...09.26.2015 | | Recruitment and Staffing Proposal | | | | To HSS, CEO From Tyvella Buaku, HR Manager CC Board of Directors, HSS Re Senior Level Management, Recruitment and Selection To HSS, CEO From Tyvella Buaku, HR Manager CC Board of Directors, HSS Re Senior Level Management, Recruitment and Selection Comments: Based on the conclusions drawn during our last meeting, the organization needs to establish a new recruitment and selection process when it comes to employing our senior level staff. Below is a few options I think the organization can use to recruit and select new members for their senior level staff positions. Recruitment Approaches Recruitment approaches are highly used by human resource professionals, businesses, and organizations to fill their staffing positions. Recruiting suitable candidates to efficiently and adequately handle as well as manage senior level positions is vital to the success of the company but can also take time. Offering position to unqualified and inexperienced personnel could be detrimental to the company financially and in the competitive markets. 1. Internal Sourcing and Personal Recommendations Sometimes businesses use internal bulletins to inform staff members about available positions. They usually do this as a courtesy to those seeking to advance within the company to apply, and to seek recommendations and employee referrals. This process tends to be very effective when it comes to isolating the best job...
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...Paragraph 3.23 Short-listing of Candidates for Job Interview 10 candidates not invited for interview though being said to be meeting the requirement of a minimum of 15 years’ experience at senior positions. Details are set out below. Candidate No Years of senior management experience Yr (1) 16 7 Mth Past 15 years experience mainly in marketing for banks and trading companies. Experience was irrelevant. Relevant experience gained in corporate communication was only 2 years and over 10 years ago. Past experience mainly in marketing for media and advertising companies and trade promotions for foreign country’s overseas office. Experience was irrelevant. Recent few years’ experience in marketing was irrelevant. Experience in corporate communication mostly gained from hotels and advertising companies. Experience was also irrelevant. Only 5 months’ experience in corporate communication. Experience was inadequate. Past 15 years’ experience mainly in customer account management for advertising companies. Experience was irrelevant. Only 2 years of experience in corporate communication. Experience was inadequate. Past experience mainly in marketing for logistics companies. Experience was irrelevant. Past experience mainly in university, sport development institution and bank. Job nature mainly in alumni relations, in marketing, corporate affairs and customer service. Experience was irrelevant. Reason for not invited to interview (8) 15 11 (11) 22 10 (14) 17 ...
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...Mokhtar st, Qibaa City, Gesr Alswis st, Cairo, Egypt Mobil: 0100 57 333 02 E-mail: Helmy_fighter@yahoo.com Objective: I am looking for a challenging position utilizing abilities developed through my experience and education, with the opportunity for professional growth based on performance. I feel that my heterogeneous experience has provided me with the ability to perform well under pressure, meeting deadlines and successfully achieving targets while effectively utilizing my management, business and technical skills as part of a team. Work Experience: - Oct 2010 Till Now Cairo University-Banha University Technical Analysis Fundamental Analysis Stock markets Futures & Options Assistant Lecture (Mandatory) Economics Finance Portfolio Management Forex - Sept 2014 ADMIRAL MARKETS INTERNATIONAL BROKERAGE SENIOR TECHNICAL ANALYST & FUTURES TRADER TRAINER - Dec 2012 VENUS INTERNATIONAL SENIOR TECHNICAL ANALYST & FUTURES TRADER (OPTIONS &COMMODITIES) - June 2009 ELHORREYA BROKERAGE SENIOR TECHNICAL ANALYST - Oct 2006 - Oct 2005 - Oct 2004 TECHNICAL ANALYST & OPERATION MANAGER. INTERNATIONAL SHARES & BONDS CENTER (ISBC) U.A.E LUXOR SECURITIES BROKERAGE & BOOK KEEPING EL-REBDI FOR STOCK EXCHANGE INVESTMENTS IN SAUDI ARABIA TECHNICAL ANALYST & FUNDAMENTAL ANALYST. TECHNICAL ANALYST & MONITORING & EXECUTION. Education: - Preparing (PHD) in Economics in Faculty of Commerce Ain-shams University Under Supervision of Dr.Ali Lotfy the previous former prime...
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...1.0 INTRODUCTION The commercial banking system dominates Bangladesh's financial sector. Bangladesh Bank is the Central Bank of Bangladesh and the chief regulatory authority in the sector. There are a total of 51 banks in Bangladesh, and this banking system is composed of four state-owned commercial banks, five specialized development banks, thirty eight private commercial Banks and nine foreign commercial banks. Hence we can easily say that the private commercial banks (PCBs) comprise for the largest portion of the banking sector. The banking sector has attracted a lot of fresh graduates for a very long time because of their work environment and other facilities that they provide. Moreover, the work environment and culture of the private commercial banks are such that the employees are motivated to work and prove themselves to their employers. One such approach made by PCBs was to offer a higher post to the young, newly hired graduates as they believed that this would help to increase employee satisfaction. This strategy has by many means been successful as well as a little unsuccessful for the banks. The overall study shows that simply hiring employees in higher posts cannot increase their overall job satisfaction; rather, a lot of other factors also need to be considered in order to ensure the satisfaction of the employees. 2.0 OBJECTIVE The main objective of this paper is to show how much effective the attempt was made by the owners of the PCBs to increase employee...
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...Diploma in Systems Analysis Applied Systems Analysis Assignment: The TDC Construction Company Requirements Determination and Analysis The TDC Construction Company Requirements Determination: Analyse of the conduct of the interview: In general, what is your view of how the interview was conducted? Generally the interview was reasonably professional if a little rushed. The good points were: Inez begins well by reviewing the company’s business objectives which she has a grasp of from previous contacts with the company. There seems to be a good understanding on business matters between Inez and Gerry. She ensures that she has a firm understanding of many of the facts that she gathered. E.g. “Now, I understand one of the general objectives of the new information system is to be able to extract reports and inquiries on demand from any browser on a PC, laptop, Blackberry or PDA”. She pauses to jot some details of those facts down The bad points were: Inez seems to have her eye on the clock and she avoids going into detail on some of the new areas of business that Gerry wants in the new system e.g. the company’s proposed environmental specialist division, is not analysed by Inez. She also does not analyse sufficiently the Safety System. At times she does not seem to be listening to Gerry. Gerry talks about the environmental area more than once, but she does not to pick up on it sufficiently. However, to be fair to Inez, at the end of the interview she does say that...
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...A Study of Mathematics Infusion in Middle School Technology Education Classes 1. CITATION. What report study is this? Record a complete reference citation. Burghardt, D. M., Hecht, D., Russo, M., Lauckhardt, J., & Hacker, M. (2010). A study of mathematics infusion in middle school technology education classes. Journal of Technology Education, 22(1), 58-74. 2. PURPOSE AND GENERAL RATIONALE. In broad terms what was the purpose of the study, and how did the author(s) make a case for its general importance? The purpose of the study is about mathematical achievement in the United States has been below the level attained by students in other countries, with American students becoming notably behind once they reach late middle school. In order to overcome this authors came with different approaches which an add to teacher’s professional development (PD) requirements, varying curriculum, and adding additional STEM classroom time and connected curriculum is one of the approach chosen for this and this is applied by using mathematics as the thread that links Science, Technology, and Engineering curriculum together 3. FIT AND SPECIFIC RATIONALE. How does the topic of the study fit into the existing research literature, and how is that provenance used to make a specific case for the investigation? This case study fits into the existing research literature because this case study discusses the approach of National Council of Teachers of Mathematics (NCTM), which is a...
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...PART I: INTRODUCTION The past few years have witnessed a significant increase in the role of communication in the success of an organisation, arousing colossal concerns of experts and organisation managers worldwide. Indeed, whether a company is large or small it is a truism that, financing, talent, experience and materials are not enough to succeed unless proper internal communication system are in place that enables smooth operations and enhances business activities (Tourish & Hargie 2009). Due to this significant nature of organisational communication, organisations such as Cordina Farms should focus special attention on how their employees and managers communicate within the company. 1.1. A Brief Description of Cordina Farms Cordina Chicken Farms is an Australia owned family business with over 60 years of experience in Australian Poultry industry. The company was established by Rosario Cordina and his son Joseph in 1948 in Girraween, NSW, where it still operates today. From the modern manufacturing and distribution plant located at Girraween (NSW), Cordina Farms process, prepare and distribute a wide range of fresh chicken products to Sydney, Newcastle, Wollongong and ACT areas as well as several major intrastate centres in Queensland. The company has recently added to their distribution areas Victoria and South Australia. From an operation that was founded and run by few family members, Cordina Farms now has grown to a payroll of over 600 full time employees in six...
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...The International Journal of Digital Accounting Research Vol. 1, No. 1, pp. 47-68 ISSN: 1577-8517 Risks and Controls in the Implementation of ERP Systems Severin V. Grabski. Michigan State University, U.S.A. grabski@pilot.msu.edu Stewart A. Leech. The University of Melbourne, Australia saleech@unimelb.edu.au Bai Lu. Colonial Mutual Group, Australia blu@colonial.com.au Abstract. The implementation of ERP systems has been problematic for many organizations. Given the many reports of substantial failures, the implementation of packaged ERP software and associated changes in business processes has proved not to be an easy task. As many organizations have discovered, the implementation of ERP systems can be a monumental disaster unless the process is handled carefully. The aim of this study is to identify the risks and controls used in ERP implementations, with the objective to understand the ways in which organizations can minimize the business risks involved. By controlling and minimizing the major business risks in the first instance, the scene can be set for the successful implementation of an ERP system. The study was motivated by the significance, for both the research and practice communities, of understanding the risks and controls critical for the successful implementation of ERP systems. Following the development of a model of risks and controls, a field study of an ERP system implementation project in an organization was conducted to provide a limited test of the model...
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...Southern Cross University ePublications@SCU Theses 2009 Strategic human resource management: what does it mean in practice? Ken Lovell Southern Cross University Publication details Lovell, K 2009, 'Strategic human resource management: what does it mean in practice?', DBA thesis, Southern Cross University, Lismore, NSW. Copyright K Lovell 2009 ePublications@SCU is an electronic repository administered by Southern Cross University Library. Its goal is to capture and preserve the intellectual output of Southern Cross University authors and researchers, and to increase visibility and impact through open access to researchers around the world. For further information please contact epubs@scu.edu.au. Strategic Human Resource Management: What does it mean in practice? Ken Lovellll Ken Love B Com (Industrial Relations), University of New South Wales B Soc Sc (Hons) (HRM), Southern Cross University A research thesis submitted to the Graduate College of Management, Southern Cross University, Australia, in partial fulfilment of the requirements for the degree of Doctor of Business Administration 15 May 2009 Statement of Original Authorship I certify that the substance of this thesis has not currently been submitted for any degree and has not previously being submitted for any other degree. I also certify that to the best of my knowledge any help received in preparing this thesis and all sources used have been acknowledged in this thesis. Signed ………………………………………………. Ken Lovell...
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...Southern Cross University ePublications@SCU Theses 2009 Strategic human resource management: what does it mean in practice? Ken Lovell Southern Cross University Publication details Lovell, K 2009, 'Strategic human resource management: what does it mean in practice?', DBA thesis, Southern Cross University, Lismore, NSW. Copyright K Lovell 2009 ePublications@SCU is an electronic repository administered by Southern Cross University Library. Its goal is to capture and preserve the intellectual output of Southern Cross University authors and researchers, and to increase visibility and impact through open access to researchers around the world. For further information please contact epubs@scu.edu.au. Strategic Human Resource Management: What does it mean in practice? Ken Lovellll Ken Love B Com (Industrial Relations), University of New South Wales B Soc Sc (Hons) (HRM), Southern Cross University A research thesis submitted to the Graduate College of Management, Southern Cross University, Australia, in partial fulfilment of the requirements for the degree of Doctor of Business Administration 15 May 2009 Statement of Original Authorship I certify that the substance of this thesis has not currently been submitted for any degree and has not previously being submitted for any other degree. I also certify that to the best of my knowledge any help received in preparing this thesis and all sources used have been acknowledged in this thesis. Signed ………………………………………………. Ken Lovell...
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...Design of Career Paths and integration into talent management system of Janssen Pharma Arun Vigneswaran M Ist Year M.A HRM&LR Contents: INTRODUCTION A career path is the sequence of work positions or roles that a person holds over the span of life time..The fundamental components of a career path are a sequential list of roles, Qualifications, Critical Developmental Experiences (CDE), Competencies, Organizational perspective. The potential and promise of career paths lie in the dynamic part of career and talent management.. Career paths factor in mobility and embeddedness and to what extent they play a role in career success. In the contemporary organization concepts of boundryless careers are emerging and needs to be factored in for a comprehensive career path. A career path can be harnessed to maximize both individual and organizational potential and can be used to achieve important business outcomes by aligning with a variety of HR processes and systems. In this project we have tried to find how career paths are designed in any organization and further how it can be customized for MAF, BD division of Janssen Pharma. Career paths have become an important part of talent management and is used extensively during promotion, retention, exit, future planning. We have also tried to identify how career paths can be harnessed by the talent management team and used to solve some of the current problems like attrition, stagnation. CONCEPTUAL DESIGN OF CAREER PATHS In...
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...facility, is the North Las Vegas Site. This factory has been in operation since January of 2011 and is the single manufacturing plant for industrial size solar panels, measuring 60Ft x 60Ft. As the design and development of this product increases, the plan in the next year is to add over 500 employees to the site headcount. As with all XXXXXXXXXXX sites, the corporate culture and policies are expected to be enforced with one unique task. XXXXXXXXXXXXX has what is commonly known as the “XXXX culture”, and one of its roots is LEAN manufacturing. What is unique about LEAN is the concepts and training can be replicated but the actually process is unique at each location. Currently the location has a core team of approximately 7 senior managers, Plant, Program, Facilities, Materials, Human Resources, Engineering, and Business Excellence and 90 direct and indirect labor employees focused on the set up, design and build of the prototype panels. The concept at the plant is to simultaneously design, build and prepare for New Product Introduction (NPI) and design a LEAN process for developing this product. In order to profit and ensure the success of the business, support the customer demands and maintain an equitable profit margin the difficulty comes in aligning both the NPI process...
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...away from line managers. The purpose of this article is to present a best practices model for optimal development of the leadership pipeline and a series of practical recommendations for organizations. Design/methodology/approach – A group of 30 CEOs and human resource executives across 15 best practice organizations were asked via semi-structured interviews to describe the content and delivery of their respective organizations’ leadership development and succession planning practices. Findings – Analysis of interview data indicated that best practice organizations effectively integrate leadership development and succession planning systems by fully utilizing managerial personnel in developing the organization’s mentor network, identifying and codifying high potential employees, developing high potentials via project-based learning experiences and manager-facilitated workshops, establishing a flexible and fluid succession planning process, creating organization-wide forums for exposing high potential employees to multiple stakeholders, and establishing a supportive organizational culture. Research limitations/implications – The interview data are drawn from a relatively small number of executives and from a single industry, which may limit the overall utility of the findings. Originality/value...
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...Running Head: DETERMINING WHO AND WHY Determining Who and Way Human Capital Management – HRM 531 January 24, 2012 Instructor: Bob Hanks Abstract The recruitment and selection process is one of the main functions of Human Resource Management. It is critical to the achievement of organizational and strategic goals. At some point, every organization will need to hire new employees. Selecting the wrong person could be a costly mistake when considering the amount of money involved in recruiting and training new employees. According to (Wienclaw, 2010), “the tools used to select new employees need to be demonstrably related to the job and must help the organization select those employees with the appropriate knowledge, skills, abilities, and other characteristics necessary for job success” (p. 1). To identify the recruitment and selection methods at Wal-Mart, a job description for a Senior Manager in Marketing-Promotions was selected from their website. This particular job description was selected because it includes position details, job duties, performance standards and job factors. In this paper, a concept map and associated discussion summarize the steps of the recruiting and selection...
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...jobs descriptions of four departments that is Marketing and Service quality, Business Development, SME’s and the credit departments. Mostly both managers at Marketing and Business development ends up taken each other’s role. There has also not been clearly defined role or job description for both Head of SME’s and Credit manager. Again Relationship officers at various branches currently reports to these four departments. They are seen as credit officers who does clients loans appraisal and recoveries and reports to both the head of SME’s and the credit manager, as marketing officers thus sell products of the uniCredit to prospective clients and reports to the marketing manager, as business development officers, who does the account management of clients and reports to the business development manager. This...
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