...Company Selection Overview Gateway Technical College has served its community since 1911 maintaining a their focus on the current mission statement which states: “…collaborate to ensure economic growth and viability by providing education, training, leadership, and technological resources to meet the changing needs of students, employers, and communities,” (The Gateway Conversation, 2009). Collaboration with the community is the foundation of the Gateway Technical College history. The history and story of Gateway is an exciting and unique one, which reflects their role as leader and innovator in the educating and servicing a diverse student body. Gateway development of distinctive educational programs to meet the current and future needs of employers give students a competitive advantage and employability skills that surpass those of competitors. Gateway Technical College is one of sixteen technical colleges in the Wisconsin Technical College System. Gateway operates independently from the other fifteen colleges, but is governed by the Wisconsin Technical College System regulations. The industry and sector that Gateway can be classified under would be Technical and Trade Schools (Census.gov, 2012). The product that Gateway offers is programs that include apprenticeships, certificates, and associate degree courses all geared towards career training programs. Gateway is mandated through the state to set certain charges for classes to align with the Wisconsin Technical...
Words: 496 - Pages: 2
...Assessment 1 Individual Report Learning Outcomes The Aim of this Assessment is to meet the following Learning Outcome: 1. Appraise established theories of people management with appreciation of the organisational context. Task This is an individual assessment examining an aspect of interpersonal behaviour. It is essential that the behaviour examined is related to the organisational context in the Case Study below. You will apply appropriate theories from the Individual Skills that we have explored in Weeks 1-8 to analyse interactions between individuals, draw conclusions and make recommendations for improvement. For example, you might want to explore the implications for leaders or managers and workers, of: Recruitment & Selection Individual differences Learning and Development Perception and Decision-making Conflict handling Negotiation It is essential that your analysis is in-depth and you are required to examine issues of interpersonal behaviour in the Case Study located on school website in the Assessment 1 folder. Using theories & models explored in this unit so far, what might you recommend to improve the quality of interpersonal behaviour in the given situation? Describe the theories identified Demonstrate your understanding of relevant theories as covered in the unit and your wider reading around the subject area. For example, if your report is about conflict handling you might wish to discuss the conflict process. If your report is about perception...
Words: 490 - Pages: 2
...Harley-Davidson Motor Company : Enterprise Software Selection Jeen Song Minh Phung Brandon Kinney 1. Was linking the software selection process to the overall supplier management strategy appropriate? That was appropriate to do that because the process will bring in the requirement and capabilities necessary so that the company could recognize the strategic vision. Also, linking the software process may take more time than usual but " when your strategy is deep and far reaching, what you gain by your calculations is much. So you can win before you fight." Besides that, software selection process was necessary to build the necessary trust, enthusiasm and engagement in SMS. That process seemed to be a good chance that to get the organization to "think out of the box" and considered as a good foundation to start getting everyone think about procurement differently. Overall, the process played a key role in the company's strategy. They had more time to think and interact with the problem which may incur. Other than that, they can recognize their need and be able to make some changes or improvement. As working on the process, they understand the criteria of the software provider they need for their strategy. The software selection seems to be efficient and appropriate the the overall supplier management. 2. Did all the steps the team took during the selection process add value to their decision? Every step which the team had done during the selection did add a certain...
Words: 977 - Pages: 4
...9-600-006 REV: JANUARY 22, 2003 ROBERT D. AUSTIN DEBORAH SOLE MARK J. COTTELEER Harley Davidson Motor Company: Enterprise Software Selection We were in McDonald’s having our initial SiL’K planning meeting when a gunfight erupted in the parking lot. Bullets started flying through the restaurant. Someone said, ‘Everyone down, lock the doors’. We all hid under the table. I’m lying on the floor looking at Dave and Pat—I’m thinking, Holy Smokes, this is unreal. It was just incredible—a real bonding experience! —Garry Berryman, Vice President, Materials Management David Cotteleer, Information Systems (IS) Manager of the Supplier Information Link (SiL’K) project, smiled as he recalled the terror and subsequent camaraderie that had grown out of that unusual beginning. It had set the tone for the partnership that developed between Berryman, Pat Davidson, Manager of Purchasing, Planning and Control, and himself, as they worked collaboratively to develop the specifications for an integrated procurement system to support the new Supply Management Strategy (SMS). Now he and the SiL’K project team were gathered in their “war room” on the top floor of the Harley-Davidson Corporate Headquarters to face another critical moment in the project’s history. After three hectic months of meeting potential software suppliers, reviewing documentation, and evaluating software packages, the SiL’K team had to make a decision. Who should they choose as their supplier and partner in implementing an...
Words: 9390 - Pages: 38
...Summer Training Project Report ON Recruitment And Selection Submitted in Partial fulfillment of requirement of award of MBA degree of GGSIPU, New Delhi Submitted By: priyanka 015 2010-2012 Northern India Engineering College (Affiliated to GGSIPU) FC-26, Shastri Park, Delhi-110053 ACKNOWLEDGEMENT Connection, dedication and application are necessary but not sufficient to achieve any goal. These must be awarded by guidance. This is to express my earnest gratitude & extreme joy on being bestowed with an opportunity to work in an organization as respected and reputed as BHL, Noida. It is impossible to thank personally all the people who have helped me in completion of this informative project, but it would avail this opportunity to express my profound gratitude and indebtedness to the following people:- I am indebted to Mr. Mohan Kumar Sharma (Officer – Group HR, BAJAJ HINDUSTHAN LIMITED) who gave me the opportunity to work with the organization. I am extremely grateful to my guide and project coordinator Mr. Mohan Kumar Sharma (officer– HR) & Mr. Shankar Singh (Sr.Officer –HR) who removed every stumbling block in my endeavor to complete my project successfully. They proved to be a constant...
Words: 3485 - Pages: 14
...Question 1: Discuss how the employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage. The Selection process within most organizations is the foundation of competitive advantage through people. Upon reading this case, there is one particular aspect that stands out: the people are the main ingredients that make the company successful. Therefore, since the competitive advantage to an organization’s success is it choices of the people that the leaders in charge hired. In a job fit option, the leaders create the job specification that needs satisfying by the employees hired. It is very important to select the right contender for the job based on the needs of each individual business, which fall sole on the premise of employee selection. Outback Steakhouse has integrated a defined selection process for hourly and management workers that will help Is this essay helpful? Join OPPapers to read more and access more than 550,000 just like it! GET BETTER GRADES hire and retain people to successfully run their organization. This selection process helps the organization achieve a competitive advantage because it allows Outback to recruit the applicant, assess their qualifications rigorously, then select the most competent centered on its objective by choosing employees who are willing to adapt to the culture, vision, values and beliefs of Outback Steakhouse. And it does allow them to employ people that appreciate the value of teamwork,...
Words: 1901 - Pages: 8
...Recruitment, selection, and diversity management in IKEA for its limits of homogeneity in China 1. Introduction In the article “China teaches IKEA limits of homogeneity”, the author presents the problems that IKEA has in its standardization in the Chinese market. The customer group, the pricing, and the culture make IKEA almost impossible to keep its homogeneity in its products and corporate culture. This article is an analysis on the marketing and sales perspective of IKEA. However, the problems in marketing and sales indicate problems in management, especially the human resource management. The limitation of a company to bring its standardized management in a new market indicates its failure in the previous investigation on the reality of the market, which is rooted in the issues of human resource management. If there were local employees or managers warning the reality and difficulties in China, IKEA would be better prepared and make a better marketing strategy. Thus, this paper would analyze the issues of IKEA from the perspectives of recruitment and selection, and diversity management. 2. Recruitment and selection Recruitment and selection is the primary task in human resource management. Recruitment is to seek qualified talents that are suitable for the current needs of the company. It requires a board range of human resource activities under the guidance of the overall business strategy, annual business plan, and the budget of the company (Van Den, et al., 2010)...
Words: 2740 - Pages: 11
...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 and attracting potential candidates from within and outside an organization to begin Organizations use these processes to increase the likelihood...
Words: 4622 - Pages: 19
...fa Factors Effecting Small and Medium Enterprises, Selection of Market Entry Mode Naveed Hussain Malik (naveed.hm@gmail.com) 770325-3059 Masood Hussain Chudary(zindagi03@hotmail.com) 801014-5855 Supervisor: Eva Wittbom Masters Degree Thesis in Business Administration School of Management Sciences Date of submission Abstract Development in infrastructure limits the communication gap, speedy travel and low cost tariff barriers as well other drivers of globalization have made overseas markets easier to get small firms and gave more opportunities to SME´s internationalize. The market entry mode choice or selections have strong effect the success or failure of the company. For instance an insufficient or wrong entry mode selection can decrease opportunities and limit important choice for the firm and could lead to high financial loss as well as lose control on overseas market. The purpose of research study is to provide a deep and better understanding of the factors those effecting SME´s selection of market entry mode. Research question how can the influence of internal and external factors on the selection of market entry mode. A frame of reference led to the building of summary which in turn became the basis for data collection. Two qualitative case studies for Pakistani SME´s namely socks knitter Pakistan and RK International were undertaken. The main findings shows the clear link between the theories claim to be internal and external...
Words: 21311 - Pages: 86
...work and that I have not plagiarized any of part of it. I have also noted the assessment criteria and pass mark for assignments. Due date: 21st December 2012 Student signature: Submitted date: 18th December 2012 Table of content 1.0 Introduction………………………………………………….………………………………………..3 2.0 Theoretical background of resourcing and staffing an organization..…………………………………………………..……………………………………..4 3.1 Recruitment………………………………………………….……………………………….5 3.2 Selection………………………………………………………..…………………………..10 3.0 Application some theories to the organization /UNDP/…………………….…………………...12 4.3 Principles of UN recruitment and selection……………………………………………..12 4.4 Condition for selection………………………………………………………………..…..13 4.5 Priority consideration of UNDP internal candidates……………………………………13 4.6 Recruitment and Selection Policies and Procedures for all UNDP Posts……………13 4.7 Common recruitment and selection standards for all staff…………………………….14 4.8 Recruitment and selection strategies and techniques………………………………....14 4.0 Conclusion…………………………………………………………………….……………………15 5.0 Reference……………………………………………………………………….…………………16 1.0 Introduction Nowadays, human resource management is becoming more important factor to success in any organizations. It is the management of workforce or human resource which is related to attract, recruit,...
Words: 3638 - Pages: 15
...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
Words: 7674 - Pages: 31
...details, job duties, performance standards, and job factors. The information provided will identify recruitment and selection methods consistent with the organization chosen. As a final point, the synopsis will include a concept map that summarizes the steps of recruiting and the selection criteria for an employee using the job description selected. In 1975 William “Bill” Gates, a Harvard University drop out, founded Microsoft. Today the company is a leader in office products, wireless phones, and other entertainment devices. Microsoft has operational centers in Puerto Rico, Ireland, Singapore, and the United States of America. Approximately 10,000 employees globally work for Microsoft in areas ranging from entry-level positions extending to upper-level management (Facts about Microsoft, 2013). Microsoft is seeking an individual for a Business Services & Administration position in the Communication and Native Devices Team in the Office Client & Services (OCS) organization (Microsoft, 2013) in the Office Client Division. Develop a Concept Map That Summarizes the Steps of Recruiting The purpose of Microsoft making a concept map is to remember information, and to use it more effectively. The checklist for hiring employees will help the Microsoft organize the hiring process no matter if the company has several employees the company is hiring. The checklist assists the company with a track record of the recruiting effort. The comments and feedbacks are wanted to develop the checklist...
Words: 1306 - Pages: 6
...Recruitment and Selection Process of Pharmaceutical Companies in Bangladesh: A Case on GlaxoSmithKline Bangladesh Limited Laila Zaman* East West University, Dhaka, Bangladesh GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits to improve the quality of human life with an immense status and brand image all through Bangladesh over last 60 years. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through interviewing the HR employees of GlaxoSmithKline Bangladesh Limited. Findings show that the case study organization is doing a very good practice in recruitment and selection process that could help many other employers in Bangladesh and around the world to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process. Keywords: GlaxoSmithKline Bangladesh Limited, recruitment and selection, pharmaceutical companies Introduction GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits...
Words: 4466 - Pages: 18
...Employee Selection Process and Performance Appraisal Methods in the Workplace: Effective Methods and Recommendations for Happier Employees Jeremiah Lawrence Ethical Leadership Orgn & SOC DMBA 610 9040 11/9/2014 EXECUTIVE SUMMARY This paper will delve into the employee selection process and the various performance appraisal methods used by different companies. Gerard C. Eakedale has once said “recognition is the greatest motivator.” Human Resources Departments are aware of this and have implemented the appropriate methods to incorporate their appreciation and gratitude to employees when they go above and beyond the call of duty to improve their work performance. This paper will analyze the methods used at my current company of employment and recommend improvements that can contribute to improving the workplace performance. Employee selection processes are a company’s way of finding out who would be the best candidate for the specific position they are trying to fill. Whether it be from one simple phone interview or multiple interviews with different managers of the company, different businesses come up with what they believe to be the most effective way to find someone to fill a position and must follow the procedure. This procedure is put into place so that there will be no confusion or risks of any favoritism, bias, illegal, or biased behavior going into the process. Additionally, employees working for a company want to feel appreciated for all of their hard...
Words: 2229 - Pages: 9
...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 advantages such as saving time and cost, will face less of absenteeism as well as lower...
Words: 3147 - Pages: 13
