...HRM 531 WEEK 6 A+ Graded Tutorial Available At: http://hwsoloutions.com/?product=hrm-531-week-6 Visit Our website: http://hwsoloutions.com/ Product Description HRM 531 Week 6, HRM 531 Week 6 Recruitment and Selection Strategies Recommendations Recruitment and selection strategies are critical to success of any business. It is especially important in a new business as resources would be required to carry out operations. The limousine business is also starting up in Austin, Texas; hence it would need to build the right team in right time. However the process of finding and selecting right people is dependent on the geographic location where the business is based. The company needs to meet the challenge of being based in Austin. This means that staff has to have their base location as Austin. Using strategies that fail will lead to wastage of time and resources, due to which it becomes extremely important to plan well, search creatively and select wisely. Recruitment and Selection Strategies Recommendations The first stage of recruitment and selection is management of applicants and welcoming the applicant to the business. Recruitment and selection are typically measured as one method. Though, the distinction will be made here between the first actions and concerns when preparing staff recruitment and the procedure of selecting an applicant from a group of candidates (Cascio, 2013). Recruitment needs to be sensibly planned to attract the correct employee’s to Landslide...
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...Career Development Plan Part 2 Individual Assignment: Career Development Plan Part II – Development of a Training and Mentoring Program. Sherry Martin HRM/531 Example #1 Running head: CAREER DEVELOPMENT PLAN PART 2 Career Development Plan – Part 2 The second part of the development plan will address the training needs for each individual chosen to be a member of my team that will help them achieve the strategic goals for the company. To assess training needs and develop a plan to meet those needs, an analysis needs to be performed on four levels. Analysis needs to be done organizationally to determine what training is needed by employees to accomplish the strategic goals of the company. The next analysis is done on the demographics of the workers. This analysis will ask the question, are there any groups of employees that need specialized training to help them meet the goals. The next analysis should be done on the operation. This aspect will help assess what job specific requirements the employees need to be trained on. The final analysis is done on the individual level and will assess how each individual performs their job and what specific training may be necessary to help them do the job better (Casio, 2005). Organizationally, the strategic goal for InterClean is to become a global leader in providing products and solutions for all their customer’s sanitation needs. For the demographics portion of the analysis, there is no group that needs specialized...
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...InterClean and EnviroTech Jessie Ladson HRM 531 October 12, 2010 Linda K. Begley InterClean and EnviroTech Job Analysis Recently, InterClean has merged with EviroTech taking on a new strategic direction. The company will be expanding its’ horizon by providing full-service cleaning solutions for organizations within the health industry. The new strategy will provide full-service cleaning solutions on top of selling cleaning products. With this approach, the mid-level manager acquires the responsibility to obtain a new sales team. The team is a combination of current employees from both companies. The objective is to create a career development plan that includes a job analysis using an appropriate method, a workforce planning system and to identify the method to select members of the new sales team. A job analysis will prepare job descriptions and job specifications to assist in the hiring of the right quality of workforce in the organization. It will demonstrate the qualities required by employees to provide optimum work performance. The job analysis of the employees accepted on the new sales team will provide in-depth understanding of competencies required. It can help the company in creating a diverse, open environment, provide a clear decpetion of roles and responsibilities and promote positive job attitudes and work commitment. The jobs analysis will also improve organizational performances and productivity, indentify factors that shape worker’s motivation and...
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...InterClean Memo to Managers Pamela Trombero Human Capital Management HRM/531 April 26, 2010 Janis White, SPHR Memo To: InterClean Supervisory Team Date: April 26, 2010 From: Pamela Trombero Subject: Merger and Management Behavior The purpose of this memo is to explain a recent acquisition between InterClean, Inc., and EnviroTech, and to discuss management’s behavior affecting productivity, employment laws, and working within a diverse environment. As you are aware, EnviroTech has been acquired and will fully merge with InterClean, Inc. in the coming months. The merger between InterClean, Inc. and EnviroTech places the organization in a position to dominate the sanitation industry. This is clearly an opportunity for our organization as we move in our new strategic direction. As a first-line management team, my expectation is that this merger happens with as few issues as possible. I am counting on you to be honest and open with your staff, and to answer any questions they may have. Change is not easy, and I am relying on you to hold regular staff meetings to discuss EnviroTech staff entering the InterClean, Inc. family, and to address rumors flying around that are unfavorable. As our organization grows and moves on to becoming one of the largest autonomous cleaning industries in the market for both commercial and institutional organizations, I would like to remind you of some of your management responsibilities. Management behavior can sometimes impact worker productivity...
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...Clean-Tech Performance and Career Management Plan Jmettea P. McFadden HRM/531 Les Colegrove August 30, 2010 Clean-Tech Performance and Career Management Plan Clean-Tech is committed to establishing itself as an industry leader in the cleaning and sanitation industry. In order to accomplish this objective, Clean-Tech must ensure its employees are meeting their highest level of performance. By setting up formal and effective performance and career management plan, Clean-Tech helps employees understand their job responsibilities and expectations of the company in terms of job performance. Performance appraisals are very important to the continued development of our sales team and to the mission of our company. “In general, appraisal serves a twofold purpose: (1) to improve employees’ work performance by helping them realize and use their full potential in carrying out their firms’ missions and (2) to provide information to employees and managers for use in making work-related decisions.” (Cascio, 2006, p.379) A performance appraisal form will allow a formal review to be conducted and recorded of an employee’s job performance. The proposed performance appraisal form for our sales team is attached. Feedback Feedback is an important tool that must be utilized to develop an effective performance and career management plan. Feedback is necessary to sustain and improve employee job performance. Performance appraisal feedback must be a two way process and...
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...Management Behavior Memo HRM 531 November 15, 2010 Management Behavior Memo To: Supervisors From: Manager CC: David Spencer, President Janet Durham, VP of HR Date: November 15, 2010 The purpose of this memorandum is to remind each of you about the importance of your response and behaviors as a result of this merger with EnviroTech. To this point each of you has done a superb job in maintaining your professionalism and addressing issues as they come up. I want to commend you for your hard work and dedication to making this transition as seamless as possible. There are numerous issues we as a team will see, hear, and experience. These issues will be equally as important and confusing to your employees. I am excited about this merger because of the opportunities it will open for our growing company. Without getting into specifics, this merger will set InterClean up with more resources and expertise to break into a global market and offer services that will be unique to our company. This merger will give us a hand-up on our competition as it will set us apart as the industry leader and allow us to provide mass customizations aimed at our customers. I want to reiterate our responsibilities as supervisors for the five areas of the HRM system we have trained on in the past and they included: Staffing, Retention, Development, Adjustment, and Managing change (Cascio, 2006). Every leader is different and to have a successful merger we will have to face tough challenges...
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...Job Analysis Assignment Robert A. Plohr Jr. Human Capital Management HRM/531 Edma Melendez November 23, 2008 Overview Now that the buyout of Envirotech by InterClean, Inc. is near completion InterClean, Inc. must now focus on how they plan on moving the combined resources of the new structured organization into the future. As one of the leading providers of industrial cleaning and sanitation supplies, InterClean, Inc. is in need of new sales personnel that will be required to develop a full range of service packages that will be tailored to individual accounts. New sales personnel are going to be trained to interact with healthcare professionals, facility managers and operation managers of the perspective clients. This new sales initiative will be put into place within the next 90 to 180 days when InterClean, Inc. will begin a new marketing scheme. Analysis Methods In order to choose the right candidates for the positions that InterClean, Inc. is in need of there must be, in place, a number of methods in order to analyze the potential hires. It is suggested that the methods used be that of strict interview process whereas the persons being interviewed go through a 4 step process of interviewing with the first being the new department head, then on to the head of operation, the Vice-President of sales and finally based on recommendation to the human resource department to make offers and finalize any employment requirements. (Cascio, 2005). During the interview process...
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...Compensation Plan for InterClean Puerto Rico Victor D. Rodriguez Rivera HRM -531 PR Human Capital Management July 22nd, 2013 Compensation Plan for InterClean Puerto Rico The new compensation package for InterClean Puerto Rico’s branch needs to have the ability to attract and retain quality employees who add to the company’s bottom line and this will basically depend on how attractive the compensation is to get the best possible candidates on the market. The traditional salary plus bonus and seniority based plan are basically obsolete for a company that is looking for the best possible candidates to take the company as a great place to work on that is looking to the future and takes into consideration the well been of their employees. In the 80’s a new strategy of pay plan emerged to reflect business trends including a leaner flatter organizational structures, customer focus, quality improvement, and team based work structures. Companies have struggled to develop merit pay programs, where employee evaluations are too subjective and have no relationship in how the company is doing and if those pay programs are aimed to achieve the organization’s financials goals. InterClean will not have a compensation program the will reward employees based only on their individual’s achievements while the company is actually losing market share to the competition or not been as profitable as it was last year. Several new pay plans have been develop to assure the organization employees...
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...------------------------------------------------- Kifubangabo Vincent Mwase HRM/531 05/31/2010 Prof. Tiffany Mytty-Klein Management Behavior Memo to: Supervisory Team Subject: Influence of Management Behavior on workers. My pleasure to announce the upcoming merger with EnvioTech a major competitor in the market. Hopefully everyone understands this is a step toward achieving dominance in the sanitation industry. With EviroTech’s resources, expertise, InterClean Inc. expects to meet the goals and increase the profitability of the organization. As a word of caution expansion comes with challenges especially to people in leadership positions. Leadership positions are going to carry more responsibilities, orienting inherited workers from EnviroTech and new hires to fill in the gaps in our ranks. The success of the new organization depends initially on people in leadership positions, to show exemplary attitude toward work. It is important to understand that a manager’s behavior affects the productivity of workers. Managers and supervisors have to understand their duties which include the following activities: staffing, directing, staff retention, motivation, manpower development, adjustment and, managing change. In the competitive business world leaders should know that hiring and...
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...InterClean Company Development Plan University of Phoenix-Diamond Bar HRM/531 Human Capital Management September 19, 2010 InterClean looks at two key elements of a job analysis, one it identification of major job requirements (MJR) which are the most important duties and responsibilities of the position to be filled. They are the main purpose or primary reasons the position exists. The primary source is the most current, official position description. The second element is identification of knowledge, skills and abilities (KSA) required to accomplish each MJR and the quality level and amount of the KSA’s needed. Most job analysis deal with KSAs that are measurable, that can be documented, and produce meaningful differences between candidates. Typically, possession of KSAs is demonstrated by experience, education, or training. Goals of KSAs is to identify those candidates who are potentially best qualified to perform the position to be filled. (U.S. Department of Interior, 1998) InterClean ------------------------------------------------- ...
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...Career Development (Job Analysis) Hope Smith University of Phoenix HRM/531 † Human Capital Management April 23, 2009 InterClean Sales Department Job Analysis A job description acquires an important role for determining essential obligations and requirements for the position. Job descriptions provide an apparent “expectations and responsibilities can give employees a vision of the opportunities available to help develop their careers (Blethen 2009).” Therefore, when analyzing the employee job it has been proving that an accruate job explanation identifies the behavior, functions and requirements associated with the job. As a result the employee skills, abilities, and knowledge become very important in executing a profession. For that reason, a continuous observation method is a respected method for performing a job analysis. However, when using the continuous observation method, a qualified and knowledgeable viewer examines one or more employees over a period. The viewer respectfully documents how the employee conducts his or her work in the manner the work is accomplished and the time it completed. The salesperson job analysis for InterClean includes the following key job roles: A. Achieve sales target: “Salesperson is able to complete successfully all phase of sales process including developing target accounts list, conducting needs analysis, developing adverting plans and achieving a successful outcome. Efforts...
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...Anaylsis and Selection Sherry Martin HRM/531 Debbie Long Career Development Plan Part 1- Job Anaylsis and Selection A job anaylsis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. There are several ways to conduct a job anaylsis: interviews, questionnaires, observation, and gathering background information such as duty statements. Carol Stanley, Internal Consultant for InterClean, utilized interview method. The job anaylsis for the salesperson position at InterClean includes the following job functions: Salesperson must be familiar with the “updates to the current product line, new applications for existing products, products rolling out over the next year, products to be discontinued during the next year, new product features, warranties, and formulas. This category also incudes sales training skills development consisting of updates on generating leads, rersponding to inquiries, growing the client base, establishing an effective tracking system, working with long term clients, and generating referrals.” (University of Phoenix, 2010). In order to successfully to performed named above job functions salesperson must have the folowing knowledge, skills, and abilities: Computer skills: PowerPoint, Excel Spreedsheets, Databases, and Office intergration software. Customer service skills, including telephone etiquette and problem solving skills. Communication skills: writing...
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...Career Development Summary HRM/531 Human Capital Management October 18 2010 Since my promotion to midlevel management, I have been working very hard on the new career development plan for the company. I will hire a Vice President of Sales and four other sales positions will be filled, these positions include a sales manager, and three outside sales representatives. Job descriptions and qualifications: It is important to InterClean to hire five positions, one in which will be vice president of sales. Vice president of sales responsibilities are, overseeing the hiring and development of a worldwide sales organization, suitable for a growing company. Vice President of sales also most institute compensation, training, and sales incentive programs. Development a nationwide and international sales strategies. Continue customer relationships and employ new strategies for increasing the company’s customer base. Vice President of sales qualifications includes, at least four years sales experience in similar industries, and five in management. Vice President of sales most have established sales record in company product. Vice President of sales, most be able to manage at both the strategic and daily operation. I have chosen this vice president candidate for this position because of his 15 years sales experience, he has an outstanding track record, work history, and knowledge in the global industrial cleaning and sanitation industry. He has the ability implement...
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...Career Development Plan Part 1-Job Analysis and Selection William Accomando HRM/531 November 1, 2010 DONALD COLVIN Career Development Plan Part 1-Job Analysis and Selection Now that InterClean, Inc. has merged with EnviroTech changes in the structure of the company are going to be made. As this industry evolves, there will be changes made to the way that this newly formed company will service clients. The company will no longer be focused on the products we sell, but we will be focused on the solutions and services side of the industry. During this shift in strategy we will be redesigning the structure of our current employees and future employee hiring and development processes. The formation of new job descriptions, specifications, a formal job analysis and workforce planning system will be key to the long term success of this company. Interclean, Inc. will no longer be hiring by “gut feel” type interviews, but instead will be hiring thorough a more thorough selection process. We will be developing a new team that will consist of a vice president of sales, a sales manager, and five outside sales representatives. This new team will be hired and developed by the strategic methods discussed in the following Career Development Plan, which will include the analysis and selection stages. Job Analysis A thorough job analysis will identify qualities that employees need to perform existing jobs (Cascio, 2005). We will be using a combination of different competency and job...
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...and Mentoring Program * August 16, 2010 Human Capital Management HRM/531 InterClean has 90 days before its announcement about its new strategic focus. As a manager, I have spent some time choosing who will be on my sales team. I already have an idea of some of the strengths of my new team members because of the skill's analysis Human Resources conducted. I would begin the planning process for what training is needed for my team by sitting down with each individual employee. At this meeting I would inquire about their current and future goals, identify how they learn best, determine what they can contribute to the team and what they feel their present training needs are in order for them to be a successful member of the team. I would also determine if any of them would be willing to share their experiences with their peers or would be willing to help train their peers in the areas and skills they already possess that will be crucial to the team's success. I would also inquire if they have ever worked in a team and what their feelings are about regarding this. I would have done some of this during my interviews with these individuals and determined their buy-in into InterClean's goals prior to choosing them to be on my team. My next step would be to sit down with them as a group. I want to determine and discuss how they envision the training and what will work best for them as a team. I want their commitment to the team's success and willingness to share their...
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