...Hiring Top Talent Noor Hossan Emily Findleton Personnel Administrator Area Personnel Office McGill University Faculty of Arts Date of submission: April 10, 2008 Table of content 1. Introduction …………………………………………………………………...... p. 3 a. Statement of objectives ………..…………………………………….p. 3 b. Description of the company………..…………………………….......p. 3 c. HR specialty topic area and the reasons I chose it…………………p. 3 2. Motivations of hiring top talents ………………………………………………..p. 3 3. Mechanisms in place to hire top talents ……………………………………. …p. 4 4. Assessment of the top talent employees ………………………………………..p. 6 5. Open questions on top talents …………………………………………………..p. 6 a. Unusual techniques for recruiting top talents ……………………. p. 6 b. 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...
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...HR policy: HR policy is the strategic deployment of plans that the human resource department introduce in the organizations. The focus of such policies is to enable the organization cope up with the changing conditions and better comprehend the business and trade mechanism by hiring and maintaining highly professional employees in the panel of workers. It is very necessary that effective human resource policy is deployed by the organization in order to run it effectively. In other word, Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning. Each company has a different set of circumstances, and so develops an individual set of human resource policies Purposes of HR policies: HR policies allow an organization to be clear with employees on: • The nature of the organization • What they should expect from the organization • What the organization expects of them • How policies and procedures work • What is acceptable and unacceptable behavior • The consequences of unacceptable behavior The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance. For example, in order to dismiss an employee in accordance with employment law requirements, amongst...
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...Table of Contents A. Introduction 1 B. New requirement on going public 1 C. What the company is doing right 2 D. What the company is doing wrong ……………………………………………...…. 3 E. Conclusion 3 F. Reference 5 A. Introduction Per request of the President of LJB Company HS Accounting Firm has reviewed the company’s existing internal control mechanisms and provided answers to the president’s questions. This report advises the President on new internal control requirements, what the company is doing well, and identify what they are doing wrong. Additionally, review the proposed purchase of an indelible ink machine by the company. Internal Controls is so critical that the U.S. Congress has passed a law, The Sarbanes-Oxley Act, to require public companies or those going public, to maintain a system of internal controls and to require that their auditors examine those controls and issue audit reports as to their reliability (Harrison, 2013). Internal control is important because it prevents fraud or unintentional errors by accomplishing the following five objectives; safe guarding assets, encouraging employees to follow company rules, promoting operational efficiency, ensuring accurate and reliable accounting and complying with legal requirements. We at HS Accounting LLC have provided the following answers to the president’s questions. B. If your company decides to go public here are the New Internal Control requirements as mentioned in chapter 4, page 236. ...
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...Studies Zamboanga City CRITIQUE PAPER IN PA206 The Hiring, Selection, and Recruitment of the Human Resource Department in Universidad de Zamboanga Zamboanga City Submitted by: Maelyn P. Marquez Submitted to: Ms. Socorro Rebecca B. Pelonia, Ed.D TABLE OF CONTENTS I. INTRODUCTION a. Overview b. Agency Background b.1. Objective b.2. Mission and Vision b.3. Programs and Services II. SCOPE AND LIMITATION III. CONTENTS IV. COMMENTS AND RECOMMENDATION V. REFERENCES INTRODUCTION Selection is defined as the process of choosing from a large group in order to make a choice out of it. It is a method of sourcing and screening applicants for recruitment. Recruitment on the other hand is defined as looking for someone as for service or employment. The basis of the recruitment is the selection process made after a thorough scrutiny and screening of all applicants who has the potential to make the job as needed by the company. In public office, the selection and recruitment is based on the qualifications set by the Civil Service Commission (CSC). It grants the aspirants the hope to make a job in public offices for public service but with the set standards of the commission. Public office in the same manner has the department or agency handling selection and recruitment for government service. But in private companies regardless of its nature has also set standards for qualified employees with the competent experience, education, capacity...
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...Starbucks organization control mechanisms such as, bureaucratic control, market control and clan control are put to use daily. With any type of control mechanism there are positive and negative aspects to each. Let us look at the positive and negative reactions to control mechanisms within the Starbucks organization starting with bureaucratic control. The use of bureaucratic control for Starbucks is implemented and managed on the executive level. At this level, bureaucratic control is used by management to control employee behavior through a system of rewards and formal procedures. One way Starbucks implements its formal procedures is through the control of franchising. Howard Schultz the owner and creator of Starbucks is quoted on franchising by stating, “Starbucks remain steadfastly opposed to franchising, so that the company could control the quality of its products and build a culture common to all stores”(MHHE). Starbucks uses bureaucratic control positively by maintaining control over its product and location sites. Negatively this can impact bureaucratic control when it comes to franchising. Unlike Starbucks, McDonalds encourages franchising. It is through the independent owners of McDonald’s franchises that creative and new products are made and added to the companies menu. Many ideas for new items on the menu come from the franchisees responding to customer demand (MCDONALDS.CO.UK) Market control is another type of control mechanism used by the Starbucks organization...
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...ethics that is reasonably capable of preventing misconduct? | Yes | No | 2. Does the board of directors participate in the development and evaluation of the ethics program? | Yes | No | 3. Is there a person with high managerial authority responsible for the ethics program? | Yes | No | 4. Are there mechanisms in place to avoid delegating authority to individuals with a propensity for misconduct? | Yes | No | 5. Does the organization effectively communicate standards and procedures to its employees via ethics-training programs? | Yes | No | 6. Does the organization communicate its ethical standards to suppliers, customers, and significant others that have a relationship with the organization? | Yes | No | 7. Do the company’s manuals and written documents guiding operations contain ethics messages about appropriate behavior? | Yes | No | 8. Is there formal or informal communication within the organization about procedures and activities that are considered acceptable ethical behavior? | Yes | No | 9. Does top management have a mechanism to detect ethical issues relating to employees, customers, the community, and society? | Yes | No | 10. Is there a system for employees to report unethical behavior? | Yes | No | 11. Is there consistent enforcement of standards and punishments in the organization? | Yes | No | 12. Is there a committee, department, team, or group that deals with ethical issues in the organization? | Yes | No | 13. Does the organization make a continuous...
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...has stepped out of the box and implemented a new procedure in order to seek out candidates to fill possible employment positions. Looking for true believers in the Apple line of products is the major goal of hiring personal. Apple can supply the knowledge needed to teach, sell, and share to customers. However, the new procedure they have been using has included hiring personal handing out black cards in other organizations. These cards tell the employee that they are from Apple, they thought they had done a great job selling, and that if they’re interested this is how you apply to work for Apple. This new procedure has brought to light many questions starting with is it ethical? I don’t believe that Apple’s “black card strategy” is unethical, but is actually really good business. Creative recruitment techniques are needed in this fast paced and competitive world we are living in. “These days companies are dreaming up new perks and incentives as the industry wages its fiercest war for talent in more than a decade” (Miller & Wortham, 2011). Some perks that companies are offering include: free meals, shuttle passes, stock options, free haircuts, iPads, can bring your dog to work, office views, and so much more. Apple is simply acknowledging another employees outstanding selling strategy. They aren’t pushing them or talking to them about the job. They do this discreetly, and are just letting the employee know that if they’re not happy and looking for a new opportunity...
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...company has more than 400 employees in the high-tech media field. Theses employees are located in three primary locations Needham, San Francisco, and New York .the difference of this company is that employees are permitted to come and go as they please. Also the company believes in hiring the best employees in the market, and them giving them the freedom and autonomy to do their jobs. The can work from they houses if they need it, because the can work using their cell phone, and email, but if you are thinking that they don’t have goals, the company set to their employees with quarterly goals that they must meet. The failure to meet targets is no acceptable in TechTarget. My reaction to this no attendance plan is that this can lead to several problems when the company has to meet their goals. The employees need to go to their offices to be sure that they perform the job for which they are paying. Also that can have son problem when is time to pay to their employees, because they cannot prove if that person is working their full hours of work. This can lead to the company losing money. By pay extra money for a few hours that the employee does not work. I think that this “no attendance” plan is too simplistic. Because like already said, the HR does not have any control of its employees and in my opinion the manager is not doing his job properly. Companies that used this no attendance plan, if they have a good HR manager and if they explain to their employees. How they have to work...
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...with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (Heathfield, 2013). HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. An effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. HRM must also develop mechanisms that will help multicultural individuals work together. As background, language, custom, or age differences become more prevalent, employee conflict is likely to increase. HRM must make every effort to acclimate different groups to each other, finding ways to build teams and thus reduce conflict (DeCenzo & Robbins 2007). Primary Function of Human Resource Management Human resource management’s primary goal is to improve the contribution of the employees to benefit both the company and the employee. This goal is complicated and always changing as the needs of the workforce and the organization change. According to (DeCenzo & Robbins, 2007), HRM has two primary responsibilities: assisting the organization in its strategic direction and representing and advocating for the organization’s employees success. Human resource management has many additional functions such as: - Recruiting and Hiring - Training and position development - Motivation...
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...Case Study 1:-Workplace Violence Name: Yasser Gharib Hashem Group: 49K Spring 2015 -Problem Definition:- Workplace Violence became a National Epidemic in USA. -Causes:- A. Job Stress B. Verbal abuse C. Verbal threats of violence D. Sexual harassment. E. Discrimination. F. Failure to educate managers and supervisors in recognizing early warning signs or symptoms of impending violence and their responsibility to take action. G. Negligence in the hiring, training, supervision, discipline and retention of employees. H. Employee Layoff. I. Mental Illness or Psychological disturbances. J. Mishandled Terminations. K. Improper work environment (Poorly distributed tasks, Bureaucratic management, unfairness,…etc) L. Addiction to Drugs or Alcohols. M. No Appropriate Mechanism to report Violence and Failure to take immediate action against those who have threatened or committed acts of workplace violence. N. Inadequate physical security system. -List of Alternatives:- Preventing work violence will differ from work place to another. As a manufacture prevention of work violence will be different from a hospital. But here we will try to put three common alternatives. -Adopting a high strong security Program - Adopting a high strong violence Program Reporting every single violent event - Adopting a strong preventive program -Alternatives Demonstration:- ...
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...Bibliography Introduction The term outsourcing comes with many preconceived connotations, both positive and negative, thus the study of the mechanisms for effective use of outsourcing as a business development tool is also clouded with these perception issues. Much of the academic study of outsourcing revolves around trying to determine if it is a good thing or a bad thing, whether it is harmful to the local workforce or beneficial to globalization, and whether the average company has an obligation, moral or otherwise, to consumers in its home town, state or country to use labor within that region. None of those topics are pertinent to the discussion here and are therefore being immediately excluded. That is not to say that these are not pertinent and valid area of research in their own right, only that they are tangential to this discussion herein. This review will focus on outsourcing as it relates to control mechanisms within company development. Specifically, this paper will attempt to identify the link between control mechanism and outsourcing within the framework of managerial accounting. Outsourcing, literally, is the use of an external source to perform a business function instead of having an employee do it using company equipment. In its simplest form, outsourcing is paying a cleaning firm for office maintenance rather than hiring a janitor. The complexity skyrockets with the complexity of the task being outsourced. In a derogatory sense, outsourcing is often used as...
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...business and management strategic improvement have proved that human resource development has objectively become a major concern of both government and organizations in the today’s world of work. To analyze this phenomenon it is necessary to understand what Human Resource Development (HRD) truly is. HR commonly used meaning, is related to the business world referring to the individuals working in any business firm and coping with various personnel problems and issues related to recruiting, managing, developing, rewarding. HRD therefore is the development and improvement of the “framework for employers and employees which promotes a skilled and flexible labor market” [1]. It is also important to understand that the basic principle of this “skilled and flexible labor market” is partnership and therefore is created to bring mutual advantages both for the employers and the employees. HRD protects also protect the rights of the sides making their interactions well-coordinated. 2. Human Resource Development today HRD has radically changed in the last years and nowadays it corresponds to the demands on the level of large business organizations and governmental institutions. Its impact on the functioning of any organization is being analyzed by the major experts. What is one of the best sides of HRD is that it has become a synthesis of many vital global aspects including occupational psychology, organizational behavior and theories of learning. Therefore HRD may be called an integrated...
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...UPS Case Study 1. Introduction UPS is an internationalized logistic and shipping company in the US, providing customers with quick delivery of parcels to all over the world. UPS is, unquestionably, a successful company, building a good reputation in the world. This group paper will be divided into four major parts including the analysis of UPS, identification of problems encountered by UPS with two causes contributing to the problems, analysis of three alternatives suggested by the case study and our team with both pros and cons, and the recommendation and justification after analyzing the three alternatives by using business model upon decision making taught in class to make a right choice to help UPS resolve the problems in a rational way. 2. Organizational Analysis 2.1 Organizational Strategy The strategy of UPS is: To provide state-of-the-art package delivery services worldwide at low and uniform prices. UPS provides reliable and efficient services to its customers worldwide. It has always delivered its promise to serve every shipper at unified, low prices, regardless of the package sizes and locations of shipments. UPS has also developed a first-class portfolio of logistics capabilities backed by state-of-the-art technology, on which UPS capitalized to assure the reliability and efficiency of its delivery serves. Moreover, UPS also strives to optimize customer experience. It has constantly expanded customers’ access to its...
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...HR PRACTICES: Safe, Healthy and Happy Workplace Creating a safe, healthy and happy workplace will ensure that your employees feel homely and stay with your organization for a very long time. Capture their pulse through employee surveys. Open Book Management Style Sharing information about contracts, sales, new clients, management objectives, company policies, employee personal data etc. ensures that the employees are as enthusiastic about the business as the management. Through this open book process you can gradually create a culture of participative management and ignite the creative endeavor of your work force.. It involves making people an interested party to your strategic decisions, thus aligning them to your business objectives. Be as open as you can. It helps in building trust & motivates employees. Employee self service portal, Manager on-line etc. are the tools available today to the management to practice this style. Performance linked Bonuses Paying out bonuses or having any kind of variable compensation plan can be both an incentive and a disillusionment, based on how it is administered and communicated. Bonus must be designed in such a way that people understand that there is no payout unless the company hits a certain level of profitability. Additional criteria could be the team's success and the individual's performance. Never pay out bonus without measuring performance, unless it is a statutory obligation. 360 Degree Performance Management...
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...Sales Audit as a tool to Recognize Challenges and Potential Avenues for achieving Desired Sales Objectives S.V.Balaji iamsvbalaji@gmail.com +91 93467 53330 Introduction: The sales function is the cornerstone of your business. It represents the front line for new business development and revenue production. It is an undeniable fact that how your sales function performs can make or break the success of your company, particularly in today’s ever changing marketplace. Many companies have great difficulties growing an effective sales staff. Experiencing success rates of 20% - 30%, when hiring new sales staff, are not uncommon for many companies. Additionally many companies have extreme spreads in the performance of their existing sales staff. A few of their Sales Reps are top performers, and most of their Sales Reps are marginal or poor performers. The New Order The turbulent business environment dictates that the sales function become a dynamic source of value creation and innovation within in the firm. When Product differentiation has its limitations and technological advantage is expensive to acquire, * Sales function must become a source of competitive advantage for companies. * Sales Strategies and Tactics must be pursued to meet this objective of gaining significant competitive advantage * Sales managers and sales people must see themselves as Intraprenuers. * Organizational culture and processes must be empowering such an environment ...
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