...THOUGHT PAPER – INDIVIDUAL ASSIGNMENT 1 Critical Analysis of Recruitment and Selection Policies at Telecoms Jamaica Limited Dwight S. Williams ID: 20122939 Managing Human Resources (HRM609) Due Date: April 16th, 2013 College of Graduate Studies University College of the Caribbean Worthington Avenue Campus THOUGHT PAPER – INDIVIDUAL ASSIGNMENT Abstract This paper examines the recruitment and selection policies and practices at Telecoms Jamaica 2 Limited. It provides an overview of the organization in terms of its size, type of operations, types of employees, etc. A critical analysis of the existing policies and practices is provided along with recommendations to address the observed deficiencies in the practices and policies. Justifications for the recommendations are also provided along with some expected benefits to be derived from implementing these recommendations. Various challenges may arise even after implementing the recommendations so risk mitigating actions are also suggested. 2 THOUGHT PAPER – INDIVIDUAL ASSIGNMENT 3 Critical Analysis of Recruitment and Selection Policies at a Telecommunications Company Introduction Recruitment and selection of workers and management in a company are two of the most critical processes to the success of a business and should be integral in its business strategy. It can be quite challenging to determine from a pool of candidates which one will be the best fit in an organization’s culture. It becomes...
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...PAKISTAN EDUCATIONAL FOUNDATIon RIMS PESHAWAR -------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------- Assessment Brief 1. Unit and Assessment Details Course Title: HND Business Unit Name: Human Resource Management Unit number: 21 QCF Level 04 Assessor: Mr. Assad Ullah Internal Verifier: Syed Kashif Shah Assessment Title: Traditional view of Personnel Management and the new approach of Human Resource Management Procedures and practices used for obtaining suitable employees Assessment Method: Assignment Assessing in: Individual Number of Words: 2500 words max Outcomes Covered: 1st and 2nd Issue date: February 05, 2014 Due Date: March 12, 2014 College No. | Learner Name | Learner Signature | | Mohammad Asim | | | | | Learner’s Declaration: I confirm that the work submitted for this assignment is my own. | Date | | Outcomes Covered Outcome | Description | 1 | Understand the difference between Personnel Management and Human Resource Management | 2 | Understand how to recruit employees | Table of Contents AC 1.1: Distinguish between personnel Management and human resource management. . . . . . . . . . . . . . . . 3 AC 1.2:Asses the function of human resource management in contributing to organizational purposes. …..5 AC 1.3:Evaluate...
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...HRM 531 WEEK 6 LEARNING TEAM ASSIGNMENT To purchase this visit here: http://www.activitymode.com/product/hrm-531-week-6-learning-team-assignment/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 531 WEEK 6 LEARNING TEAM ASSIGNMENT Complete the Recruitment and Selection Strategies Recommendations task, as described in the Email from Traci, located on the Atwood and Allen Consulting page. Individual Assignment: Recruitment and Selection Strategies Recommendations Presentation: You currently work as a human resource management consultant, and you have scheduled a presentation to pitch your organization's value to a company that you have worked for in the past. Prepare a 12-15 slide Microsoft® PowerPoint® 15-20 minute presentation that will be used to present your assignment. Include the following components in your presentation: Purpose of Assignment For this task, Traci has asked you to develop some recruitment and selection strategy recommendations for your client. It is important for you to understand the relationship between the business strategy and the recruitment and selection strategies. Having appropriate alignment and clear goals helps to ensure that a business is recruiting and selecting the right candidates. It is also important that you examine the importance of a diverse and inclusive workforce in today's global economy. This includes diversity in the recruitment and selection strategies. Resources Required Week Six e-mail from Traci and Week Six client...
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...Recruiting/ Selection Running head: RECRUITING/SELECTION 1 Exceptional Keller Student Recruiting/ Selection Keller Graduate School HR590 Recruiting/ Selection Recruitment Plan Human Resource Receptionist Job Ad JOB SNAPSHOT Publish Date: 11-28-2010 Industry: Marketing Location: Tampa, FL, 33619, USA Employer: The Marketing Company DESCRIPTION Title: Human Resources Receptionist Location: FL-Tampa Salary: $27,000 to $32,000 per year 2 The HR receptionist is an integral part of the HR team. In this important role, your responsibilities will include a variety of duties including organizing recruitment workflow paperwork, light employee relations, assisting with employee training and development, and assisting with special HR projects and HR reports. The main responsibilities of the receptionist include answering incoming calls, greeting guests, and other clerical duties as needed. The ideal candidate will have 2 years of experience as a receptionist, will be comfortable working in MS Word and Excel, and will be able to work in a fast paced environment. Employee Relations - Partners with staff on a variety of employee relations issues and escalates to managers as necessary. - Answers general benefits questions and resolves issues with Fidelity and/or corporate benefits as necessary. - Assists with on-boarding new employees - Contributes to HR quality improvement Data Management - Monitors HRIS to ensure that reporting structures/job titles/cost centers are correct ...
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...management (IHRM) is concerned with identifying and understanding how multinational organisations (MNC’s) manage their geographically dispersed workforce in order to sustain their competitive advantage. Literature shows that globalisation has brought about new challenges and increased complexity for human resource (HR) directors in managing organisational systems in areas of recruitment and selection and training and development (Kayworth and Leidner, 2000; Selmer, 2001; O’Leary, Cummings, 2002). Geographical dispersion has created trends correlated with several challenges IHR managers face when dealing with the global environment. These include issues associated with the Internet, time zones and employee isolation. Being in contact with different geographic locations leads IHR managers to do business with employees of different nationalities and cultures. The challenge for IHR managers is to avoid culture clashes and adequately prepare unit members, specifically expatriates, on adapting in a foreign environment (Tung, 1987; Selmer, 2001; Chauh, Hoffman, Jones and Williams, 2007). This essay will discuss these challenges in relation to IHR directors designing recruitment and selection processes and training and development programs. The essay will also describe briefly the challenges IHRM come across as a result of pressure to rationalise and differentiate their operations, and explain how these challenges prove IHRM to be more complicated than the domestic human resource management (HRM)...
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...2016ASSIGNMENT SUBMISSION GUIDELINE | INSTRUCTIONS TO STUDENTS 1. This assignment contains only ONE (1) question. It is group based assignment. 2. Your assignment should be between 20 to 25 pages excluding references. Your assignment should be typed using 12 point Times New Roman font and 1.5 line spacing. 3. Your assignment must be submitted on the 29 April 2016 (Friday) before 5.00 p.m..Submission after 29 April 2016 (Friday) will NOT be accepted. EVALUATION This assignment accounts for 15% of the total marks for the course and shall be assessed based on the Rubrics attached. PLAGIARISM: MARKS DEDUCTION You should not copy another person’s assignment as your own. If plagiarism is detected, Zero (0) mark would be given. ASSIGNMENT QUESTION PURPOSE The purpose of this assignment is to develop students’ understanding on Human Resource Planning at organization and the ways to create and implement it. REQUIREMENT Assume yourself as a HR Manager of one of the newly formed organization at your place. You are required to create a HR planning for the particular organization based on the HR functions. Following are the guidelines Marking Scheme & Guidelines COMPONENTS | MARKS | 1. Introduction- Your understanding about HR planning | | 2. Company Background * Industry background * Reasons for choosing the organization / industry * HR department objectives and strategies | | 3. Environmental trend...
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...Senior Management Recruitment Click Link Below To Buy: http://hwaid.com/shop/senior-management-recruitment/ Objective of the assignment: The objective of this assignment is to allow you to demonstrate your knowledge of the steps required to recruit and staff for an important segment of the workplace and to demonstrate your strategic skills to the CEO. You will share some of the essential strategic and administrative steps for this important function of Human Resources and will include metrics for which to evaluate the recruitment and selection approach that will be implemented. The situation: Suppose that you are the new HR Director at HSS (the case study presented in our Course Resources under modules) and you have already made a presentation to the CEO and the Board of Directors on the need for HR planning and and enhanced strategic role that HR must play in the organization. After that presentation, and having read the research on managing human resources strategically that you have presented (assignment 2 literature review), the CEO confides that she has been thinking about how the senior staff in the organization are recruited and selected. As a result, she has asked you to propose new recruitment and selection methods for the senior level employees. Deliverable: The CEO's directive to you is to prepare a short (approximately five-page double spaced) proposal that includes at the least: 1. A cover memo to the CEO providing an overview of the task...
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...“ELECTRONIC SUBMISSION” | “The declaration on the next page must be read and understood. Attaching this cover sheet to work is taken to be the equivalent of submitting a signed copy of the form.”“Please read the declaration carefully and query with your Programme or Module Leader if you do not understand its meaning” | “BUSINESS SCHOOL COURSEWORK FEEDBACK SHEET” “Student number” | “Click to enter 9 digit registration” “number” | “Date” | “Module Title” | Human Resource Management | “Assignment Title” | hrp | “Module Code” | “Word Count” | “Strengths exhibited in the assignment:” | “Click here to enter text.” | “Areas of weakness in the assignment, and ways in which the work could be improved:” | “Click here to enter text.” | “Additional comments:” | “Click here to enter text.” | “First Assessor’s Initials” | “Click here to enter text.” | “Date” | “Click here or from” “the dropdown to” “enter a date.” | “Indicative” “Mark %” | “Click here to enter” “percentage” | “Second Assessor’s Initials” | “Click here to enter text.” | “Date” | “Click here or from” “the dropdown to” “enter a date.” | “(Subject to Module Board Agreement)”“(Before any penalty applied)” | “Plagiarism Declaration”“I declare that the work that I am submitting for assessment contains no section copied in whole or in part from any other source unless it is explicitly identified by means of quotation marks. I declare that I have also acknowledged such quotations by providing...
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...Asia Pacific University Of Asia Pacific Course Code: MHR 201 Course Title: Administration, Office Management and Secretarial Practices Report Office recruitment Submitted to: Sadia Tangem, Assistant Professor Dept. of Business Administration University of Asia Pacific Submitted to: Sadia Tangem, Assistant Professor Dept. of Business Administration University of Asia Pacific Submitted By ID ID Name Name 14102046 14102046 Md. Mahfuzur rahman Md. Mahfuzur rahman 14102048 14102048 Akib hasasn khan Akib hasasn khan 14102058 14102058 Asif amer Asif amer 14102067 14102067 Md. Abu saleh Md. Abu saleh 14102072 14102072 MD. Sayeeed Ibna zaman MD. Sayeeed Ibna zaman Date of Submission: I. Letter of transmittal Sadia Tangem Assistant Professor, Business Administration, UAP Spring – 2015 Subject: Submission of Report on “Office Recruitment?” Dear Madam, It is a great pleasure and privilege to present the assignment titled “office recruitment” which was assigned to us as a partial requirement for the completion of this course MHR 201 (Organizational Behavior). Throughout the study we have tried with the best of our capacity to accommodate as much information and relevant issues as possible and tried to follow the instructions as you have suggested. We tried our best to make this assignment as much informative as possible. We sincerely believe that it will satisfy your requirements. We however sincerely believe that this report will serve the...
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...undertaking international assignments. Lucia & Lepsinger (1999) define competency as “a cluster of related knowledge, skills, and attitudes that affects a major part of one’s job (a role or responsibility), that correlates with performance on the job, that can be measured against well-accepted standards, and that can be improved via training and development.” People or the organization should possess the core competencies to excel in work’s performance and hence be improved in the future to achieve effectiveness in work and organization’s goal (Ibid). Why have the idea of competency become so important? Organizations today identified the key to business success through strategic human resource management (SHRM) (Compton 2009). To achieve SHRM, the strategic plans have to be pro-active and be open to changes in the organization’s external environment such as its competitors and globalization (Ibid). Having a deeper understanding about competencies is critical, as it will allow the organization to focus on achieving organizational goals and responding to the external environment (Lucia & Lepsinger 1999). The Harvard Analytical framework for HRM Figure 1. (Source: Beer et al. 1985) The Harvard analytical framework for HRM in Figure 1 above consists of five main components, which are situational factors, stakeholder interests, HRM policy choices, HR outcomes and long-term consequences (Beer et al. 1984). As shown in Figure 1, in order to satisfy...
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...Management 2015 - 2016 MODULE LEADER: Aspasia Simillidou Programme: Business Contents 1 MODULE SUMMARY .................................................................................... 3 1.1 Contacting the module tutor. .................................................................... 3 1.2 Classes ………………………. .................................................................. 3 2 OVERVIEW OF THE MODULE ...................................................................... 4 3 ASSESSMENT…………................................................................................. 6 4 LEARNING MATERIALS................................................................................ 6 5 SCHEDULE OUTLINE.................................................................................... 8 6 MODULE GRADING SYSTEM...................................................................... 10 6.1 Re-assessment…………………………………………………………..…. 11 6.2 Deferral of assessment……………………………………………………. 11 7 MODULE ATTENDANCE AND REGULATIONS........................................... 12 8 ACADEMIC MISCONDUCT AND PLAGIARISM… ....................................... 13 1 MODULE SUMMARY 1.1 Contacting the module tutor You can contact the module tutor in the following ways: Contact details ...
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...PHRM KÁTIA VASCONCELOS TABLE OF CONTENTS INTRODUCTION RECRUITMENT FUNNEL PHASE 1 - CV REVIEW PHASE 2 – PHONE INTERVIEW PHASE 3 - FACE TO FACE INTERVIEW PHASE 4 - COMPLETE ONLINE QUESTIONS PHASE 5 - PREPARE TASKS PHASE 6 - LINE MANAGER INTERVIEW PHASE 7 – MEDICAL EXAMS PHASE 8 – JOB OFFER COSTS AND TIME INVOLVED PHASE 1 – CV REVIEW PHASE 2 – PHONE INTERVIEW PHASE 3 – FACE TO FACE INTERVIEW PHASE 4 – COMPLETE ONLINE TEST PHASE 5 – PREPARE TASK PHASE 6 – LINE MANAGER INTERVIEW PHASE 7 – MEDICAL EXAMS PHASE 8 – OFFER TIME LINE FINAL CONCLUSIONS – OUTSOURCING? 3 5 5 5 6 7 7 8 9 9 11 11 12 12 13 13 14 14 14 17 ERROR! BOOKMARK NOT DEFINED. 2 INTRODUCTION The following assignment has the main objective to design a recruitment process for Harrods, a British institution operating for 162 years. With a unique reputation Harrods is associated with Britain, Luxury, Sensation and Service. In order to keep the standards of the organization...
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...group is owned and financed by a large consortium of international business people and several large investment companies. It is in a strong financial position for expansion. The vision for the Group is to expand geographically to provide a quality boutique alternative in key locations across the Australasian region, whilst maintaining its reputation for exceptional personalised service. Brief Description of Organisation Structure The Head Office of The Luxury Hotel Group houses the Chief Operating Officer and the Strategic Management Team, the Chief Financial Officer and the Finance Department (finance officers are allocated a number of hotels to service), The Human Resources Manager and Assistant (the system is devolved with HR representatives in each hotel), The Development Team who manage building contracts and maintenance and The Marketing and Sales Team (a team...
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...Recruitment Plan and Selection Method | Course Project – Assignment 2 | Qiana C. Weaver – HR 590 | HR Receptionist Job Ad Job Title: | Human Resource Receptionist | Department: | Human Resource | Location: | Orland Park, IL | Description: This position is responsible for performing human resource related duties at the administrative level, answering incoming calls and directing calls to appropriate associates.A teammate in this position must have the ability to: * Perform data entry of payroll including the handling of teammate inquiries regarding payroll, teammate time and attendance maintenance, and time off requests. * Scan and data entry of confidential file documents into on-base employee files. * Answer telephone and direct the caller to the appropriate teammate. * Sign-in and notify appropriate teammates of guest arrival. * Maintain badge system and create replacement badges. * Sort incoming mail by department and prepare outgoing mail for mail carrier. * Create divisional articles and PowerPoint presentations for the company magazine, bulletin boards, and divisional communication tools. * Communicate company policies and practices (as appropriate) to supervisors and teammates. * Organize special projects which may include, but are not limited to; annual holiday events, philanthropy assignments, health and wellness projects and events. | Qualifications: * Have a high school diploma or GED. * Have excellent verbal and written communication...
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... | | |Student name: | | | | | | |CRITERIA |PASS/REFER |COMMENTS | |LO1: Be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy | |Explain the organisational benefits of a diverse workforce. | | | |Explain the factors that affect an organisation’s approach to |...
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