...reason is because HRM is a vital piece of every manager’s job as it concerned on every type of how individuals are employed and managed in the organizations. In addition, HRM consists of the process of recruitment and selection of employee, giving proper training and the developing skills, arranging proper orientation and induction, motivating, assessment of employee in terms of appraising performance, providing compensation and benefits, maintaining and retaining relations with the workers, managing wages and salaries, building employee commitment, maintaining employee health and safety and giving them an equal employment opportunity....
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...roles of the Human Resources Department, this student will discuss the different tasks carried out by the Human Resources Department. These tasks include recruiting prospective employees, selecting the best person for the position, training employees, and calculating wages to pay the employees. Recruiting Prospective Employees One responsibility the Human Resources Department has is to recruit potential applicants. The recruitment process requires the Human Resources Department to create a job description. This job description will list the summary of the position available such as the title of the position, location of the position, the work schedule of the position, whether it is fulltime, part-time, or temporary. The job description also describes the key requirements of the position and the qualifications the applicant must possess. Some job descriptions also list any company benefits to the employees. The Human Resources Department also decides the most appropriate way to advertise the positions available. These avenues may include radio, newspaper, or even the Internet. Another decision is whether to hire someone from outside the company, or promote someone within the organization. The Selection Process Another role of the Human Resources Department is selecting the best person for the position. The Human Resources Department must collect all the applications, look them over, and choose which applicants possess the qualifications needed to fit the...
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...Summary Among methods of hiring and selecting potential employee, interview is arguably is the most powerful method for employer to select potential employee. Well, hiring qualified employees should be the primary focus for a company and organization. If a manager does not have a good interviewing skill or perhaps chosen the wrong selection method, he may ended up with hiring someone who might not able to fit the job position and therefore, the job could never be done nicely and perfectly. Thus, choosing a right method of recruitment and selection process has been known as an art as well as science within a business cultural. However, the hardest part of conducting an interview is for the manager to makes the applicant able to open up and willing to gives them the real answer of the question. What is employee selection? Employee selection can be explained by; it is a process of putting and selecting the right person on a right job position. In order to get a right person, selection process has to be done nicely so that it would match with the organization’s requirement as well as with the skills and qualification of the applicant. However, an effective selection process could be done or complete if only there is effective of matching. The organization has to look into the qualification of the applicant in order to select the best candidates. By putting the right person in a right job, it would definitely benefit the company by providing best quality performance and also lead...
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...on the Virtual Job Try out and how assessment programs through internet can help save money and time. The major concern of this assignment is to show what necessary steps and tactics are taken during such virtual assessment of the applicants in order to make sure that the right one is chosen for the right job in the company. This report comprises of certain pros and cons of virtual assessment. Then, I have mentioned the concerns of applicants, the selection process being fair, the employee reaction and their required skills for virtual assessment programs. And, finally is the conclusion followed by a list of references. The research was made solely on secondary basis. The true motive of this paper is to present the new system regarding the virtual assessment process in hiring people from around the globe which is in fact very beneficial to people in terms of saving time and money. INTRODUCTION Industries who have the right people in place will give the strategic competitive advantage in this challenging business environment. The simulation “Virtual Job Tryout” assessment program helps the unique and innovative candidate evaluation. The assessment has been built specifically for the organization to boost up the performance outcome that matters for the company and Human Resource. These assessments give the HR managers the best information for making accurate hiring decisions which also presents the candidate with an exciting and educational view of the job so that they can...
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...11298359 Lecturer: Mr. James Tan Human Resource Management As defined by Susan M, (n.d.) human resource management is the functions of an organization that deals with employing, training also providing the direction for the individuals who work in an organization so that they become more useful to and valuable to an organization. Human resource management includes job conducting, HR planning, selecting appropriate job for the right people and etc. According to Delbridge, R, (1992) human resource management can play important roles to the organizations so that all the employees can learn how to work together and achieve the same objective. Human resource management is the key to enhance the skill of the employees to work more effectively and to ensure the employees are work along well. There are many human resource management activities such as job analysis, job design, HRM, recruitment, selection, placement, human resource development, performance appraisal, compensation and many more. The important roles of human resource management are the analysis to design the work position, workforce planning, recruiting, selecting, employees orienting, performance appraisal, training & development. Each of these can contribute to the performance of the organizations, Nadler L Ed., (1984). Workforce planning is the process of considering the manpower needed to provide a sufficient quantity and quality, to help the organization achieves its objectives as planned. Workforce planning process...
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...Selecting the Best Person for the Job Selecting the Best Person for the Job Having the right people on staff is crucial to the success of an organization. Various selection devices help employers predict which applicants will be successful if hired. These devices aim to be not only valid, but also reliable. Validity is proof that the relationship between the selection device and some relevant job criterion exists. Reliability is an indicator that the device measures the same thing consistently. For example, it would be appropriate to give a keyboarding test to a candidate applying for a job as an administrative assistant. However, it would not be valid to give a keyboarding test to a candidate for a job as a physical education teacher. If a keyboarding test is given to the same individual on two separate occasions, the results should be similar. To be effective predictors, a selection device must possess an acceptable level of consistency. Application forms For most employers, the application form is the first step in the selection process. Application forms provide a record of salient information about applicants for positions, and also furnish data for personnel research. Interviewers may use responses from the application for follow-up questions during an interview. These forms range from requests for basic information, such as names, addresses, and telephone numbers, to comprehensive personal history profiles detailing applicants' education, job experience...
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...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 will prove to be a challenge; with a good recruitment plan and selecting candidates with the right skills and knowledge will assist Clapton Commercial Construction in remaining...
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...1. 0 Introduction The aim of this essay is to analyze and comment on the selection practices based on the movie “Charlie and the Chocolate Factory”. Scott (2005) states that “Charlie and the Chocolate Factory” was filmed in 2005 based on children’s book by Roald Dahl. The movie reveals a story about poor young boy – Charlie, who lives in town, where located chocolate factory owned by famous confectioner - Willy Wonka. Soon, Willy Wonka decides to allow 5 children to visit his factory and distributes five Golden tickets hidden in the five chocolate’s bars to the unknown locations. The one who will find golden ticket will be allowed to visit chocolate factory. Moreover last child left will win the main prize. Thus, five children, who found the Golden tickets are: Augustus Gloop – rude and glutton guy, who lives only for food; Veruca Salt – spoilt child, who demands whatever she wants from her parents by screaming at them; Violet Beauregarde – impudent girl, whom mind completely taken by gum chewing; Mike Teavee – bot, who addicted to television; and Charlie Bucket – very polite and shy boy, who is protagonist in this movie. Throughout all movie, Wonka applies selection processes, because he needs to identify one child, who fits his demands and choose him as a future manager of the factory (Billsberry and Gilbert, 2007) . Thereby, he observes each child’s behavior, when they are taking a tour through his factory and eliminate those, who failed his perceptions about a good...
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...Human Resource management concerns the policy as well as practicing which influences the work system. The recruiting and selecting procedure helps in achieving the desiring candidate; deciding the correct candidate for the correct job. The persons who don’t have any problem and are leading in the organisation in any way; there is no need of selection process for them. Recruitment process is done for achieving the ideas and characteristics of the organisation. Leadership process is the qualities that an individual person holds inside them. It influences them in a way they lead in the organisation. Leadership is the influencing procedure for achieving the objectives of the organisation. Good leaders are those that create change in the organisation. They should include administration, interpersonal as well as concept objects. TASK 1 1A: IMPORTANT STEPS IN RECRUITMENT AND SELECTION The rapidly growing organization was leading to increase the necessity for the persons who will work in the management sections at the international level. Actually they are fulfilling the needs of the organizations as well as of themselves also. One of the important facts for HR members are to select & recruit qualifies people that fulfil the ideas of the companies. The success of the organisation depends on the employees abilities and on the behalf of it they require the best quality staff members. It is because those working in the international level will be included on more than one working...
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...Potential — for what? What every CEO should know – new insights into selecting the right leaders to secure your competitive future. Potential — for what? 1 Contents Potential — for what? Break-through approaches to selecting future leaders 2 3 5 Is your employee or candidate ready, willing and able to take on the next role? The ‘growth’ factors that enable people to develop over time Derailers: Is it them? Is it you? (It is probably both) Potential — for what? A roadmap Understanding the job and its context Best practices in assessing potential Summary – 5 key steps to Identifying and Managing Potential Leadership Roles Matrix Leadership Competencies 8 11 13 15 16 17 18 19 ©2006 Hay Group. All Rights Reserved www.haygroup.com Potential — for what? Potential — for what? CEOs at the world’s most successful companies know that they can only safeguard their business’s competitive future if they have the right leaders to develop and implement their strategy. While CEOs know they can also hire external candidates, they also know that the track record of outside hires can be very unpredictable. CEOs and HR Directors from those organizations seen as best by their peers for managing talent, prefer to ensure they develop a good bench-strength of talent from inside their own organizations. For many years CEOs at the world’s most successful companies – such as GE, P&G, BP – have seen the importance of securing their long term competitive...
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...The author doesn’t recommend one to change their style of leadership, with the one recommended in this book, because the book encourages managers to challenge the standardized layout of rules. Great managers know that there is a certain boundary to how much a person can be molded. And they don’t try and push/thrust the change they desire into the recipient. They try to make people better at what they are already good at. A manager needs to be able to be good at selecting a person, setting up prospect, encouraging the person and the overall development of the employee. As a manager some people may fail as a good leader and vice versa. Good managers are those who are also exceptional leaders. The book is a result of two mammoth surveys that was conducted over a period of 25 years, by surveying close to 1 million people. The surveys gave way to some valuable insights which are as follows: * Talented people need great managers * The relationship that an employee shares with his immediate supervisor will determine the employee’s tenure and how productive the employee is going to be. Conventional wisdom is easier to follow, since it works on the belief that employee possesses unlimited potential and that the best way to help an employee is to fix their weaknesses. The conventional wisdom also tells that all employees need to be treated the same so as to avoid preferential treatment. But the greatest managers have been the ones who have defied this conventional wisdom and...
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...and motivate employees. Where many managers go wrong is that they don’t look at the unique personalities and behaviours of certain employees, they must understand that different employees will be best suited into different positions and that these employees will all be best retained and motivated in different ways. The dictionary defines management as “the act or art of managing: the conducting or supervising of something (as a business)” (dictionary.com). Although this helps define a manager it is far from helping to define a good manager. Good managers have strong qualities in different aspects of the management system and they do great jobs selecting, retaining, and motivating different employees of different personalities. An organization consists of one or more employees who perform various different tasks within the organization. The relationships between the employees working and the tasks performed must be structured so that the organization can achieve its strategic goals in an efficient and effective manner with a motivated and engaged workforce. There are many different ways for a manager to ensure and promote a motivated and engaged workforce, this starts with the selection process and ensuring that the proper employees are selected for the positions in which they best belong. There are many ways to distribute work among employees and ensuring that work is distributed effectively with the right employees provides a strategic advantage over competitors. As a...
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...INTERNAL AND EXTERNAL SELECTION AIU – MGMT 335 IP Week 1 October 11, 2015. Abstract This research report states the comparison of two major international companies and three criteria used in selecting personnel. A brief description of the companies and examples are also stated. As a store manager of a Auto Parts retail chain all issues and steps for education and requirements are reviewed, to select the best replacement for the needed position. Advantages and disadvantages of selecting internally and externally are also stated. Keywords Ford Motor Co., Coca Cola Co., recruiting personnel, internal and external hiring, basic criteria, hiring methods Introduction The Ford Motor Co. and the Coca Cola Co. are being used for comparison in this report. Both are internationally known and will prove to be an excellent example tool. They both has been around for a lot of years and have proven to be successful, economically as well as notable. Here stated are examples of internal and external selection methods and guidelines. Job specifications are listed and the requirements needed to fill the position open. Three Major Criteria The Ford Motor Co. has three major criteria used when recruiting people. They look at education, if the person can make decisions based on facts and data, and if they have the drive to seek growth and improvement. The Coca Cola Co. has three major criteria as well. Education, experience in the industry of consumer...
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...Reflection Week 6 Amanda Mitchell, Anton McArthur, Carol Joseph, Henry Green, Ivan Irizarrio, Stanley Scott, Vishwas Dave HRM 531 December 3, 2015 Dr. Martha Stanislas Team A Reflection Week 6 Employees are the most valuable asset to any organization; without the employees the business cannot run. More importantly, employees are a reflection of the company’s image, so selecting the right individuals will determine how well the company will do. Atwood and Allen Consulting firm has brought in Team A to provide the recommendations for the Recruitment and Selections Strategies Plans for Landslide Limousine Company, Clapton Commercial Construction Company, and Bollman Hotel Chain. The Plans will include the organizational goals, forecasted demographic changes, an analysis of the projected workforce needs for the next five years, workforce diversity objectives, methods for recruiting and screening candidates, interview methods and process considerations, and methods for selecting candidates. Landslide Limousines Recruiting and selecting the right candidate is an overwhelming process for a startup small business. “Job recruitment and selection practices represent a prerequisite for companies aiming for competitive and skilled employees” Zaharie, M., & Osoian, C. (2013). Once again, Bradley Stonefield has offered Team A Consultants the ultimate occasion to interact by drawing for Landslide Limousines his recruitment and selection strategies. Organizational Goals Following the details...
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...Executive summary: Hiring is never a simple task. An efficient and effective recruitment and selection process ensures the successful hiring of qualified and diverse individuals who reflect a companies' positive image and can contribute to its growth. Careful and adequate attention must be given to each step of the process and those involved in the selection process should be properly equipped to ensure a successful hire. Several resources to include training, best practices and guidelines, are available to hiring managers, search committee members and support staff to assist with each step of the recruitment and selection process. In this essay a training program will be developed using some Kirkpatrick’s steps in developing a training program along with showing one way of how a recruitment and selection process may be done. 1 Table of Contents 1. Introduction-----------------------------------------------------------------------------------------3 2. Conduct a needs assessment---------------------------------------------------------------------3 3. Training objectives--------------------------------------------------------------------------------4 4. Method of training---------------------------------------------------------------------------------4 5. Evaluation-------------------------------------------------------------------------------------------5 6. Recruitment and selection process---------------------------------------------------------------6 ...
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