...To: Traci Goldeman CC: Marylee Luther Subject: Recruitment and Selection Strategies Recommendations Tracy, Here are our recommendations for recruitment and selection strategies for Clapton construction. Organizational Goals Clapton Construction should think of its recruiting strategy as a model that drives the outcomes of hiring and staffing efforts. The outcomes Clapton is trying to attain should focus in the organizational goals of the company. Atwood and Allen consulting suggest that Clapton focus on the following goals: • Quality of new hires (better fit team players who stay longer) • Establish recruiting metrics • Flexibility in meeting both peak recruiting demands and normal operational requirements • Premier hiring candidate experience Do not create a recruiting strategy in a vacuum. Clapton should treat the formation of its recruiting plan in the same manner it would approach the development of a financial plan or marketing plan (Cascio W.F., 2013). It is essential to align the business side of Clapton Construction lined up with the recruiting goals and strategies. Forecasted Demographic Changes Arizona being a southwestern state is particularly affected by immigration and demographic changes. Population growth from the year 1990 thru 2012 was over 29% (Census Bureau, 2010). Most of this growth was in the Phoenix area was among illegal aliens from South and Central America (Census Bureau, 2010). The surge in population is mostly attributed...
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...Organizational Best Practices for Managing Diversity Richard L. Goode MGMT 5306-VC03, Leadership and Management Development Wayland Baptist University Winter, 2013 Abstract Diversity consists of different aspects such as race, ethnicity, age, gender, religious beliefs, social status, and sexual identification. Businesses are expanding in overseas markets which are bringing together different cultures. Additionally, diversity in the workforce is increasing with more women assuming roles that were previously male dominated. How an organization manages their respective diversity programs will have a direct impact on the success of the company. This paper will identify a few of the best practices some organizations have implemented to improve and solidify their diversity programs. The ways in which a leader of a company or organization manages diversity directly impacts the level of success the organization achieves. Leaders at all levels must foster an environment that brings together people of different ethnic backgrounds, religious beliefs, sexual orientation, and gender, and mold them into a cohesive and productive unit. A culture of tolerance for, and appreciation of diversity should be established by the senior executives of the organization. The executives must set an example with their behavior in order to make diversity a part of the organization’s culture. Merriam-Webster (n.d.) defines diversity as “the quality or state of having many different forms, types...
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...DIVERSITY IN THE WORK PLACE Herzing University BU 461 Reico Colter 4/14/14 In any workplace employees posses different characteristics that arise due to variances in age, culture, gender, marital status, heritage, sexual orientage,religious beliefs, physical abilities, educational capabilities among others which is referred as diversity in the workplace. It is therefore important that an organization acknowledges its effect. This can be achieved in two ways, the first being recruiting from a pool of skilled and talented employees from various backgrounds which will expose the employer to a variety of skills to the their advantage. Secondly by advertising their products and services, they will be able to reach their target market which mostly will be comprised of different categories of people. It is advisable that a company fully manages the process to ensure that they reap the benefits that come along with it rather than be having the same work against them. This will involve the management studying and understanding their employees as well as the targeted clients. Afterwards they should incorporate an appropriate culture such that they will always uphold the work ethics through continue training on relating to one another as well as the clients. Also as an individual initiative, each person will have to accommodate one another person to reduce the chances of conflicts and have a positive mind (Konrad, 2006). There are various strategies...
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...In businesses today, there is a uniform strategy to operate the business effectively at a lower cost and online recruiting is one way to do business cheaper. Online recruiting allows for an organization to cut recruiting cost while also acquiring the talent needed to help the organization succeed. According to Hauer (2004), while online recruiting saves money, it also saves time on the applicants behave as well as the company’s. The Internet is everywhere and it’s the fastest most affordable way to attract qualified applicants to fill vacant positions. Traditional ways of recruiting such as newspaper posting can be very expensive while limiting the content needed to attract the specific qualified individual the company is seeking. Most online job boards allow employers unlimited space to sell their organization to the right candidates. Newspapers price ads by the amount of space being used so it becomes very expensive to post important details about a particular job. Online recruiting offers convenience of being able to apply for jobs anytime and anywhere. Human resource (HR) professionals aren’t available 24 hours a day, 7 days a week to accept resumes from potential applicants. This also allows job seekers who are employed to search for other jobs since Traditionally, HR professionals also had to take countless hours to shuttle through enormous amounts of resumes, whereas job boards allow employers to set up screening questions to help filter through resumes with the most...
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...Diversity in Ohio Government Donell Thomas Comm 215 February 03, 20211 Dick Cammarota Diversity in Ohio Government Ohio Governor’s office is now considered diverse in recent non-white cabinet member appointment; is the appointee best person for the job or just a token? Ohio Governor’s office is now considered diverse in recent non-white cabinet member appointment. Previous administrations were not known for having racially diverse cabinets. Although they were diverse as it pertains to gender they have been all-white since 1962. The recent election of the new Governor of Ohio has drawn intense speculation and criticism by local minority lawmakers and Democrats. Previous administrations in Ohio have been known for having diverse cabinet members. There has not been an all-white cabinet since 1962. There were those that believed the current administration would have an all- white cabinet simply because it is now Republican. One would ask was this appointment made to make quota. Was the appointment made to right the wrongs of the past? In other words, would this be considered to be indicative to the Affirmative Action Initiatives? Although the recent appointee, who is African American and his qualifications are exemplary does it dispute the fact that the Governor made this appointment to meet diversity quotas? The cabinet was considered diverse as far as gender diversity is concerned but it was not as...
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...INTRODUCTION The concept of diversity has been analyzed by various scholars over the years and has under gone variety of conceptual manipulations. Various views exist about diversity which was initially seen from a legal perspective aimed at protecting attributes such as race, age, religion and gender to a bigger perspective that encapsulate the entire human differences. . Acoording to Neil Kokemulle, “Diversity is the presence of people from a wide range of backgrounds and possessing different traits, differences in age, race, ethnic origin, culture, physical abilities, religion and sexual orientation are just some possible contributors to diversity”. He also added that though generally regarded as a good thing for a workplace, diversity...
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...Reflective Paper Human Resource Management June 17, 2013 Human Resource Managers are a unique group of individuals possessing the skillset to stay abreast of the constantly evolving work force, advances in global technology, and cultural diversity in order to manage human skills and talents to ensure effective alignment with the goals of an organization. Human resources are the most valuable element within any organization. In this paper, I will present a brief description of how areas of human resource management discussed throughout this course work together to perform the primary functions of human resource management. The human resource management process is made up of strategic HR planning, job analysis and job design, attraction and recruitment of talent, selection and job fit performance appraisal/management, training and development, compensation, and benefits and benefit administration. “Strategic planning considers meeting resource demands, examining and evaluating resource deployment, estimating capacity, and also recognizing and handling human talent to satisfy capacity needs” (Youssef, 2012, section 1.6). Job analysis and job design include specifying the duties and responsibilities of a particular job. Job analysis allows managers the ability to comprehend how a job is performed and flows. It gives managers insight as to what a particular job entails, how the work flows, and how to further develop the job in order to maximize productivity within the organization...
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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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...are designed to ensure that qualified individuals in America have equal access to opportunity in areas such as education and employment, and receive a fair chance to contribute all their abilities. As T.H. Andersen points out: “Supporters declare themselves the champions of racial justice, protectors of Martin Lurher King’s Dream, while the opponents see themselves as the defenders of merit, of colorblind equal protection enshrined by the U.S. Constitution.” (Anderson Preface X) Therefore, although at first these programs were considered a huge success, many argue that Affirmative Action has been out dated and is not working anymore. Affirmative Action has served its purpose, and is no longer needed and should be abolished or reformed, as it will no longer be useful in helping eliminate the racial gaps in the United States. Affirmative Action has achieved a great deal since it was first introduced in the 1960s. Politicians have characterized Affirmative Action as a policy “designed to right the wrongs of the past, as a quota system, or a set of remedial programs aimed to compensate for the inadequacies of people of color”(Crosby 4). Affirmative Action grew out of the Equal Rights Movement of the 1960s as the Civil Rights Act of 1964 prohibited discrimination based on race, color, national origin, sex, and religion. President Kennedy stated in Executive Order 10925: "it is the plain and positive obligation of the United States Government to promote and ensure equal opportunity...
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...EXAMINING THE CRACKS IN THE CEILING: A Survey of Corporate Diversity Practices of the S&P 100 March 2013 Table of Contents FOREWORD ....................................................................................................... 1 EXECUTIVE SUMMARY ................................................................................. 2 EXAMINING THE 10 KEY INDICATORS .................................................... 7 1. Equal Employment Opportunity (EEO) Policy ........................... 8 2. Internal Diversity Initiatives ...........................................................10 3. External Diversity Initiatives ..........................................................12 4. Scope of Diversity Initiatives...........................................................13 5. Family-Friendly Benefits....................................................................14 6. EEO-1 Disclosure ..................................................................................15 7. Highest-Paid Executives ...................................................................16 8. Board Representation .......................................................................18 9. Director Selection Criteria ...............................................................20 10. Corporate Commitment ................................................................21 DIVERSITY SCORES BY SECTOR ................................................................22 CONCLUSIONS AND NEXT STEPS...
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...| | | Strategic Staffing & Diversity | | | | | | | | | |Alexia Huggins | |alexiahug@yahoo.com | | | |Keller Graduate School of Management | |Professor Brey ...
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...Acquire or Develop Talent: The Tanglewood organization currently does not have a strong process in acquiring or developing new talent. From the case study we find that Tanglewood would like to focus on having a workforce of committed, qualified individuals who will continue the Tanglewood tradition; yet they have no solid recruiting process into place. The Tanglewood organization also has opportunity around their development process, understanding they want team members to feel valued and know that their opinions count, but just because a team member makes influential suggestions does not necessarily qualify them to be leaders. Though they have a lot of culture and tradition there are not in processes in place to help them acquire and develop the talent they are hoping to take the stores to the next level. A strong staffing strategy would focus on acquiring the right talent that can “hit the ground running.” When an organization has the ability to have a strong acquisition process the development will come easy for the team members. If the Tanglewood organization placed an acquisition process into place they could definitely see potential to expand and grow at the rate that they desire. Hire Yourself or Outsource: Tanglewood’s current hiring process is all done in house. Human Resource/ operations manager is responsible for planning, recruitment, and initial screening and department managers interview and hire candidates. It seems as though Tanglewood adheres...
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...Affirmative Action Initiatives were created in order to correct the wrongs of discrimination and to make equal opportunity a reality. Affirmative Action Initiatives were created by law to ensure equal rights for minorities and women as it pertains to college admissions and promotions within the workforce. The affirmative action initiatives have been scrutinized since its inception. The creation of the initiatives was the first step in a long battle to end discrimination. The original intent was to be aggressive with non-discrimination and to racially integrate the workforces. Affirmative action, originally (Consortium Journal Hospitality & Tourism, 2010) implemented as a means of righting past wrongs and leveling the playing field for minorities and women, has in some circles become a bad word synonymous with quotas, privilege, and reverse discrimination. Although the Initiatives were coined and created in 1961, it wasn’t until the Civil Rights Act in 1964, that racial discrimination was actually prohibited in the workforce. Those for the affirmative action initiatives view them as a positive. Opponents of the Initiatives believe the harm of racial discrimination has dissipated therefore affirmative action is not necessary. Those against believe that race based policies make minority achievement a white allowance and the failure of minorities a group stigma. Those against also believe the Initiatives were created as a means of compensating for all racially based...
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...Introduction to Intellectual Disabilities Grand Canyon University: SPE351 October 20, 2013 Introduction to Intellectual Disabilities Effective education should meet the learning needs of each individual student and sufficiently support their ability to learn. This learning can take place in general or special education settings, depending on the needs of the students. General and special education teachers must be well educated and knowledgeable about special education laws and how they impact the learning process for students identified as ID. Issues concerning the identification process for students with intellectual disabilities are also an area of concern for educators as well as issues dealing with the social and educational implications that the common characteristics of students with intellectual disabilities have on teaching and learning. Lauren Byrd, a first grade regular education teacher and Christine Khouri, a K-2 self-contained teacher, were interviewed for the purposes of this paper. Issues concerning educating students with intellectual disabilities were discussed to establish an introductory knowledge base in this area and to help create an understanding of how these issues can affect teaching and learning. Issues relating to terminology, law and the identification process of students with intellectual disabilities were the first topics discussed during the interview. Mrs. Khouri, the special education teacher, was much more knowledgeable...
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...activities. A. human resource requirements B. strategic imperatives C. pay grades D. affirmative action candidates Correct: The Correct Answer is: A. Human Resource requirements must be specified for the recruitment of potential candidates for any change in position or new hire. The Human Resource requirements are established to ensure policies and laws are followed correctly. 8. The step following recruitment is ________, which is basically a rapid, rough selection process. A. orientation B. initial screening C. performance management D. workforce planning Correct: The Correct Answer is: B. The initial screening is used to narrow the search down to the individuals who are best fit and qualified for the job requirements and needs. 9. Typically, the first step in an employee's introduction to company policies, practices, and benefits is a(n) _________ program. A. initial screening B. intensive training program C. team-building D. orientation Correct: The Correct Answer is: D. The first step for a new employee’s introduction into a company or organization is done through an orientation program. Orientation programs take a new employee through all of the company’s policies, benefits, requirements, and other practices. Concept: Four Types of Company Postures for Recruitment Mastery 100% Questions 2 3 4 2. Which of the following statements about a company using a passive...
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