...Task 1: Workforce Planning, Recruitment, & Selection Course Code: 234 Student Name: Jared Oldenkamp Student ID: 000248696 Date: 4/30/16 Student Mentor Name: Sarah Bizzaro Labor Demand and Labor Supply A1. According to the memo on proposed employee referral plan, the average age of the current officer is 45 years. A large majority of current officers will be retiring in the near future and need to be replaced. Another demand affecting the labor pool is internal promotions. One quarter of the current work force will have to be replaced following promotions. The new mayor has promised to decrease crime and increase patrols in the high crime areas of the city, requiring the addition of many new officers. A2. According to the memo on proposed employee referral plan, having one of the highest cost of living indexes in the nation has a negative impact on our ability to hire new officers. We have very high property and sales taxes. The weather in the northeastern United States is very intemperate. The cold, harsh winters and warm summers make it hard to attract candidates. The tuition fees at local universities are among the highest in the nation. Many young people are attending college out of state where it is cheaper and the cost of living is much lower. Recruitment Plan/Strategy B1. 1. Increase the number of external and internal applicants to reach the desired 25 new positions accepted by the end of the recruitment period. 2. Reduce turnover rates with the...
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... (2008) article, ‘Employee recruitment: Current knowledge and important areas for future research’; and how important the recruitment process influence to employers and employee. Given the context (external recruitment), I will focus on external recruitment studies which supported by the relative recruitment via position attributes, and the influence of organization characteristics in recruitment methods. The author provide a model of recruitment process that define recruitment objectives, then organizations should carry out recruitment activities suggested by the strategy, and evaluate recruitment result. The author also evaluates the effect of Realistic Job Preview and its impact to recruitment, and job applicants; in context of realistic job preview, three important job applicant related variable are anchoring and adjustments, inability, and the lack of self-insight. In addition, the article mentions recruitment methods include limitation of traditional research, and the factors are affected to recruitment methods (i.e. insurance agent, job fairs, and newspaper ads). Employee referrals have been specially effect to recruitment methods. Researches on other recruitment topics are also included in this article. Those topics are targeting individuals for recruitment, the content of job advertisements, Internet recruiting via employer's web site/ job boards, site visits and timing issue. Throughout the article, Breaugh explained the past recruitment research (mostly their limitations)...
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...PART TWO RECRUITMENT AND PLACEMENT | | |CHAPTER | |T Five | |Personnel Planning |5 | | |and Recruiting | | | |Lecture Outline | | | |Workforce Planning and Forecasting |In Brief: This chapter explains the process of | | |Strategy and Workforce Planning |forecasting personnel requirements, discusses | | |Forecasting Personnel Needs (Labor Demand) |the pros and cons of methods used for recruiting| | |Improving Productivity Through HRIS |job candidates, describes how to develop an | | |Forecasting the Supply of Inside Candidates |application form, and explains how to use | | |Forecasting the Supply of Outside Candidates |application forms to predict job performance...
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...1 Question one: Key factors to consider in locating a business. 1.1 Introduction The location of any business, big or small, new or established can make or break the business. Rina, as you battle with the issue whether to locate your proposed business at home or at some commercial site you should thoughtfully consider the following extremely important factors: your customers, materials and other resource availability, infrastructure, the availability of facilities and costs associated therewith, and the off course your personal preferences as the business owner. 1.2 Your customers I’m sure you intend to establish this business because your have sported a window of opportunity in the market, which you would want to exploit profitable. This market is made up of customers with unmet needs which you will have to satisfy at a reasonable profit. Your customers will expect you to deliver exceptional services and good quality products timely. Therefore you need to locate your business where it would be much easier, faster and cost effective to get to your customers. 1.3 Availability of materials and other resources Another very important factor which calls for your thoughtful and thorough consideration is the availability and steady supply of much needed resources. You need also to consider the location of your suppliers, their proximity to the business, and their reliability in terms of supply of good quality materials. Availability of labour as a valuable resource for...
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...Table of Contents Executive Summary 4 Introduction 5 Recruitment- Concept 5 Recruitment Process 5 Recruitment Yield Pyramid 6 Reverse Critical Path 7 Recruitment Methods 8 Database Administrator 9 Specialist Librarian 10 IT Help Desk Operator 10 Data Entry Team Leader 11 Data Entry Operator 12 Job Description 15 RecordsCo Job Description Form 15 Job Summary 15 Responsibilities & Duties 16 Person Description 17 Interview Questions 19 Questions 20 Scoring Guide 22 Appendix 3 References 1 Executive Summary This report is made for RecordsCo by WestAus for their project of digitizing over 3million handwritten data. The recruitment plan made here consists of Recruitment Process, Recruitment Yield Pyramid, Reverse Critical Path method, Recruitment Methods, Job Description, and Person Description that is derived from the Job Analysis and also based on understanding of the estimates during lectures. Further a set of Interview questions are drafted to understand and score candidates on the behavioural traits showcased during the interview sessions. Behavioural Based Interview questions are used as a tool to determine the right behavioural descriptor for the job. Various external sources of recruitment will be deployed to attract candidates. Introduction WestAus is making this recruitment plan for RecordsCo detailing the recruitment plan for sourcing 5 important positions for their project of transcribing over 3 million hand -written...
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...of the organization. Manpower planning is a two-phased process because manpower planning not only analyses the current human resources but also makes manpower forecasts and thereby draw employment programmes. Manpower planning is advantageous to firm in following manner: 1) Shortages and surpluses can be identified so that quick action can be taken whenever required. 2) All the recruitment and selection programmes are based on manpower planning. 3) It also helps to reduce the labor cost as excess staff can be identified and thereby overstaffing can be avoided. 4) It also helps to identify the available talents in a concern and accordingly training programmes can be chalked out to develop those talents 5) It helps in growth and diversification of business. Through manpower planning, human resources can be readily available and they can be utilized in best manner. 6) It helps the organization to realize the importance of manpower management which ultimately helps in the stability of a concern. Objectives of manpower planning Assessing manpower needs for future & making plans for recruitments & selection. Assessing skill requirement in future. Determining training & development needs of the organisation. Anticipating surplus or shortage of staff & avoiding unnecessary detention or dismissal. Controlling wages & salary casts. Staffing Levels Staffing levels can change based on company growth, losses due to layoff or temporary and seasonal employment needs. The objective...
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...chapter pages that do not fall in the ranges listed below. I will not ask questions from the “Skills & Best Practices” & “Hands On Exercises” sections in the OB textbook. I will not ask questions from the “HR How To”, “eHRM”, “Did You Know”, “Best Practices” & “HR Oops” sections of the HR textbook. Make sure you download the post-lecture slides from Carmen On page 4 of this study guide I have provided some example questions. Remember the likely sources of exam material: • Material Found in Book & Slides (found both places) – MOST LIKELY • Material Found Only In Slides (I have placed an ASTERISK on slides with non-book content that is exam material) • Material Found Only In Book (e.g. definitions, frameworks,…) Strategy & Strategic OB: K&K Chapter 1: Definitions (key terms): contingency approach, human capital, management, organizational behavior, social capital, Theory Y, total quality management Reading: p.5-16 (just the top of 16) Key concepts Human Relations Movement Theory X, Theory Y Total Quality Management Deming’s 85-15 Rule Contingency Approach Human Capital Social Capital Congruence Model Organizational Culture & Socialization: K&K Chapter 2: Definitions (key terms): adhocracy culture, anticipatory socialization, change and acquisition, clan culture, enacted values, encounter phase, espoused values, hierarchy culture, market culture, mentoring, onboarding, organizational culture, organizational socialization Reading:...
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...How to build a strong employer brand? In the competitive business world, companies strive to protect their most precious asset, talent. Talent shortage is a major challenge across industries where employees with suitable technical competencies and qualities are difficult to obtain and retain in the competitive employment market. In addition, as Baby Boomers who possess substantial valuable experience for the companies retire, Generation Y became increasingly vital in the company’s workforce; study has shown that 1 in 5 worker will be above 55 years of age by 2021 compared with 1 in 7 in the year 2005. Companies not only struggle to replace the positions of the retired workforce with younger candidates with similar capabilities, they also realize that the two generations have different workplace expectations and values. Candidates are looking beyond the basic wage and benefits; factors such as career prospect, reputation, international mobility and company values also play a significant role in candidate decisions. Therefore companies need to adjust their conventional hiring method to position themselves strategically in order to capture the awareness and commitment of the top candidates. In order to attract and retain young talents, companies need to differentiate themselves from their competitors with their employer brand. Unlike product brand names that can be managed with marketing to manipulate consumer perception, employer brand needs to be cultivated through time...
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...COST/BENEFIT ANALYSIS – A TOOL TO IMPROVE RECRUITMENT, SELECTION AND EMPLOYMENT IN ORGANIZATIONS Lecturer PhD Nicoleta Valentina FLOREA Valahia University of Târgovişte, Romania Email: floreanicol@yahoo.com Abstract: Human resource is a major source for organization to obtain competitive advantage and can be very important in obtaining long-term performance. The limits of recruitment process are the cost, the choice made, time and legislation. Any organization looks for minimizing the human resources recruitment, selection and employment costs. This article presents the importance of cost in choosing the best practices of recruitment, selection, employment and integration of new employees in the organization, though, the cost is an important variable for analysis. In this article is presented the research made in large organizations from Dambovita County, Romania, and are also presented the costs and their consequences on medium and longterm over the organization activities These activities are discrimination, sexual harassment, ethics, low performance and results, by choosing the “wrong” people, and implicitly diminishing the level of qualifications, knowledge and abilities, by growing the absenteeism, the direct and indirect costs of these processes and the direct consequences over the time management. Key words: Cost/benefit analysis, Human resources recruitment, Selection, Employment, Efficiency, large organizations. 1. Introduction Human factor...
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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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...HRM 498 Final Guides Graded 20/20 To Buy This material Click below link http://www.uoptutors.com/HRM-498/HRM-498-Final-Exam 1 According to Bohlander & Snell Professional organizations such as the Society for Human Resource Management (SHRM) and the Human Resource Planning Society (HRPS) conduct ongoing studies of the most pressing competitive challenges in Human Resource Management. Which of the following is not one of the major trends identified by SHRM? a. Going global b. Embracing new technology c. Outsourcing d. Managing talent or human capital e. Containing costs 2 Change that occurs after external forces have already affected performance is called: a. proactive b. inactive c. reactive d. responsive 3 According to Bohlander & Snell the Estimated Number and Types of U.S. Jobs Moving Offshore by 2015 is a. 1.4 million b. 1.7 million c. 3.5 million d. 5.3 million 4 The process of anticipating and providing for the movement of people into, within, and out of an organization is known as: a. Human Resource Planning b. Strategic Planning c. Strategic Human Resource Management d. Strategic Human Resource Planning 5 The strong and enduring beliefs and principles that the company uses as a foundation for its decisions is called an organization’s a. Core values b. ...
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...OVERVIEW ON THE THEORY OF RECRUITMENT PROCESS AND THE USE OF SELECTION TOOLS November 2015 PETER HORVATH CASS BUSINESS SCHOOL – MEMBASTUDENT NUMBER: 150000247 | Table of Contents Executive Summary 3 The Focus of this Paper 3 Recruitment Process 3 Selection Tools 6 Recommendations for My Firm 7 References 8 Executive Summary Human capital is a potential source of firms’ competitive advantage. To capitalize on this, firms must understand the structure and the different aspects of the recruitment process and selection, and put in place a recruitment strategy, which sets out objectives, specifies recruitment activities, and takes into consideration intervening variables to accomplish the desired recruitment outcomes. In this process, firms are strongly advised to apply an individually tailored combination of selection tools with the highest overall validity. Based upon the findings of this paper, to improve my firm’s HR practice I recommend to (1) plan the recruitment and selection process and form a strategy, (2) combine various selection tools, (3) keep accurate records and (4) avoid all forms of discrimination. The Focus of this Paper In my firm, decision makers neither understand the strategic significance of recruitment and selection nor use any academic findings and best practices to overcome stuffing challenges. Despite the facts that (i) recruiting is of utmost importance not only for achieving competitive advantage...
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...skill requirements of a job and the kind of person who should be hired for the job by collecting the following types of information: work activities; human behaviors; machines, tools, equipment, and work aids; performance standards; job context; and human requirements. Job description – A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities – one product of a job analysis. Job specification – A list of a job’s “human requirements”: the requisite education, skills, knowledge, and so on – another product of a job analysis. A. Uses of Job Analysis Information 1. Recruitment and Selection – Job descriptions and job specifications are formed from the information gathered from a job analysis, and help management decide what sort of people to recruit and hire. 2. EEO Compliance – The U.S. Federal Agencies’ Uniform Guidelines on Employee Selection stipulate that job analysis is a crucial step in validating all major personnel activities. 3. Performance Appraisal – Managers use job analysis to determine a job’s specific activities and performance standards. 4. Compensation – The estimated value and the appropriate compensation for each job is determined from the information gathered from a job analysis. ...
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...Nurse Burnout and Its Impact on Patient Safety Georgetown University Foundations of Health Systems and Policy NURO-624 September 12, 2013 Nurse Burnout and Its Impact on Patient Safety Patient safety encompasses the application of best practices that are geared towards achieving positive outcomes and promoting safety, and can serve as an indicator of quality in healthcare institutions; sustainable nursing workloads improve the quality of health care by reducing unsafe conditions, as well as reducing mortality and morbidity. Several literature reviews have clearly identified the consequences for patients when nurses are overtaxed or over utilized to bridge the gap of nursing shortages. According to Mckee et al, each patient added to nurses’ workloads (beyond four patients) is associated with a seven percent increase in mortality following common surgical procedures (McKee, M. 1999). Recent health reform legislation has further stimulated increased awareness and focuses on patient centered care, and emphasizes on the importance of the patients’ experience. Moreover, patients’ expectations of their caregivers to be positively engaged in their work and performing efficiently and effectively in a supportive environment are prudent. However, several challenges are being encountered by nurses, as they strive to meet the mandates of the aforementioned health care reform. Challenges resulting from unfavorable working conditions that are not conducive to the provision of patient...
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...Methods of recruitment and selection and its impact on corporate culture and processes. Human resources are like natural resources; they’re often buried deep. You have to go looking for them; they are not just lying around on the surface. -Ken Robinson “…while extraordinary products and unique services still afford a competitive advantage, the one advantage that stand the test of time… is people.” -Mark Salsbury, Human Capital Management: Leveraging your Workforce for competitive advantage. Creating and sustaining a corporate culture that truly emphasizes people starts with hiring a particular kind of person. Locating, attracting, and hiring people that thrive within an organization is always a challenge, regardless of size of the company, industry, or state of the economy. “Having right people at right time at right place” is the key to the success of every organization. Therefore, recruitment and selection is considered to be the central function of Human Resources Management. Today more than ever, organizations, given the latest technology and physical assets, cannot compete without having its qualified, rare, and unique talent supply. Acquiring and optimizing a talented workforce is a strategic process that begins with planning and continues throughout the recruitment process. “Recruitment is a process of identifying and attracting a group of potential candidates from within and outside the organization to evaluate for employment.” It entails...
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