making a smooth career move. The HR Profession Map has two cores sitting at its heart-Insights, strategies and solutions & Leading...
Words: 1282 - Pages: 6
...Top five recruiting challenges HR professionals face and how to overcome them Every HR professional comes up against certain challenges when they are trying to hire new workers. From not receiving resumes from candidates with enough experience to being unable to shift through applications effectively, many recruiters encounter numerous issues with acquiring new employees every day. However, there are some obstacles that many HR professionals must tackle in their search for great talent that are just emerging. These types of issues require HR representatives to adopt specific solutions and strategies if they want to improve their recruiting. Here are five of these challenges and how to overcome them: 1. The need to make a speedy hire. According to an article in HR resource ERE.net, one of the biggest struggles recruiters are starting to encounter is the need to make a quick hire. Many HR professionals had time during the recession to deliberate over candidates' qualifications and conduct multiple rounds of interviews, but competition is heating up once more for great talent. In addition, many companies are growing so fast and need to fill multiple positions at the same time that recruiters no longer have a lot of time to recruit workers. Solution: HR professionals should examine their recruitment tools, especially their software and employee management strategies. Recruiters can spend a lot of extra time trying to input candidates' information into systems or speaking...
Words: 886 - Pages: 4
...media such as: Face book and LinkedIn. Some other approaches Apple can use to find good talent is by posting employment opportunities on job web sites like Indeed.com and Monster. Apple is a reparable company, there is no doubt in my mind they have one of the best supply of potential employees just waiting for the moment they are called in for an interview and ultimately told “We’d like to offer you the job”. Companies like IBM, Dell and other big name companies all want the same thing “experts on their team so that they can develop the best product. In order for Apple’s HR dept. to attract the “great” employees they will need to explore more innovative ways to stand out and attract more employees that are absolute experts in their perspective fields. 4. II. Suggest three (3) ways that Apple can effectively plan for HR resources. Rank in order of cost to implement. 5. a. Apple could effectively plan for HR resources by coming up with ideas that are innovative and socially life changing. The community sees a socially responsible company in a positive light. An Apple theory based summer program for youth would be a great idea. If Apple considered mentoring top performing high school students across America through their senior and college years with an agreement to be future Apple employees. The program would entertain about 30 students in a co-op that turns over every 4 years. At the end of a four-year co-op students that maintain certain grade point averages and complete...
Words: 1245 - Pages: 5
...Abstract In this case study, Apple has decided to bring their design of microchips back in-house and no longer use an outsourcing firm to design and create the product. It would like to keep their newly developed designs confidential to create a competitive advantage. Due to this strategic decision, Apple’s human resource department will need to come up with a talent acquisition strategy. First, the HR department will need to come up with a recruiting strategy based on forecasting and HR planning. This research paper will first discuss the approaches to recruiting that might be best suited for Apple’s talent acquisition. It will also discuss the traits and behaviors an effective recruiter will need in order to accomplish the organization’s recruiting strategy and goals. Apple will need to determine the best way to effectively plan for this talent acquisition. Based on cost, three suggestions will be made for Apple to accomplish this goal. This research paper will conclude with discussing the benefits of HR forecasting and why it is a necessary step in HR planning. 1. Based on the information given but in your own words, explain what approaches to recruiting might be best suited for Apple’s talent Acquisition. Apple is recruiting engineers and other personnel to work on developing microchips in-house instead of outsourcing the process. Apple feels as if secrecy of their developing product is more important than efficiency of production. Therefore, they are conducting...
Words: 1855 - Pages: 8
