...1 a. Three purposes: &Increase applicant pool at reasonable cost &Fulfill organizational legal/social goals &Increase success rate of selection process. HuaWei Company posts some recruitment ads on the Internet, which could extend the range for finding the right person and which could also raise the employment rates to some extent. This wide selection methods could raise the successful rates. 1b External: Internet recruiting people on the Internet, such as posting the ads Internal: promotion to promote someone from a lower position Two reasons: Bringing more new ideas It could help the society to solve the problem of unemployment 1c Yes. Chinese companies usually use the Internet to recruit people. There are many website services provided by the company and the applicant. With the further development of the Internet, this kind of method is becoming more and more popular. Chinese companies still use method of promotion as the Chinese tend to give more opportunities to them know. 2a &Develop realistic goals/manage interview process (structure: RJP, Selling/Message Content, Measurement) &Define differentiating job performance expectations (barriers, & competency requirements) necessary to perform successfully &Ask questions that predict candidate’s ability to meet performance standards &Decide on answers to the targeted questions in advance of the interview &Conduct the interview in a manner that maximizes effective communication & accurate measurement &Use behavioral decision-making...
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...Cityside Financial Services used affirmative action to hire employees that fit personally with the communities it served. It used a two-part strategy to conduct business: reinvesting in the neighborhood businesses and housing development and attracting investments from wealthy clientele. Two units in the Sales Division, Retail and External Deposits, offered services to grow the neighborhood. The goal was to hire women and African-Americans in order to speak to local clients. The Retail Department offered loans to small businesses, savings accounts, and home mortgages. The External Deposits Department offers money markets, IRA accounts, and CDs. In order to gain the diverse workforce the owner wanted, a hiring program was put in place that would benefit minorities. The Retail Department hired women, who became nearly half of that department's staff. Meanwhile, the External Deposits Department continued to hire and retain mainly white males with college degrees. Despite the difference in demographic of the staffs of the separate departments, Cityside Financial Services became known for having a diverse staff. Internally, there was not enough cooperation between the two departments, which caused the customer service to take a hit. Cityside Financial Services faxed all if the challenges to managing diversity as it was going from a predominantly white organization to a more diverse institution, offering positions to minorities like women and African-Americans...
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...Introduction: By 1999, Cityside Financial Services sales division has two units: Retail Operations operated by black employees, External Deposits operated by white employees (Ely, 2006). Background: Founded in 1930, Cityside Financial Services was a successful midsized bank serving an urban community in a predominantly white, upper-middle-class neighborhood. It was purchased by a radically diverse group of investors, including Ron Wilkins, a young black investment banker (Ely, 2006). Problem: By 2004, Wilkins founded that customers are being differentiated by form of services offered to them depending on their locality, if they were local to the neighborhood or not (Ely, 2006). Both units started blaming each other (Ely, 2006). Opportunities: The management should have tried to reduce the communication gap between both the units and provide the individuals a chance to improve their potential in a field of interest. Recommendations: "Managing diversity means understanding its effects and implementing behaviors, work practices and policies that respond to them in an effective way" (Cox, 2001). "Everyone in an organization wants to do a good job" (Menke et al., 2006). Conclusion: Diversity management plays a very critical role in an organization. It can be used to develop an organization or it can lead to failure of an organization. References: 1) Cox, Jr. T. (2001). Creating the multicultural organization: A strategy for capturing the power of diversity, Jossey-Bass, San...
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...support of these goals, we are strengthening our Hong Kong corporate citizen reputation by listening and responding to the voices of Hong Kong people. In our Annual Report, we share our progress with stakeholders, and outline our plans for the future. Contents 02 04 06 08 12 23 24 26 40 46 58 66 72 78 84 86 88 MTR Corporation in Numbers – 2012 Hong Kong Operating Network with Future Extensions MTR Corporation at a Glance Chairman’s Letter CEO’s Review of Operations and Outlook Key Figures Key Events in 2012 Executive Management’s Report – Hong Kong Transport Operations – Hong Kong Station Commercial Business – Hong Kong Property and Other Businesses – Hong Kong Network Expansion – Mainland and Overseas Growth – Human Resources Financial Review Ten-Year Statistics Investor Relations Risk Management 89 90 94 112 116 124 125 153 154 155 156 157 158 159 160 161 240 Sustainability Corporate Responsibility Corporate Governance Report Remuneration Report Board and Executive Directorate Key Corporate Management Report of the Members of the Board Contents of Accounts and Notes Independent Auditor’s Report Consolidated Profit and Loss Account Consolidated Statement of Comprehensive Income Consolidated Balance Sheet Balance Sheet Consolidated Statement of Changes in Equity Consolidated Cash Flow Statement Notes to the Accounts Glossary Annual Report 2012 1 MTR...
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