...Abstract This paper debates whether Division 1 athletes should be paid or not. I explain the situation to the readers that do not have much background knowledge of the topic. I go on to say that Division 1 players should be paid because they do not have much money to buy necessities. The NCAA does not allow players to get jobs due to the workload required for their particular sport. The athletes also cannot sell their items or autographed items for revenue. My next reason athletes should be paid is because they are the core of the collegiate sports. Without the players, there would be no revenue period. My next point is that the scholarships are not enough to compensate or the time the athletes put into their sport. Although the scholarship helps, it doesn’t help the players any further than paying for tuition, rooming, and books. Should Division 1 Athletes Be Paid? Imagine one having a career that takes up a majority of one’s time, requires one to do rigorous tasks, and causes one to travel to many different states. Their role in their career brings in billions of dollars to the company but one doesn’t get paid one cent. Seems like a lop-sided deal, right? Well this is the position for many Division 1 athletes all across the United States today. Today a hot topic in the collegiate world is whether Division 1 college athletes should be paid for what they do and if there are too many responsibilities put on these young adults’ backs. Some believe that the...
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...Dustin Davis Mrs. Herr English 102 12 April 2016 College Athletes Should Be Paid Many people in the United States say that college athletes should not get paid because they already receive a scholarship. Did you know that college athletes miss quality class time to play in tournaments and televised games? What happens when that scholarship is revoked, or for the athlete that only receives a partial scholarship or not one at all? The majority of college athletes put more time into playing their sport than an employee does working a full time job. Student athletes are also core members of the University’s marketing team. How are college athletes supposed to pay for tuition and everyday expenses if they are not paid for what they do for the school? Also, a sports injury could prevent a college athlete from ever playing again. College athletics have gained immense popularity over the past few years. The NCAA is a billion-dollar industry and has been for a long time. Due to the increased ratings of college athletics, the NCAA will continue to rise. Therefore, college athletes should be paid. To begin, college athletes miss classes to play in tournaments and televised games, reducing the quality of their education. According to Marc Edelman, Forbes contributor, “The men’s college basketball teams would miss up to a fourth of their classes due to the tournaments they participate in” (“NCAA”). College athletes should receive some type of pay for this because they are risking the...
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...AFQT (ASVAB) Scores pg 11 TSC-I 93-99 TSC-II 65-92 TSC-IIIA 50-64 TSC-IIIB 31-49 TSC-IVA 16-30 TSC-IVB 10-15 (not qual’d except 09L/09C) TSC-V 0-9 (not qual’d except 09L) Dependents (NPS) pg 19/20 Ok if: No spouse and no dependents No spouse and child support for 2 or less PV2, married, and 2 or less PFC, married, and 3 or less PFC, not married, and child support for 3 or less SPC, no dependent restrictions Enlisted (NPS) Promotions pg 15/16 E-2 1-2 yrs JROTC or NDCC 179 days or fewer at USMAPS 24-47 semester hrs (or equivalent) Completed Phase II of AFCAP and awarded the Billy Mitchell Award Awarded NSCADM by the NSCC Awarded Boy Scout Eagle or Sea Scout Quartermaster or Venturing Scout Silver Award Awarded Girl Scout Gold award Completed Army pre-basic training task list or ARNG Stripes for Skills One referral to the Army that enlists E-3 3+ yrs JROTC 1 yr of Senior ROTC 48+ semester hrs (or equivalent)-w/o bachelors Completed Associate’s degree 2+ yrs vo-tech school w/ certificate E-4 Completed Bachelor’s degree If qualified under the ACASP ***Can combine two E-2’s to equal an E-3 Forms DA 3286 Statements for Enlistment DA 5500 Body Fat Worksheet (Male) DA 5501 Body Fat Worksheet (Female) DA 705 APFT Card DD 1966 Record of Military Processing (Main) DD 214 Certificate of Discharge from AD DD 215 Corrections to DD 214 DD 220 Active Duty Report DD 2807-I Report of Medical History DD 2808 Report of Medical Examination ...
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...What is the difference between internal and external growth strategies? The difference between internal and external growth depends on how the company wants to achieve their goals. Internal growth is when a company will promote from within their current ranks to fill a new or existing position. As the company grows, more positions become available to meet the needs of the company. To keep the company growing, internal growth appears to be more successful because the company is promoting long term relationships with their current employees. External growth is when a company hires applicants from outside the organization to fill current vacancies. There are times when a company must look to external candidates to fill a position due to experience and educational requirements for the job to be successfully completed. What staffing problems do each of these present? When a company experiences growth, they also experience problems. When the company needs to fill new vacancies and they hire internally, this leaves positions that were already filled vacant. These vacancies need to be filled to keep operations running smooth. When there are no available internal applicants available, the company must turn to external applicants to fill the entry level positions. The problems company’s face with external growth is having brand new employees joining the organization. The company does not yet know the full intentions of the employee and how long they will stay. If I owned a company...
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...both include choosing from an array of recruitment and selection styles. Three recruitment approaches have been designated to provide HSS with the greatest opportunity to encounter the most competent individuals. Also, three selection methods were chosen to assist with the difficulties that can arise during the hiring process such as making an effective decision. Business strategy requires a cost/benefit and metrics analysis to determine areas of success and failure. An organization needs to know what worked and what did not. This ensures that ineffective practices are excluded from future proceedings that coerce the squandering of limited resources. The recommended recruitment tactic for HSS, while debatable, is electronic recruiting. It’s efficient and highly cost effective. An abundance of applicants can get beckoned with a few simple steps using a computerized device. In reference to the selection methodology, it seems logical to remain traditional and support the benefits of structured interviews. Utilizing the most...
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...Recruiting Employees Georgette Hodson Small Business Management – 3 Entrepreneurial businesses are attractive employers for workers for many reasons. With this in mind, consider how you could recruit and choose employees. First, imagine that you are a small business owner. Next, describe three sources you could use for recruiting employees. The reason I enrolled in school is because I plan to open my own business. The business I plan on is a hotel with a possible entertainment venue attached. Some of the resources I would use to recruit reliable employees are Current employees Advancing somebody from inside the organization keeps representative resolve high, yet little entrepreneurs ought to take this methodology just if the individual meets the occupation particulars. Keeping in mind the end goal to encourage procuring from inside, numerous organizations keep up an abilities bank on current representatives, post sees about employment opportunities and urge workers to apply, and join apprenticeship programs into worker preparing. Employing from inside might be troublesome when there is a squeezing need to fill a position and the required ability does not exist in-house. Besides, it is a smart thought for organizations to fill no less than 20 percent of employment opportunities from outside, on the grounds that untouchables have a tendency to bring new thoughts. (RECRUITING , 2016) Public Employment Agencies The U.S. Division of Labor offers work position...
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...To the Army Recruiting Course team; first let me start with thanking you for your entire kindness and candor establishment that you have built. As for I have personally learned a lot about myself and recruiting. During my training I have observed a lot and would return to my room to ponder what was good, bad and mediocre. I would only ask of you to understand my opinion not in judgment, but with sincerity to better the organization as a whole. Many of my thoughts derive from reading a book in my off time called “Team of Teams” written by retired General Stanley McChrystall; along with my thoughts from life experience, Army experience and business experience. I would like to start with my individual experience of my overseas travel to my...
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...Multinational Recruitment Individuals need to prove their out-of-the-box working techniques in a multinational company. A multinational company operates in two or more countries. It manages production or delivers services internationally. The country that has the headquarters is called the home, while other countries are referred to as the host countries. The rapid expansion of organizations beyond borders has led to the need to pull, recruit, train and then retain employees who can adapt to relocating and can be equally productive in multiple countries Hiring Unit The boom of multinational companies around the globe has brought more employment among an already competitive market. Selection and recruiting is the job of human resources, known as the HR department of the entity. In "Managing Across Cultures: Concepts, Policies and Practices," Mohamed Branine says that the selection and hiring of workers in an organized structure is conducted by the human resources personnel who plan job specifications after completing a job analysis. The employers have to ensure they are employing the right person for the right job. They often pay top bucks for big positions, so they expect the best output from their employees. Requirements The primary recruitment step is describing the job description of that position. HR personnel or department managers devise a list of prerequisites for a person who would be best-suited for a multinational company. At this step, company employees...
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...Running head: Recruiting a Manager Recruiting a Manager Jerri Ogilvie MGT240 Recruiting a Manager When recruiting a new manager for a new department it is important to look for several things such as integrity, honesty, and communication skills. It’s important to ask questions and look for those key characteristics. Without a proper evaluation and consideration, a candidate may not be the best option for the position. It is a good idea to prepare a performance profile. (Adler, 2006) 1. Can you tell me about a time in a previous job where you have been asked to organize, plan and execute a particular project? This question will revel real life situations the candidate has been placed in, by asking this question it opens up numerous opportunities for follow up questions which can be used to judge how if hired this candidate would perform in our environment. 2. While you were in charge of the project you mentioned what particular obstacles did you have to overcome and how did you overcome them? This follow up question allows more insight in to the candidate’s ability to take charge of a situation and will allow us to understand the logical thinking process of the candidate. As it is a direct follow up question based on their first answer it can also assist in determining if the answer to question one was a real scenario or a made up one for the interview process. 3. Can you tell me about a particular instance where an employee you are responsible for...
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..."Internet Recruiting" Please respond to the following: From the case study, anticipate two issues that would need to be addressed if a recruitment area is included on the company’s Website. Support your position with evidence or examples. Make a case for MMH to outsource its recruiting efforts versus including a recruitment area on the company’s Website. Support your position with evidence or examples. Two issues that would need to be addressed if a recruitment area is included on the MMHs company website would be design and accuracy of using the software for proper recruitment. Design is highly important to any website whether it be for selling, recruitment, or strictly for entertainment. While many people are still without a PC there are those that have just basic dial up connection accessing the internet. Making it imperative that the website is able to load quickly in all frames of connection (load time is critical to any website) anything after 3-5 seconds has a high chance of being closed out by the user. The site must be friendly and easy to navigate while containing enough detailed information about the company, the position, and requirements. Ensuring that applicants are able to upload or paste and copy in resumes. Not all applicants want to fill out applications, this can keep many qualified applicants from applying. Lastly, security, the highly most important thing of online recruitment. As, there is much personal information given out by applying applicants...
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...U03A1 RECRUITING AND SELECTION 1 U03a1 Recruiting and Selection Capella University Fundamentals of Human Resource Management BUS3040 U03A1 RECRUITING AND SELECTION 2 Starbucks Recruitment and Selection Starbucks continues to expand globally even though the economy is struggling with its budget. The company continues to recruit primarily with its corporate website and has expanded its job postings utilizing social media. Starbucks has also utilized the social media and partnership with Apple’s iTunes to create an inviting atmosphere to its customer base in their stores to bring back the intimate experience when visiting one of their locations. Inspiring individuals to become a partner with the Starbucks Corporations seems to be working and keeping their mission a success. The Current State of Labor Despite the economy and people claiming this country is still in a recession, Starbucks has approximately 19,000 stores in 62 different countries. Starbucks Corporation announced a 3rd quarter record stating the financial results for this quarter were the best 3rd quarter performance in the 42 year history of the company (Schultz, 2013). The company opened 341 new stores in the 3rd quarter alone. According to Troy Alstead, chief financial officer for Starbucks, the diversity of the company portfolio, the global footprint attribute to the success to be able to grow income at the pace being set (July 2013). Although currently setting records, Starbucks...
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...Over seventy five percent of Career Centers across the country use E-Recruiting. It has become a new way to work around the traditional ways of addressing job openings. Most company’s today main goal is to figure out how to make the most money, while spending the least amount of money. And e- recruiting falls right in line with helping them achieve this goal. But what some HR personnel are starting to worry “Is this form of e-recruiting working too well?” Today e- recruiting has become one of the fastest and easiest ways for potential job workers to apply for their jobs. A few key stokes is all it may cost to apply for a job. The country likes the new idea of not having to take time to spend and create paperwork just to get an interview. But with easier applying processes comes more applicants, and this cannot always be a good thing. As stated in the textbook, “Lockheed Martin received 300,000 resumes from which it filled 900 positions.” And although some view this as a good problem, it is still a problem that is causing burdens. Because as the applicant pool grows so is the number of recipients that will potentially be rejected. “Now organizations are compelled to ask themselves how this mass of failed applicants influence their reputation.” Companies need to stay a step in front of the game and be prepared for any obstacles that may come their way with e- recruiting. They need to be cautious with the number of candidates that apply online for a position. Because...
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...get the very best players all around the country and the NCAA has very strict guidelines on what colleges can do to persuade the players to come play there. This isn’t a new problem but with modern technology the problem has become very visible because NCAA officials and competing schools are able to trace the exact moves that teams are doing for the players. Also players are being offered money and benefits that seventeen and eighteen year old kids have never seen before in their life. Penalties are becoming harsher every year and coaches and schools are starting to really suffer but what there is a fine line to walk between cheating and just putting your best effort towards getting the player. Process of Investigating Illegal Recruiting The NCAA has broken the process of investigations down into four different parts. The first part is the actual investigation where the NCAA has received a tip from a credible source about a possible violation. These credible sources are generally either members of the university in question, an opposing university, media member, or individual students that are being recruited by the university. The difference with the NCAA...
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...In businesses today, there is a uniform strategy to operate the business effectively at a lower cost and online recruiting is one way to do business cheaper. Online recruiting allows for an organization to cut recruiting cost while also acquiring the talent needed to help the organization succeed. According to Hauer (2004), while online recruiting saves money, it also saves time on the applicants behave as well as the company’s. The Internet is everywhere and it’s the fastest most affordable way to attract qualified applicants to fill vacant positions. Traditional ways of recruiting such as newspaper posting can be very expensive while limiting the content needed to attract the specific qualified individual the company is seeking. Most online job boards allow employers unlimited space to sell their organization to the right candidates. Newspapers price ads by the amount of space being used so it becomes very expensive to post important details about a particular job. Online recruiting offers convenience of being able to apply for jobs anytime and anywhere. Human resource (HR) professionals aren’t available 24 hours a day, 7 days a week to accept resumes from potential applicants. This also allows job seekers who are employed to search for other jobs since Traditionally, HR professionals also had to take countless hours to shuttle through enormous amounts of resumes, whereas job boards allow employers to set up screening questions to help filter through resumes with the most...
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...learned about e-Recruiting? E-Recruiting systems have several advantages to them, that employers and job hunters feel help them in their search for candidates or jobs respectively. The traditional methods of recruiting have been newspaper/magazine advertisements, private or public employment agencies, referrals from employees, partners or friends, schools and colleges. Job hunters have used these as well as networking, solicitation and yellow pages. E-recruiting offers some advantages that these methods do not offer at all or do so inadequately. Large applicant database: Employers literally have millions of prospective candidate profiles that they can search on to find the ideal employee who fits the requirements of the job. In other methods of job posting, typically, the employer may receive a few hundred replies for their jobs posting. Hence the chances of finding someone suitable becomes much less. The employers can search on different skills and attributes to the right candidate. From the candidate’s prospective, they have an enormous number of jobs that they can apply to. In the other methods, the employer has to spend significant amount of time to review and filter through applications and resumes, most of which do not meet the needs of the job post. This manual process is very cumbersome. More than the productivity loss is the danger of hiring a wrong candidate because of lack of attention in reviewing the candidate details due to fatigue. The e-recruiting application...
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