...Mid Term Paper Question #5, page 225 HR590 Human Resource Management Keller Graduate School of Management of DeVry University July 28, 2011 Part 1 of question #5: Based on my quick research I’ve come to realize that most internal recruiters, at least in medium to large sized companies, commonly rely on web-based systems to do the initial screening of applicants. They tend to lack incentives, and also lack penalties, for how well they recruit. With external recruiters, there are often no metrics in place at all, other than time to fill. If metrics for quality of hire are clearly tracked and compared between internal and external recruiters, it can help identify the best recruitment model for a business because as an Human Resources (HR) person you will be able to tell who is providing the highest-quality candidates. Part 2 of question #5: Internal recruitment efforts can provide a business with a solid pool of applicants. Through internal job postings and communications, small businesses can locate candidates with the appropriate mix of talent and experience. Those with a solid track record of demonstrated success related to achievements, dedication and performance represent ideal candidates for internal recruiting. A recruit from within mentality encourages employees to strive for excellence and continually seek training and educational opportunities to improve and elevate skills. Promotions and transfers offer employees a chance to advance within...
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...Recruitment Plan Job Ad: Job Title: Human Resources Administrative Assistant S & M Corporation, the world’s leader in healthcare industry and it is now expanding its business to the Houston metropolitan area and is now requiring a Human Resources Administrative Assistant to work in its Houston office. The successful candidate will enjoy working as part of a dedicated team, with the added satisfaction of working for an organization that is committed to the care and support of people in need. The job of a Human Resources Administrative Assistant involves typing correspondence, reports and other items as requested by the Manager, providing administrative support to HR team members, completing employment and payroll verifications, maintaining personnel files, providing assistance to personnel and answers personnel and public questions, answering calls and handling office mail, managing calendars and developing presentation material for meetings or events, and performing other duties as assigned or required. Training will be provided to get the employee ready and familiarized with the company’s system. Applicants are required to have a minimum of high school diploma, minimum 5 years of Human Resources or related field experience, and a minimum of administrative experience. Applicants must also have Intermediate to advanced computer skills in MS Office, Excel, and PowerPoint. This position is available on a full-time or job-share basis. Salary will start at 36,000 annually...
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...From Job Analysis to Compensation: The Role of your Human Resource Department Class: HR590 Human Resource Management Due Date: 06/19/2011 Instructor: Danielle Camacho Prepared by: Jason Campbell ON265 Leonard Street Winfield, IL 60190 Jason_campbell13@sbcglobal.net 630-742-1191 Introduction The role of a Human Resource department in today’s world is ever changing. Many years ago your Human Resource department was there to file your pre-employment paperwork and assist with benefits and process payroll. This may have been handled by a department that consisted of one or two company accountants that took on this role in conjunction with watching the company books. Oh how this world has changed. According to Edward L. Gubin, observed in the “Journal of Business Strategy”, the role of a Human Resource department today includes many functions which include “to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business.” The HR department now works directly with management teams throughout the company in an effort to help with strategy and the growth of the company. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations...
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...Title VII Regina Marshall HR590 Human Resource Management September 11, 2010 Title VII Many of us have worked in job environment that were less than ideal and probably thought about quitting our jobs on a daily basis. Do you ever wonder what it was like before the laws were written and implemented that prevented your boss from discriminating against you and other coworkers? Well I can without a doubt say that I would not have want a job before the 1964 Congress enacted the Title VII of the Civil Rights Act. Title VII was one of the major legislation that was a direct result of the civil rights movement in the 1960s. A famous civil rights leader by the name of Martin Luther King Jr. Was very instrumental in obtaining this act and he believed that everyone should be treated fairly and that minorities should not be given a job based upon the color of their skin. Congress must have agreed because in 1964 President Lyndon Johnson signed the legislation and the minorities all over the world began to get a fair shot in the employment industry. Title VII states that it is illegal for an employer to fail or refuse to hire or discharge an individual, or discriminate against him based upon his race, color, religion, sex, or national origin. This law also states that an employer can’t segregate or classify employees/applicants in any way that would deprive an individual of employment opportunities because of an individual’s race, color, religion, sex, or national...
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...John Ola, How Rising Wages Are Changing The Game. HR590 Labor cost as competitive advantage Referenceforlabor.com states “Many firms strive for a competitive advantage, but few truly understand what it is or how to achieve and keep it. A competitive advantage can be gained by offering the consumer a greater value than the competitors, such as by offering lower prices or providing quality services or other benefits that justify a higher price. The strongest competitive advantage is a strategy that that cannot be imitated by other companies”. One of these sources of completive advantage for a company or country is Labor cost. Hiring and training better people than the competitor can become an immeasurable competitive advantage for a company. A company's employees are often overlooked, but should be given careful consideration. This human resource-based advantage is difficult for a competitor to imitate because the source of the advantage may not be very apparent to an outsider. If the company can achieve this and still keep its cost down, it will have a competitive advantage over its rival. Citing the China price, Publisher weekly states, “Dreaded by competitors, the China price has become the lowest price possible, the hallmark of China's incredibly cheap, ubiquitous manufacturers”. UC Berkeley in its study, Living Wage Policy and Wal-Mart states, and another important question to address is how a $10 per hour minimum wage would impact consumer prices charged by Wal-Mart...
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...ANNAPURNA SUNKARA WEEK 3 ASSIGNMENT Task Statements: Human Resource Receptionist Student Name | Annapurna Sunkara | What action is being performed (verb) | To whom/what is the action directed (receiver of the verb) | How is the action performed (procedure, tools, equipment) | Why is action performed (purpose) | Operate telephone switchboard to answer, screen and forward calls, providing information, taking messages and scheduling appointments | Customers, Clients | Telephone, e-mail | To provide information to clients and schedule appointments | Greet persons entering establishment, determine nature and purpose of visit, and direct or escort them to specific destinations | Clients, Customers | - | To assist clients and customers and to make them satisfied about the establishment | Transmit information or documents to customers, using computer, mail, or facsimile machine | Customers, Clients | Telephone, email, mail, facsimile machine | To co-ordinate the process. | Collect, sort, distribute and prepare mail, messages and courier deliveries | Customers, Clients | Mail, telephone, computer | To co-ordinate the process | Provide information about establishment such as location of departments or offices, employees within the organization, or services provided | Customers, Clients | - | To help clients in getting familiar with the establishment and clarify their queries | File and maintain records | HR manager | Data entry | For future...
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