...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...
Words: 4476 - Pages: 18
...Investigate the situation • Justify vacancy/new post • Prepare job description • Prepare person specification • Determine suitable sources for candidates • Determine process for recruitment and selection • Initial screening of applicants Means: • Planning ahead - filling vacancies is a lengthy process • Organisation - keep records of exactly who has applied and the status of their application • Procedures - follow them and be consistent • Professional approach at all times & ensure those involved are well trained and briefed about the requirements. • Up to date - with all developments in recruitment & selection • Evaluate - the process & the people to ensure all required outcomes are received. TIMING IS CRUCIAL FOR SUCCESS AND COST EFFECTIVENESS. Place advert too soon and they may be waiting to start without pay Place advert too late and gap may be left which will incur costs Plan ahead for seasonal, sabbatical, holidays, maternity, etc. Plan where, when and how many adverts you may want to run Anticipate handling responses Allow time to shortlist C.V.’s and to arrange interviews Build in 4 week notice period for successful applicant (or more depending on the post/sector) The role of selection interviewing Interviews are very widely used in the selection process, as demonstrated by successive CIPD surveys of recruitment practices. • See our annual Resourcing and talent planning surveys As well as being simple to set up, interviews give the...
Words: 3421 - Pages: 14
...Resourcing Talent (Certificate In Human Resource Practice) Introduction The aim of this report is to: * Identify and assess at least 4 factors that affect an organisation’s approach to attracting talent. * Identify and explain at least 3 organisation benefits of attracting and retaining a diverse workforce. * Describe at least 3 factors that affect an organisation’s approach to recruitment and selection. * Prepare a Recruitment Authorisation Request to the MD comparing and contrasting the benefits of at least 3 different recruitment methods and three different selection methods. Methodology In preparing this report, research was done through books and the internet and was based on the workings of the company I am employed by. Findings The Identification and Assessment of 4 Factors Which Can Affect an Organisation’s Approach to Attracting Talent The main factor here is Supply and Demand: * Is there a vacancy? The first point to consider is whether or not there is actually a vacancy to fill. If a current member of staff has left or is intending to leave, could the vacancy be filled by splitting the job between other current employees? This could be resolved by carrying out a job analysis gaining information from the leaver (through an exit interview) and the line manager. The opportunity could arise at this point to consider restructuring the company by promoting someone to take on more responsibility – thereby affording that employee greater...
Words: 2079 - Pages: 9
...Project Selection Method and Flowchart for a Project OPS/TM571 October 31, 2011 Project Selection Method and Flowchart for a Project My organization has a handful of customers, but because the product in the field is still immature, I receive a lot of support issues that need almost instant response on root cause analysis. These issues usually come through email or phone calls from the sales engineers. The steps I follow are, once the issue comes through an email or phone, I file a defect in the defect tracking system with the information at hand, and then the issue goes to engineers to reproduce and perform the root cause analysis. After that, the priority is to find the workaround for customer, provide the feedback in email and wait for customer response on the workaround, in some cases, the customer needs issue fix in the product and that request goes through the product management. I would like to streamline this process, because the email communication for the issues is very confusing and time consuming. Project Selection Method to Evaluate the Process Improvement List of problems: 1. Issues coming through emails do not have enough information about the issue itself, such as platform, configuration, customer setup, priority of issue, frequency of issue. 2. The sales engineers do not file any issue in the defect tracking system and email directly to engineers many a times for customer issues. 3. The emails have multiple issues under one subject matter...
Words: 949 - Pages: 4
...ensure the selection of the right fit candidate with the organisation’s needs and culture? Key Principles of Selection: • Sophisticated selection techniques are widely utilised by organisations (Bratton & Gold, 2012). The selection, regardless of method, must use criteria that are reliable and valid (Group M2, 2014), in order to reduce the cost of the selection process, future costs of introducing and training new staff, and the cost of labour turnover if newly selected staff are not retained (Bratton & Gold, 2012). • Organisations need to consider the reaction of applicants to the selection method since it can diminish the attraction to the organisation, candidates with negative experiences can discourage others, the job acceptance can be impacted due to negative experiences, and selection methods must adhere to regulations relating to discrimination (Bratton & Gold, 2012). This relates to the perception of fair treatment; applicants’ reactions can be measured using a procedural justice scale relating to selection (Bratton & Gold, 2012) • Individual differences of candidates must be measured by organisations otherwise attracting a wide pool of applicants will be of no use to the selector (Bratton & Gold, 2012). Moreover, recognising the differences in people must lead to a prediction of their performance in the workplace (Bratton & Gold, 2012). • CVs and biodata handed in by applicants highlights their experience, skills and achievements. It provides an important method for organisations...
Words: 514 - Pages: 3
...risks due to potential loss of funding” (Wager, Lee, & Glaser, 2009, para. 9). Implementing a new software system will benefit the Mobile Mammography Van greatly. This paper is intended to identify the process for selecting and acquiring an information system, explain how the organizations goals drive the selection process, and identify the roles each organization’s stakeholders play in the selection process. Selecting and Acquiring an Information System When an organization is selecting and acquiring a new information system there is a great deal of planning and steps they must take to implement the system properly. The first step is to establish a project steering committee. “This committee’s primary function is to plan, organize, coordinate, and manage all aspects of the acquisition process” (Wager, et. al., 2009, pg. 150). After the committee has been formed the project goals should be outlines along with the scope of the project and committee. Many questions will need to be discussed during this step. For example, the committee will need to determine the methods, processes, communication techniques, resources, and type of system that will be used through the selection and acquisition process. Once project goals and the scope of the project are defined the next step is to screen the marketplace and review vendor profiles. “Concurrently with the...
Words: 985 - Pages: 4
...the type of student and enrolled credit hours. The tuition is calculated for undergraduate, graduate and part-time. The program is to provide a tool to add, modify, query and delete student records. There are many methods of testing software applications. The testing performed in this documentation is to test the functionality of the program. The testing did not go in depth as far as looking at the specific code. The testing checks the user interface, which is command line in the program, database(MySQL), client and server functionality. The testing is performed manually from the end user point as documented in the herein contained Test Cases. The following requirements must be met to run the program: Java Integrated Development Environment (IDE), MySQL database. Netbeans 7.0.1 was utilized in making the program and testing it . MySQL is open source SQL database. They both can be downloaded for free of charge. Windows 7 OS was used to host both pieces of software. There are minimum requirements that can be referenced on download websites. Each option available in the program will be tested. The Use Case Diagrams may be referenced for further details on functions of each option. The test will test each available selection. The selections to be tested are as follows: 1-Add Student Information 2-Update Student Information 3-Query Student Information...
Words: 929 - Pages: 4
...Barrick, 2011, p. 212). These errors can negatively affect a company in many ways, and it can even negatively impact its greatest asset, or its brand. False Positive Selection Errors Are Costly to an Organization When applicants are successful in the selection process and then fail on the job, false positive errors have occurred (Gatewood et. Al., 2011, p. 212). According to Keller (2008), of all the attitudes consumers can have towards a brand, their attitudes towards quality as well as customer value and satisfaction are of upmost importance (p. 68). Through false positive errors, a hospital can assemble a team of mediocre surgeons who may fail to consistently perform surgeries successfully. Surgery failures would most likely result in legal costs. However, even worse, they may also result in a decrease in brand quality and credibility in the minds of consumers. Individuals who are not a good fit for a job or company may also experience job dissatisfaction which has been known to negatively affect levels of productivity and organizational citizenship behaviors (Cummings & Worley, 2009, p. 85). In addition, false positive errors have been known to be linked to increased turnover, increased absenteeism, and more work-related accidents (U.S. Office of Personnel Management, n.d.). False Negative Selection Errors Are Costly to an Organization When applicants who would have been successful on the job are rejected, false negative errors have occurred (Gatewood, et al....
Words: 675 - Pages: 3
...if the HR managers selected applicants many times. I will refer to each repetition of the situation – in this case the selection of a qualified male future employee—as a sampling experiment. The probability of the event is the proportion of times we would expect the event to occur in an infinitely long series of identical sampling experiments. The Outcome In this case, the probability of selecting a qualified male employee is 0 .50 or 50%. I arrived at this conclusion by using the knowledge that there are 52 applicants who areapplying for the open position, 26 are female and 26 are male. If the company assume that each of the 52 possibilities is equally likely, it is reasonable to expect that the company would select a male applicant that is qualified for the open position 0.50 of the time of a period of time ( 26/52 = ½ = 0.50 ). This illustrates the basic rule for obtaining probabilities in situations in which each of the possible outcomes is equally likely, the probability of the occurrence of an event is equal to the proportion of the possible outcomes characterized by the event. In the case of hiring a qualified male employee, 26, or 0.50, of the 52 possible outcomes will be characterized by the event “a qualified male employee.” Tradeoffs in accuracy and precision Conclusion References Duan, Li. “The uncertainity sensitivity index method (USIM) and its extension’, Naval Research Logistics, 1988. Haimes, Yacov Y. "Defining Uncertainty and Sensitivity Analysis"...
Words: 341 - Pages: 2
...Building relationship with customers * Responsible for repeat sales of existing customers * Approaching customer with the aim of making new business deals * Presenting the product or service in a professional or structured way * Researching the market * Checking the inventory for products * Responding to incoming emails and phone calls * Attending team meeting and providing valuable feedback Specification * Strong sales skills * Communication skills * Bachelor’s degree * Master’s degree * Ability to multitask * Delivering revenue or exceeding target * 3 years minimum experience in sales * Organizational and time management skills * Negotiating and closing sales B,what method will you adopt for appointing a person on the selected position? Ans, 1. Top management approval 2. Advertisement development 3. Post advertisement on the news paper 4. Call the people for interviews 5. Conducts interviews 6. Select the people which best match the requirement 7. Further skim them 8. Conduct another interview 9. Upon approval select the final people for hiring 10. Conduct the physical examination 11. Hire people that pass the final test. c,how information collected during job analysis helps manager in performing various functions of human resource? Ans, 1. Gives a clear outline of the functions for performing the job 2. Also outlines the skills needed to perform...
Words: 355 - Pages: 2
...months=3 yrs | Late 1990 | 24 months=2 yrs | mid1980s to 2003 | 18 months= 1.5yrs | As Emily thought about what she had heard, she came to two conclusions. First, the food products industry was beginning to see the same kinds of market pressures that rapidly changing industries, such as automobiles and electronics, have experienced for many years. For example, she knew that the life cycles of her company’s products were getting shorter and shorter. Second, Emily knew very well that while not all supplier evaluation and selection decisions originated during the development of new products, many of the critical selection decisions were the result of new product needs. Other point that Emily was very interesting is analyze to reduce the time it takes to evaluate and select suppliers by 30 percent, 40 percent, or even 50 percent. Questions: 1. Why should companies commit time and resources to evaluate and select suppliers? The evaluation and selection of supplier is one of the most important functions of business. A focus on selecting only the best supplier possible will make a major contribution to the competitiveness of entire...
Words: 676 - Pages: 3
...Delvon Frye 7/26/2016 PT1420 Unit 6 Assignment Algorithm Workbench pg. 159 6-10 6. Select number Case 1: Display “You selected A.” Case 2: Display “You selected 2.” Case 3: Display “You selected 3.” Case 4: Display “You selected 4.” Default: Display “Not good with numbers, eh?” End Select 7. If Speed 24 > and Speed < 56 Display “Speed is normal.” Else Display “Speed is abnormal.” 8. If points are < 9 and >51 Display “Invalid points.” Else 9. Display “Valid points.” Select testMonth Case value_1: Display “January has 31 days.” Case value_2: Display “February has 28 days.” Case value_3: Display “March has 31 days.” Default: Display “Invalid selection.” End select 10. If hours==10 THEN Programming Exercises 5 and 8 pg. 160 5. Dim color1 as string Dim color2 as string Display (“Please enter two primary colors.”) Display (“The color you made is Purple”) Else Display (“The color you made is Purple”) Else Display (“The color you made is Orange”) Else Display (“The color you made is Orange”) Else Display (“The color you made is Green”) Else Display (“The color you made is Green”) Else If color1 = else or color2 = else then Display (“You failed to enter a valid color!”) End if 8. //This is a program asks the user to enter the number of coins required to make exactly one dollar. //Declare the variables Declare Real pennies Declare Real nickels Declare Real dimes Declare...
Words: 533 - Pages: 3
...Running head: CRITICAL THINKING AND DECISION MAKING Individual Paper: Critical Thinking and Decision Making by Daniel Palliparambil DMBA610 – Ethical Leadership in Organizations & Society University of Maryland University College September 16, 2011 Individual Paper Introduction Outsourcing is a relevant and arguable issue in the United States. Jobs that were previously handled by American workers are already being handled by workers located in other countries that offer lower wages and lower costs of living. The case study describes the Department of Transportation of Illinois plans to outsource the management of information management systems. Ms. Barbara Glenn makes several arguments against this outsourcing in her memo to Mr. Cesar Padilla, the President of the FSEU (FSEU Memo, 2011). In the book, “Asking the Right Questions: A Guide to Critical Thinking (Tenth Edition), by M. Neil Brown and Stuart M. Keeley”, the authors examine the benefits of critical thinking as it relates to the process of asking the right kinds of questions. The authors define critical thinking: “as the awareness of a set of interrelated critical questions, the ability to ask and answer critical questions at appropriate times; and the desire to actively use the critical questions” (Brown & Keeley, 2010, p. 2). In my examination of the Memo by Ms. Barbara Glenn, I will apply the various steps developed by Brown and Keeley, to examine the arguments...
Words: 2108 - Pages: 9
...Task 1 of 2 Create a Universal Group called Replication Management Admins in an OU you’ve chosen to hold groups for delegated access or other security related task. Open ADSI Edit and connect to the Configuration Naming Context as seen in the image below. Once you've selected Configuration in "Select a well known Naming Context", click OK Expand the Configuration Naming context and right click the Naming Context node below it. See the picture below for the arrow indicating where you should right-click. Next Click Properties Click the Security Tab Click the Advanced button Click Add Enter the name of the Universal Group you created in Step 1 and click OK In the Permission Entry for Configuration box scroll to the bottom and tic the Allow box for the Replication Synchronization permission. Ensure that "This object and all child objects" is selected for the Apply to and click OK Click Apply, then OK, and then click OK once more and you should be back to ADSI Edit with no open dialog boxes. Task 2 of 2 After you’ve completed steps 1-10 in Task 1 you'll need to view all the replicated partitions and do the same process for each partition. Click on CN=Partitions under CN=Configuration, DC= to view the partitions in the Configuration naming context. On each partition right click each object and select New Connection to Naming Context. Note: You don't have to do this for...
Words: 354 - Pages: 2
...type attribute, browsers assume you are creating a(n): a. file input box b. text input box ***** c. hidden input box d. image input box 3. What is required in the syntax when you need to refer to the control element? a. checkbox b. form label c. id attribute ******** d. name asterisk 4. The asterisk in Name* tells users that Name is a(n): a. id attribute b. required field ******* c. form label d. inline element 5. You create a selection list using the: a. id attribute b. name attribute c. option element d. selection element ******* 6. Which term defines the number of options that the selection list displays at one time? a. element b. control c. value **** d. field 7. Consider your audience and its initial reaction to a selection list when setting the: a. size attribute ****** b. list control c. style coding d. type option 8. The name attribute provides the name of the: a. field value b. selection list c. style sheet d. data field ***** 9. To create an option button, use the input element with the type attribute set to a value of: a. file b. image c. radio ******* d. text 10. When you use the same name for two or more option buttons, browsers treat them as a group, so selecting one option button automatically: a. highlights all the others b. selects all of the others c. deletes all the others d. deselects all of the others ***** ...
Words: 449 - Pages: 2
