...Recruitment and Selection Strategies Recommendations HRM/561 March 28, 2016 Recruitment and Selection Strategies Recommendations “Recruitment is a form of contest and it is fiercely competitive. Just as corporations strategize to develop, manufacture, and market the best product or service, so they must also vie to identify, attract, and hire the most qualified people” (Cascio, 2013). Atwood and Allen Consulting has been working with Marylee Luther from Clapton Commercial Construction. Mrs. Luther reached out to Atwood and Allen Consulting to help her in organizing an expansion for the company. The business is originally located in Michigan and they are expanding to Arizona. The Arizona location will have a workforce of 20% of the 650 employees at the Michigan location. The information to follow is for Mrs. Luther to use as recommendations for the growth and allow Clapton Commercial Construction to be up to date on employment laws, organizational brand, interviewing tactics, and how they can make the right selection when hiring new employees. Organizational Goals Atwood and Allen Consulting learned that Clapton Construction currently has 650 employees at their Michigan location and are going to add 20% of that to the Arizona location. They have a $10,000,000 in annual net revenue and are expecting the revenue growth after the expansion to be -3%. The turnover rate is expected to remain the same at 20% annually. Not having recognition in the Arizona market, this...
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...R&S strategy to meet business needs of College ‘OLC Europe’. 1.Explain the differing roles, their contracts of employment and how these differing contracts meet the needs of OLC Europe.Human Resource arranging is utilized by associations to guarantee that they have the right number and the right sort of individuals at the correct spot and at the perfect time. Where this procedure is done appropriately, it brings most extreme long-run advantages to both the association and the individual worker. Enlistment and determination are discriminating procedures for associations. Enlistment and choice are fundamental apparatuses in the arrangement of the desires that shape such a contract.(Anyim, et al.z, 2012).As of late this idea has been reached out to scan for laborers who are "adaptable" and ready to add to extra and/or changing occupation roles.(French & Rumbels, 2010).Competency-based models are turning out to be progressively a renowned in graduate enlistment where associations are settling on choices on future potential. Farnham and Stevens (2000) found that chiefs in people in general area progressively saw conventional sets of expectations and individual particulars as ancient, unbending and infrequently an exact impression of the prerequisites of the job.(French & Rumbels, 2010)Contracts are major to the conduct of individual and the activities of associations. They infer cooperation and agreement , however frequently cause debate and disagreement.(Rousseau &...
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...Recruitment and Selection Strategies Bradley Stonefield is entering the final planning phase of his new venture, Landslide Limousines. This business will be opening its doors in Austin, Texas very soon, but prior to its grand opening, recruitment and selection strategies must be implemented. Atwood and Allen consulting has been hired to complete these strategies, and will incorporate the impact of organizational diversity on the organization, and the laws considered for recruitment and selection. The population of Austin continues to grow and diversify. There is no longer one ethnicity making up the majority of people. Robinson (n.d.), By the middle of the next decade, the number of Asians in Austin will more than likely exceed the number of African Americans. While the general population of Austin doubles every 20 to 25 years, the number of Asians in Austin is doubling every ten years” (Asian share skyrocketing). In addition to Asians, Latinos are also increasing in population faster than Anglos (Robinson, n.d.). Bradley Stonefield’s organizational goal is centered on first class transportation for his customers. It is important to interpret the demographic trends of the Austin area for recruiting staff of Landslide Limousines. Because Austin is becoming more diverse, Mr. Stonefield needs to be able to meet the needs of multiple cultures. Within the first year, (employees will be hired, and having a diverse work team will help to ensure all customers are delivered...
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...Recruitment and Selection Strategies Recommendations Recruitment and Selection Strategies Recommendations With the expansion of Clapton Commercial Construction on the horizon, Atwood and Allen Consulting have created these recommendations for recruitment and selection. Clapton Commercial Construction will be expanding by twenty percent into Arizona, which is a new market for them. In this proposal we will discuss the need to recruit/select for the expansion project, the importance of diversity, how Clapton Commercial Construction can brand their organization, and how to legally recruit and select candidates. Once all these concepts are in place for Clapton Commercial Construction the company will be ready for the Arizona market. Diverse workforce In order for Clapton Commercial Construction to succeed in a new market and meet the demands of their future clients, they will need to recruit. An increase of workforce by twenty percent will require an understanding of the employment need. To successfully meet your expansion need for the next five years, the company needs to understand the U.S. market. Your market is tight which means construction workers are in high demand. This will lead to a high talent pool with diverse ethnicity. “The United States workforce is diverse and becoming more so every year” (Casico, 2012). Your organization is part of the service economy. Clapton will employee a workforce that resembles their clients, this help with communication...
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...Kudler Fine Foods: Career Development Plan Summary In 1998, Kathy Kudler had a vision to start her own gourmet food shop. Over ten years later, her wish has been realized by Kathy and her business continues to be well received in the neighborhood. Now Kudler Fine Foods has a straight more daring vision to eventually become the premier gourmet grocery shop for everybody seeking the best meat, create, cheese, and wine. Kathy should form a management team effective at managing growth, if the firm is anticipated to develop past the three shops already in-operation. To satisfy this type of challenge, Kudler Fine Foods (KFF) is promoting a fresh team of workers, developing a mentoring program, efficiency evaluation method, compensation plan, and strategy for improving performance along with the professional goals of each and every worker. New Employee Positions Since the conception of the first Kudler Fine Foods, Kathy Kudler has been involved in every decision. In fact, not only has she made the decisions, but she has carried them out as well. The following positions reduce Kathy's individual responsibilities so she can oversee the opening of a new store and the future expansion of KFF across the region. Regional Manager The Regional Manager oversees all the currently operating stores and their store managers. The Regional Manager also maintains communication and directly reports with Kathy Kudler to keep her informed of store events and operations. The Regional Manager supervises...
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...study: i) Primary objective: The primary objective of the report is to analyze Textile industries HR functions in the light of Manpower planning and forecasting. Here, we will explore the overall staffing activities of the TEXILAND. ii) Secondary Objective: The secondary objective of this report is to know about the actual scenario of the HR practice in the Textile industries of our country. It will help us to compare our theoretical knowledge with the real HR practices. How are job objectives/standards set by the company Various job analysis process and role of HR activities that the company is using and reasons for that How do the companies ensure a fair and equitable evaluation Methods of internal and external recruitment How is the staffing strategies determined for each level/rank of employee Determine the gap and develop action plans for demand and supply forecasting of the organization 1.2 Scope The scope of...
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...Strategic Integration of Recruitment Practices and Its Impact on Performance in Indian Enterprises Ashok Chanda, Trapti Bansal & Rupal Chanda Abstract Recruitment and selection is a foundation of human resource management (HRM) practices and its integration to business is critical to achieve organisational strategic goals. However, little research has to date examined strategic integration in this specific human resource (HR) practice, and, therefore, little is known about the level and application of recruitment and selection strategic integration a situation that warrants greater investment due to the economic growth in India in a corresponding expansion of Indian enterprises. Consequently, this study investigates the level at which recruitment and selection practices integrate with business strategies and the relative effects of different levels of such strategic integration on organisational performance in 259 Indian enterprises. The results show the majority of Indian enterprises had a high level of recruitment and selection strategic integration in business strategy formulation and implementation. Moreover, the level of recruitment and selection strategic integration was positively related to growth in market share, profits and sales, employees’ satisfaction, employees’ productivity, and negatively related to employees’ turnover. The implications for HRM practitioners and further research are discussed. Introduction Recruitment and selection is the process of attracting...
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...activitymode.com/product/hrm-531-week-6-learning-team-assignment/ Contact us at: SUPPORT@ACTIVITYMODE.COM HRM 531 WEEK 6 LEARNING TEAM ASSIGNMENT Complete the Recruitment and Selection Strategies Recommendations task, as described in the Email from Traci, located on the Atwood and Allen Consulting page. Individual Assignment: Recruitment and Selection Strategies Recommendations Presentation: You currently work as a human resource management consultant, and you have scheduled a presentation to pitch your organization's value to a company that you have worked for in the past. Prepare a 12-15 slide Microsoft® PowerPoint® 15-20 minute presentation that will be used to present your assignment. Include the following components in your presentation: Purpose of Assignment For this task, Traci has asked you to develop some recruitment and selection strategy recommendations for your client. It is important for you to understand the relationship between the business strategy and the recruitment and selection strategies. Having appropriate alignment and clear goals helps to ensure that a business is recruiting and selecting the right candidates. It is also important that you examine the importance of a diverse and inclusive workforce in today's global economy. This includes diversity in the recruitment and selection strategies. Resources Required Week Six e-mail from Traci and Week Six client communications Includes organizational goals Includes a workforce plan that ensures proper...
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...and of their operations. Recruitment is the process of generating a pool of capable candidates applying to an organisation for employment (Gold, 2007). Applicants with experience and qualifications most closely related to job specifications may eventually be selected. Organisations become concerned when the cost of a mistake in recruitment is high. According to Armstrong (2006) the aim is to obtain, at a minimum cost, the number of suitable and qualified candidates to satisfy the needs of the organisation. The organisation attracts candidates by means of identifying, evaluating and using the most appropriate sources of applicants. El-Kot and Leat’s (2008) observation is that recruitment begins with advertising existing vacancies As already mentioned, this can be done internally or externally. In this instance the researcher was interested in external sources and processes as organisations in the Province are currently experiencing an undersupply of suitable candidates. Company policies related to the employment of relatives may influence its recruitment efforts. Currently more and more companies implement anti-nepotism policies that prevent the employment of close relatives, especially relevant to placement of candidates in the same departments or work groups (McMillan, 2006). Recruitment and selection is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications (Walker, 2009).Thus recruitment is the process of identifying...
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...Assessing Your Recruitment and Selection Practices Policies and Procedures The agency’s policies and procedures should thoroughly document the recruitment, assessment and selection processes. The policies and procedures should be accessible and understood by not only HR professionals but Managers and others involved in the hiring process. Ask yourself these questions to help assess whether or not your agency’s policies and procedures are current and include new requirements. Are recruitment, assessment and selection processes supported by written policies and procedures that are up-to-date, accurate and complete? (Ideally within 2 years.) How widely communicated are the agency’s written recruitment, assessment and selection policies to those who are involved in the process? (Ideally to all staff.) Does the agency utilize these policies and procedures for the recruitment, assessment and selection processes? Does the agency have a written policy describing procedures for the review of competencies and/or qualifications? Does the agency follow a formal recruitment, assessment and selection plan at the start of each recruitment? (Link to sample recruitment plan) Training Managers, supervisors, and personnel involved in the hiring process should receive comprehensive training in the agency’s full recruitment process and thoroughly understand proper interview and selection techniques. Who performs recruitment activities for the agency? (Ideally HR with...
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...Business, HR and Staffing Strategy shaping the Recruitment and Selection Process Student Name Institution Instructor Date Organizations are combinations of financial physical and human resources. Human resources refer to the skill, knowledge, and ability of individuals, and their inspiration to apply them on the job (Fitz-enz, 2000). The workforce of an organization is the human resource team acquired, deployed, and retained in the pursuit of organizational results such as market share profitability and customer satisfaction (Bowen, Ledford & Nathan, 1991). Staffing is the organizational role used to construct the organization’s workforce through staffing strategy, human resource recruitment and planning, selection, and retention. An organization’s greatest asset is the staff hence having the right recruitment and selection process is vital in ensuring that the newly acquired or incoming employee becomes effective or valuable in the shortest time possible. The success of an organization relies on having a definite number of employees with precise abilities and skills. Pizza hut being part of these organizations adopted a strategic staffing plan to ensure that it remains as much effective, profitable and responsible as possible. Pizza hut has formulated a strategy with an expression of its overall mission or purpose, and established broad objectives and goals which will guide it towards the fulfillment of its mission. Underlying these goals are certain...
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...their workforce retiring in the next ten years Dofasco must come up with a reasonable and effective recruitment and selection process as well as replacement plans in order to meet their requirements for skilled labor. If Dofasco wants to form an effective strategy for handling this problem they must first collect the necessary data in order to form an effective recruitment and selection strategy. The first step for Dofasco is to collect all the data for recruitment so that they will not lack the required labor to be a profitable company in the future. The first step in data collection for Dofasco is to find out which employees plan to retire within the next ten years and what positions they will have when they retire. They will need to also account for what position those employees will hold when they retire in ten years as opposed to those retiring in two years. For example, someone who retires within the first few years (of this ten year span) will most likely be in same position they are in now, whereas someone who retires after nine years will most likely hold a much higher position when they retire considering Dofasco’s current corporate culture of internal development. Once they have an idea of who will be retiring and when, as well as what positions they will hold, the company or HR department can begin to collect the relevant data needed to ensure a good recruitment strategy. One of the very first steps after finding out who plans to retire will be to perform detailed...
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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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...HRMN 410 Senior Management Recruitment Click Link Below To Buy: http://hwaid.com/shop/hrmn-410-senior-management-recruitment/ Senior Management Recruitment Name Institution Senior Management Recruitment Recruitment involves the systematic selection and appointment of employment seeker within a different organization. The recruitment process gets usually conducted by the human resource department of an organization. The process needs to be taken seriously as any fault in the recruitment process can lead to huge losses for the said company. Through recruitment, a firm can learn about the personal and professional life of an individual and can thus determine whether he or she is suitable for a particular job position. I being the human resources manager at human solutions strategies (HSS) have been tasked with finding the best recruitment process to get followed in the future for senior level management officials. Memorandum To: HSS CEO CC: All employees FROM: Patrick L Kluivert -HR manager. DATE: 20/2/2016 SUBJECT: Senior level management recruitment process I would like to thank you for giving me this chance to come up with a better recruitment process for the senior level management. I will be in charge of coming up with the best selection method with the help of two of our employees who are trained in human resource skill. Throughout the process I will outline all the new recruitment methods that have arisen in the near past and outline all the advantages...
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...THOUGHT PAPER – INDIVIDUAL ASSIGNMENT 1 Critical Analysis of Recruitment and Selection Policies at Telecoms Jamaica Limited Dwight S. Williams ID: 20122939 Managing Human Resources (HRM609) Due Date: April 16th, 2013 College of Graduate Studies University College of the Caribbean Worthington Avenue Campus THOUGHT PAPER – INDIVIDUAL ASSIGNMENT Abstract This paper examines the recruitment and selection policies and practices at Telecoms Jamaica 2 Limited. It provides an overview of the organization in terms of its size, type of operations, types of employees, etc. A critical analysis of the existing policies and practices is provided along with recommendations to address the observed deficiencies in the practices and policies. Justifications for the recommendations are also provided along with some expected benefits to be derived from implementing these recommendations. Various challenges may arise even after implementing the recommendations so risk mitigating actions are also suggested. 2 THOUGHT PAPER – INDIVIDUAL ASSIGNMENT 3 Critical Analysis of Recruitment and Selection Policies at a Telecommunications Company Introduction Recruitment and selection of workers and management in a company are two of the most critical processes to the success of a business and should be integral in its business strategy. It can be quite challenging to determine from a pool of candidates which one will be the best fit in an organization’s culture. It becomes...
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