...Why Diversity Recruitment is Important in the Workplace Latonia Baker lbakey@cc.edu DeVry Keller School of Graduate Studies Professor Burnell Carden April 17, 2016 HRM594 Abstract Numerous organizations have implemented diversity recruitment initiatives to earn the enthusiasm of minority occupation candidates. The verifiable message in these activities is that organizations keep up strong differences atmospheres. Minority work candidates that are along these lines procured may trust that the enrollment strategies used to lure them were misdirecting if genuine work-place assorted qualities atmospheres are unfavorable. This paper will explore the different issues and solutions that diversity recruitment has a staffing in an organization. Introduction Taking a stab at a diverse workforce is a prevailing issue for human asset experts. Its development in HR has given assorted qualities another face. Be that as it may, a basic meaning of assorted qualities is diverse for every association. Today diversity in the working environment incorporates more than the customary perspective that concentrates principally on sex and race. It has tackled a much more extensive definition. The changing demographics of the work power and commercial center are making it essential for organizations to venture up their differing qualities enlistment programs. As indicated by the Society for Human Resource Management, utilizing working environment differing qualities is progressively seen...
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...Task 1: (P1) Describe the Recruitment and Documentation used in selected organisation. The organisation I have chosen to research is Haringey Sixth Form Centre. Haringey Caters to 16-19 year olds who have left secondary school or have switched sixth forms/colleges to continue their studies. Haringey provides several courses like; Business and ICT, Creative Media and Performing Arts, Entry and Foundation Studies, Humanities, Social Sciences, Languages and Public Services, Maths, Science, Sport and Leisure. The purpose of this institution is to educate young people into a brighter and better future, whom may move onto becoming; Apprentices’ University Graduates, Employees etc. June Jarret, The Principal believes Haringey’s mission is to “Transform lives of our students through high quality teaching and learning programmes that inspire them, enabling then to succeed and achieve their goals”. The only modern purpose-built sixth form centre in Haringey is situated in Tottenham, White Hart Lane- just off high road, where different transports can navigate you to the sixth form. What is Recruitment Planning? Recruitment planning can be very time consuming for any organisation as many factors are considered in the process, for instance; the organisation need to work out if they even need to recruit and why?, as there are various reasons why an organisation would have to recruit, whether it be internal or external- the cost of this and how this will take place. There are five main...
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...Thursday Re: Recruitment and Selection Section 1: Reasons for Recruitment Using the notes from class explain the 5 main reasons businesses need to recruit: Decisions they make on deciding to recruit Section 2: Internal Recruitment Define internal recruitment What are the methods of internal recruitment What are the benefits of internal recruitment What are the drawbacks of internal recruitment Use examples of the methods used for Company 1 and Company 2 Section 3: External Recruitment Define external recruitment What are the methods of external recruitment What are the benefits of external recruitment What are the drawbacks of external recruitment What are the cost and time implications of using external sources to recruit Use examples of the methods used for Company 1 and Company 2 Section 4: Recruitment Advertising Define recruitment advertising 4.1 What is internal advertising What are the methods of internal advertising What are the benefits and problems with internal advertising Use examples of methods used for Company 1 and Company 2 4.2 What is external advertising What are the methods of external advertising What are the benefits and problems with external advertising Use examples of methods used for Company 1 and Company 2 Why is choice of media, cost implications and legal considerations of advertising important Section 5: Recruitment Process Diagram Include the recruitment process diagram Briefly explain each step Why is it important for organisations...
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...“If an HR person is trying to choose people for an organization, knowing their values are very important-if they are not consistent with the organization’s values they are not likely to stay very long.” Professor Rodger Collins 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. The Identification and Assessment of 4 Factors Which Can Affect an Organisation’s Approach to Attracting Talent Does the vacancy need to be filled? If a member of staff has left or is intending to leave in the near future, can the vacancy be filled by splitting the job between other employees? To investigate the possibility of this a job analysis would be required to gain information from the leaver and line manager via the exit interview process as to the feasibility of absorbing the required tasks into existing employee’s workloads. Why does the vacancy exist? As previously mentioned an exit interview would be carried out by the line manager, the primary aim of the exit interview is to learn reasons for the person's...
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...Recruitment Recruitment can be defined as searching for and hiring potential candidates with the desired knowledge, experience and skills to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. Retention Retention is the ability to keep your employees or workers within your company from leaving to avoid any effect on the business progression or its reputation. Example is promoting staffs from lower positions to a higher positions. Job description Job description is a general written statement of a specific job, based on the finding of job analysis. Also summarises the duties of a position and states the essential responsibilities. Person specification Person specification is the description of the qualifications, abilities, knowledge and other attributes which a candidate must have in order to completed the tasks of a portion offered by a company. Activity 2 a) Why is it important that organisations recruit the right people? It is important for organisations to recruit the right people because it helps the organisation to progress and also be able to achieve the results it requires. b) How does each of the documents that you have printed support effective recruitment? The document I have printed support effective recruitment because it helps to recruit the right people by giving them the ideas and information about...
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...Thesis Report on “RECRUITMENT & SELECTION” Stamford University Bangladesh Thesis Report On “Recruitment & Selection” Submitted to: MR. GOLAM MAHBUBUL ALAM Assistant Professor Department of Business Administration Stamford University Bangladesh Submitted by: Shamson Nahar ID No.: BBA03009459 30th Batch, Major in HRM Stamford University Bangladesh Stamford University Bangladesh Letter of Transmittal 29th July, 2010 To, MR. GOLAM MAHBUBUL ALAM Assistant Professor Department of Business Administration Stamford University Bangladesh Subject: Submission of Thesis Report. Dear Sir, It is my great pleasure to submit my Thesis paper on “Recruitment and Selection” is a partial requirement for the completion of four years BBA Graduation. It has been a joyful and enlightening experience for my education. I have tried with my utmost effort to prepare this report using my academic knowledge and grammatical experience. I also tried to acquit myself with the activities accept this report. Finally, I would like to thank you for your valuable guidance & care and thoughtful advice in preparing this report. I will further enthusiastically respond for any further clarification whenever you require. I hope and believe that you will be kind enough to accord approval to this report. Yours truly, Shamson Nahar ...
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...Journal of Management http://jom.sagepub.com Research on Employee Recruitment: So Many Studies, So Many Remaining Questions James A. Breaugh and Mary Starke Journal of Management 2000; 26; 405 DOI: 10.1177/014920630002600303 The online version of this article can be found at: http://jom.sagepub.com/cgi/content/abstract/26/3/405 Published by: http://www.sagepublications.com On behalf of: Southern Management Association Additional services and information for Journal of Management can be found at: Email Alerts: http://jom.sagepub.com/cgi/alerts Subscriptions: http://jom.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav Citations http://jom.sagepub.com/cgi/content/refs/26/3/405 Downloaded from http://jom.sagepub.com at Universiteit van Amsterdam SAGE on November 9, 2009 Journal of Management 2000, Vol. 26, No. 3, 405– 434 Research on Employee Recruitment: So Many Studies, So Many Remaining Questions James A. Breaugh and Mary Starke University of Missouri–St. Louis Over the last thirty years, the amount of research on recruitment topics has increased dramatically. Despite this increase, recent reviews of the recruitment literature often have had a somewhat pessimistic tone. Reviewers have concluded that we still do not know a great deal about why recruitment activities have the effects they do. In particular, recent reviews have criticized many of the studies conducted...
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...MANAGEMENT INSTRUCTOR’S MANUAL Southwood School: A Case Study in Recruitment and Selection By Fiona L. Robson Project team Author: SHRM project contributor: External contributor: Editor: Design: Fiona L. Robson Bill Schaefer, SPHR Nancy A. Woolever, SPHR Sharon H. Leonard Courtney J. Cornelius, copy editor Terry Biddle, graphic designer © 2008 Society for Human Resource Management. Fiona L. Robson Note to Hr faculty and instructors: SHRM cases and modules are intended for use in HR classrooms at universities. Teaching notes are included with each. While our current intent is to make the materials available without charge, we reserve the right to impose charges should we deem it necessary to support the program. However, currently, these resources are available free of charge to all. Please duplicate only the number of copies needed, one for each student in the class. For more information, please contact: SHRM Academic Initiatives 1800 Duke Street, Alexandria, VA 22314, USA Phone: (800) 283-7476 Fax: (703) 535-6432 Web: www.shrm.org/hreducation 08-0768 Southwood School: A Case Study in Recruitment and Selection recrUItmeNt aND SeLectIoN caSe StUDY Teaching Notes This case study has been developed to provide resources to promote learning and understanding in the area of recruitment and selection. Purpose This case will help students understand the complexities involved in effective recruitment and selection. This fictionalized case study is based on a real organization...
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... It is very important that company performs and implement the right process in to achieve success in their respective line of business . In to achieve this goal , it all starts by getting the right people for the job . This is where recruitment and selection process happens , which is handled by the Human Relation department This is one of the most challenging and hardest job of HR . Some of the main reasons why it is challenging is that they need to get people who really has the right match for the position . Roles and responsibilities in the job requirement must be present in the person that they will need to recruit or be selected or considered . Even from the point of selection , the HR analyst must be careful that there might be some misleading information that may be difficult to handle most especially if the Job is already given . That is why for other companies at the present , what they do is that the local HR of the company would be working with some top notch outsourcing partners that has more knowledge in getting the right people for the position . These people have deeper knowledge in the positions that is required . This is also the main focus of this , how recruitment and selection of people in the company can be a very important factor for productivity within the organization most especially ROI . In this it will try to provide some important and reliable information that will help prove that improvement in ROI can really be achieve if recruitment and selection...
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...1.0 ORGANIZATION OVERVIEW 1.1 .History of the company: Banglalink is the second biggest telecommunication service provider in the local market of Bangladesh. Banglalink has a subscriber base of 7.88 million. It is a wholly owned subsidiary of OrascomTelecom. Banglalink had 1.03 million connections. The number of Banglalink users increased by more than 253 per cent and stood at 3.64 million at the end of 2006 and ended 2007 | Orascom Telecom Bangladesh Ltd | Year Founded | November , 1996 | Headquarters | Tiger House Gulshan Avenue, Gulshan Model Town , Dhaka | Industry | Telecommunication | Products/services | Telephony , GPRS | Patent | Orascom | Slogan used for business | Making a difference | Website | http://www.banglalinkgsm.com | at 7.1 million connection base, making it one of the growing operator’s .Bangladesh has the lowest telephone penetration rates in the world and even in South Asia. Basing our findings on to a report by the International Telecommunication union (ITU), only 1.56 among 100people of Bangladesh own telecom facilities. When Banglalink entered the Bangladesh telecom industry in February 2005, the scenario changed with mobile becoming useful and affordable communication tool for people. In a year of operation, Banglalink became the fastest growing mobile operator of the country with a growth rate of 257 percent. This was achieved with innovative and attractive products and services targeting the different market segments;...
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...developing a reward strategy? OCT 2012 What are the main features of Lawler’s model on strategic issues in reward management? RECRUITMENT & Selection process How can recruitment and selection processes contribute to strategic HRM? MAY 2012 How can recruitment and selection processes contribute to strategic HRM? OCT 2012 How do recruitment and selection practices help to deliver SHRM? MAY 2011 LEARNING ORGANISATION / ORGANISATIONAL DEVELOPEMENT Discuss the main features of a Learning Organisation. Why is it important in a strategic HRD approach to organising development? oct 2012 How does the ‘Learning Organisation’ approach seek to deliver organizational success? MAY 2011 Discuss the main features of a Learning Organisation. Why is important in a strategic HRD approach To organising development? Outline the main features of the organisational development process as laid down by Beckard? HUMAN RESOURCE PLANING How does modern human resource planning relate to human resource strategy and how does it differ from manpower planning?may 2011 ------------------------------------------------- Outline the main principles of human resource planning. 1. Specify the data that you would need to analyse the potential absence problems of an organization MAY 2012 2. Which mechanisms of employee involvement or ‘employee voice’ would you recommend using and why? MAY 2012 3. Critically evaluate the range of options available to an organization when developing a strategy to accommodate...
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...Unit 6 Recruitment Organisation Selection processes for organisations are usually handled by the Human resource department. It is vital to companies that the best staffs are employed in right positions. This varies with the nature of the business and size but also it is possible to identify essential stages. The recruitment process depends on the job that is available and mostly it uses the internal recruiting method. Most jobs look for an Internal Talent plan to fill the vacancies; which lists the current employees that are looking for a move either at same level or promotion. If there isn’t any suitable person internal management develop a training and development program and use internal E-recruitment method to advertise post in the organisation. Organisations often use external recruitment methods used to advertise in their public web site. They also use the external vacancy board and made applicant online for managerial positions, chosen applicants must have an interview followed by attendance centre. People interested in store-based jobs, usually approach the store with their CV / register through the job centre. Identifying company needs All companies should have staffing plan giving numbers of staff within the organisation. When a vacancy arises the impact of the vacancy is considered against the staffing plan this is because the post’s nature should change or is no longer needed. Due to changes in the business, major restructurings sometimes take place without...
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...Hiring top talents in the 21st century ……………………….……. p. 6 6. Conclusion ……………………………………………………………………… p. 7 7. Interview questions……………………………………………………………..p. 8 8. McGill Application Form………………………………………………………. 9. Thank You Letter and Business Card....………………………………………p. 9 10. References ………………………………………………………………………p. 10 1. Introduction a. Statement of objectives of report Recruiting the best employees for any organization is an ongoing challenge for every manager, supervisor and human resources professional. This report is intended to explore the reasons organizations search at hiring the most talented employees over average ones. With the interview conducted at McGill University, this report presents a comparison of recruitment approaches and methodologies used to hire top performers from an academic to real world perspective. In particular, this paper focuses on understanding the motivation, mechanisms and assessments in place to hire top talents in an organization. b. Brief Description of the company McGill University is one of Canada's...
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...Aim and purpose The aim of this unit is to introduce learners to recruitment and the importance of ensuring that the best people are selected to work in organisations. Learners will study selection and recruitment techniques and will set up, and take part in, a selection interview. Unit introduction Recruiting the right people is the key to the success of many organisations. These organisations ensure that the processes and procedures involved in recruitment and selection meet their needs and are legal. In this unit, learners will develop an understanding of the impact of the regulatory framework on the recruitment process. Potential applicants may decide to apply for a post based on the quality of information that they receive. Details of the post will usually be the first communication they have with the organisation. It is important that the organisation makes a good first impression on potential applicants to ensure that they attract sufficient applicants of the right calibre. Learners will develop their knowledge of the types of documentation used in an interview process. A structured and planned selection procedure is crucial to the success of the selection process. The impression a business makes may determine an applicant’s decision to accept an offer of appointment. Staff conducting the interview will also be forming their impressions of the applicant. It is important that interviewers are well organised and prepared. They will need to be familiar with the...
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...Seasonality and recruiting talent The Challenges Recruitment and retention have long been identified as one of the hospitality and tourism industry's biggest challenges. This is due in part to the highly labour intensive nature of the industry, especially in contexts where customer service expectations are high (Hughes & Rog, 2008). The Icelandic tourism season is relatively short which forces companies to hire a lot of seasonal workers for a short period of time. Thus, it can be hard to get the right people, at the right time for the right job. Seasonality is a big factor in the recruiting processes and can furthermore affect the development and retention within the company. When employees foresee only a couple of month recruitment, they´ll need some motivation, encouragement and benefits to consider returning again next season. NN needs to focus on the recruitment processes and select the employees who have developing potential and express a genuine interest in working for the company for more than one season. Recruitment is being carried out on a relatively large scale on a regular basis due to the fluctuations in the business. As said before, NN is located in the Northeast corner of Iceland some 480 km away from Reykjavík. The community consists of about 3000 inhabitants and is therefore dependant upon hiring transient workers as well as local people. Therefore, the way the company attracts and retains employees is of great importance. Seasonality Seasonality...
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