Teaching And Working Philosophies Shared Among Staff

Teaching And Working Philosophies Shared Among Staff
Recruitment is attracting and keeping highly qualified individuals to the school for possible
employment. Recruitment and selection share a common goal of getting the right person for the job.
In both phases key qualifications must be planned ahead as a tool for guiding the direction of
recruitment and selection. Highly effective employees must be attracted with the potential to grow
as a way or reducing turnover. After the candidate is hired they must be acquainted to the culture,
scheduling and other factors that will assist them to gain congruence between the institutional
objectives and employees needs. With this in mind a right match must be made with assignment.
Talent and interest are the driving forces of assignment. Workload, too much to get done with little
time. Low moral, when behavioral issues arise without much efforts to control it. Difference in
teaching and working philosophies shared among staff. The implications of these problems is that
turnover rate will increase and as a result it will cost the organization. With high turnover rates
efforts to recruit and train staff will directly affect the work of the human resources administrator at
the district level and building administrators. While majority of the problems are under the
jurisdiction of the building administrators it is the shared responsibility of the human resources at
the district level as programs must be in place to deal with these issues such as EAP ( employee
assistance program and
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Recruitment and Selection Strategies for Clapton...
Recruitment and Selection Strategies for Clapton Commercial Construction Jane Winter HRM/531
April 6, 2015 Les Colegrove Summary Atwood & Allen Consulting has been retained by Clapton
Commercial Construction (CCC) to assist them with their expansion into the Arizona market. We
are in the final stages of assisting them with their transition, and the final step is to discuss
recruitment and selection strategies for the expansion. We will provide details on how to proceed
with recruitment and selection of employees to find the best candidates for their organization.
Meticulous consideration and planning of staffing requirements, and the steps involved to find the
ideal candidate with the right skill set is one of the most ... Show more content on Helpwriting.net ...
Considering these numbers, it would be advantageous to have employees that are bilingual. It should
not be required but should be strongly preferred since there is a large population of Spanish
speaking individuals and would be an asset to the organization. Recruiting/Screening/Selection
Clapton Commercial Construction should begin the recruitment process by posting the available
positions internally. When you promote from within there is a positive impact on employee morale.
Employees feel the company compensates hard work for better opportunities and can inspire
employees to work at a higher level of productivity. Internal recruiting is also associated with lower
costs. The HR department can post the position on the intranet and bulletin boards throughout the
organization versus the high cost of external postings (Root, 2015). If an external recruiting effort is
launched prior to considering the talents, desires and future of the current pool of employees it may
cost the organization more money in both short term and long term. Ultimately, for a successful
internal recruitment process to occur, strong management support is critical (Cascio, 2013). After
posting the positions, internally it is recommended to move forward with the external process. If
there are top management position to be filled, we would recommend a search firm that makes
diversity a priority and one with good ethical reputation.

Recruitment Strategies For Recruiting Recruitment
Recruitment Strategies
Introduction
Employers and recruiters employ various strategies in meeting the required recruitment goals. To
hire the best human resource requires that the human resource department employs recruit methods
to target the specific personnel. Human resource professionals are charged with the recruiting
responsibility in almost all organizations. However, this role is also delegated to staffing agencies,
hiring managers, and principal company chiefs such as directors. Recruitment agencies are branches
that a business uses to do the hiring process on their behalf. Recruitment agencies save a business
entity the struggle of reviewing applications and curriculum vitae. Recruitment entails the entire
process of sourcing, ... Show more content on Helpwriting.net ...
Open houses send a positive signal to employees, that the company is willing, and the candidates get
a good impression of the business (Evan, James, Jonathan, & Montgomery, 2015). The open house
allows the candidates discussions with the agency, on various topics that the organization chooses.
The discussions question are mainly associated with the job that the company is looking to hire. The
agents divide the candidates into groups and look out for differences in character, communication
skills, interest and knowledge based on the task. Open house helps in filtering or eliminating out the
eligible candidates efficiently. The screening and selection are made easy, and free of errors, as the
agency filters based on skills and competence exhibited (DeVaro, 2005).
Employee referrals refer to the recruitment technique whereby employees or previous clients refer
candidates to companies. Referrals are done once a post for a particular job is advertised by the
company. Referral method is based on average skills and exceptional performance at previous work,
or information from other sources. Referrals tend to know about the upcoming vacancy as the
referee notifies them. The agencies take in the referrals and examine or rather evaluate their skills
and proficiency for the vacant position. The companies uses various techniques such as interviews,
for the selection process to weigh the qualifications of the candidates. The selection process is then
done, whereby the company picks

Human Resource Management Project
Table of Contents
Introduction.................................................................................................2
Role of Human Resources in the Recruiting and Selection........................................3
Human Resource practice in India.....................................................................5
Comparison and contrast and between India and Canada........................................14
About Cultural differences and Implications to Professional Practice..........................15 Other
relevant important issues........................................................................17
Conclusion...................................................................................................19
Bibliography.................................................................................................20
Conclusion
Introduction
Human Resource Management is defined as the policies, practices and systems that influence an
employee's behaviour, attitude, and performance in the attainment of organizational goals, and it is
also a way of ... Show more content on Helpwriting.net ...
Chap: 3
Human Resource practice in India
India is being widely recognised as one of the most exciting emerging economics in the world.
Besides becoming a global hub of outsourcing, Indian firms are spreading their wings globally
through mergers and acquisitions. During the first four months of 1997, Indian companies have
bought 34 foreign companies for about U.S. $11 billion dollars. This impressive development has
been due to a growth in inputs (capital and labour) as well as factor productivity. By the year 2020,
India is expected to add about 250 million to its labour pool at the rate of about 18 million a year,
which is more than the entire labour force of Germany. This so called 'demographic dividend' has
drawn a new interest in the Human Resource concepts and practices in India.[6]
In a general, if we look at the history of Human resource practice in recent years, we can see effect
on the managerial history of India was to be provided by the British system of corporate
organisation for 200 years. Clearly, the socio cultural roots of Indian heritage are diverse and have
been drawn from multiple sources including ideas brought from other parts of the old world.
In India, the Human resource management practice is in transition face it is learning new ideas from
other parts of the world and also with growing population and growing multinational companies
coming to India

Resourcing Talent Assignment
Activity A (1000 words) 4 factors that affect an organization's approach to attracting talent | * The
type of talent they look to attract: I mean which competencies will be more suitable to the job they
want. * The sector which the organization is operating in. As some sectors are much easier to find
the talents than others. As sometimes so sectors got many employees working in than others for
instance, in Egypt, It is much easier to find talents in Tourism and hospitality sector than to find in
Nuclear energy sector! * Corporate culture and how they accept the new employees: As this a major
factor that would affect their approach; I mean to do it publicly so the employees know that the
company is hiring a new CEO or that ... Show more content on Helpwriting.net ...
For example, if the required employee is in the high level or for executive position, those people
who might be interested are not normally, at least in our region, apply through general email or
address though, so head hunters might be a great tool for such positions. | Discussion comparing and
contrasting the benefits of 3 different selection methods | 1. Assessment centers * They are far more
accurate than a standard recruitment process as they allow a broader range of selection methods to
be used during the process. * They enable interviewers to assess existing performance as well as
predict future job performance. * They give the opportunity to assess and differentiate between
candidates who seem very similar in quality on paper. * They give the candidates a better insight
into the role as they are tested on exercises typical for the role they have applied for. * They help
employers build an employer brand. Candidates who attend assessment centres which genuinely
reflect the job and the organisation are often impressed by that company, even if they are rejected. *
The cost of an assessment centre is usually cheaper compared with the

Resourcing and Talent Planning
Activity 1
Four Factors that affect an Organisations approach to attracting talent and recruitment and selection
1. Skills Shortages 2. Costs / budgets 3. Lengthy recruitment and selection process 4. Economic
Climate
Skills shortages
This is a strong factor for an organisation at the moment when trying to attract and recruit talent into
a business. The unemployment rate in 2012 has grown significantly; however, even though quantity
of applications has increased when recruiting, the quality has decreased. I feel this is based largely
around the current economic climate. A lot of 'skilled and talented' individuals appear to be staying
in their current roles for job security, which is causing a huge skills gap for ... Show more content on
Helpwriting.net ...
This can increase business performance as companies would more than likely want to work with
organisations who promote this rather than companies who don't. Companies may also get more out
of their employees as they would feel valued as individuals and respect their colleagues.
2, Having a diverse workforce would very much benefit multinational organisations as it would help
businesses understand the diverse area they are operating in. In the current climate businesses need
to be able to understand the needs and demands of the diverse customers they are today working
with. Having a diverse workforce can definitely help with this as you will have people with different
types of experiences to be able to adapt to the needs of the customer.
3. The cost of turnover can also be less with an organisation who promotes a diverse workforce.
People who are valued and happy in their jobs will be less likely to want to leave or have time off
absent from work.
Three methods of recruitment
Corporate Website
A lot of larger organisations use their own website to advertise positions. As long as the website is
attractive then this is also a good way to advertise the business and promote the benefits. It is more
cost effective than advertising through job boards

miss Haleema
Documents 1 – 20 of 33
Attracting Talent
3RTO F204B 1.0 Introduction This report identifies and assesses factors that affect an organisation's
approach to both attracting talent and recruitment and selection. It also explains organisational
benefits of attracting and retaining a diverse workforce, as well as methods for recruitment
Premium 791 Words 4 Pages
Describe the Human Resource Development (Hrd) Process and Critically Examine How Hrd
Programmes Can Help Organisations and Its Employees to Remain Competitive in Their Business.
Free trade agreement among countries and the aid of advance technology made economic
globalization becoming threats and opportunites for some organizations. Moreover, rapid changes
and improvement in ... Show more content on Helpwriting.net ...
Factors that affect an organisa
Cihrp– Reviewing the Resourcing Approach
Assessment 4 Reviewing and Resourcing Approach Unit 4 DEP Nicola Ward COHORT–
MAN113AFH Index Reviewing the resourcing approach __________________________________
Page 1–7
Premium 1586 Words 7 Pages corporate social responsibility motivations and country factors
Corporate social responsibility (CSR) is an increasingly important issue for all businesses around
the world. CSR covers economic, legal, ethical, and philanthropic responsibilities of firms. Explain
the factors that may motivate an MNE to adopt CSR in its international business strategy...
REVIEWING THE HUMAN RESOURCE MANAGEMENT APPROACH ADOPTED IN AN
ORGANISATION human resources management and development INTRODUCTION There are a
variety of ways to approach the management of human resources in an organisation. Nevertheless,
any approach fits within the continuum between the broad

Customer Recruitment And Selection Part
Introduction
With the growing economy and competitive advantages in India, more and more business with
global ambition are attracted to develop markets there. Hiring employees from India and sending
managers there are necessary for companies who want to do business globally. In global context
staffing becomes more complex than staffing in a purely domestic context especially in recruitment
and selection. Thus it is necessary for global companies to think about hire what kind of talent and
how and where to hire them to solve global issues.
This brief focus on global staffing issues in India, see how to conduct employment planning,
employment recruitment, employment selection and employment placement in a perspective of a
global company ... Show more content on Helpwriting.net ...
Polycentric strategy is usually to use HCNs (Host Country Nationals) as managers in foreign
subsidiaries. Geocentric strategy focus on a mix of PCNs, HCNs, and TCNs (Third Country
Nationals) both at headquarters and in subsidiaries. And under regiocentric strategy, employees at
foreign subsidiaries have mobility inside the region but are limited outside the region. (David C.,
2014)
Employment Recruitment
Recruitment is the process of attracting and assembling potentially qualified applicants for a specific
position (David C., 2014).Global recruitment is more complex than normal employee recruitment
because the assignments are in foreign locations. Compared with HCNs, PCNs (expatriates) are in
more severe shortage. Because in the labor market qualified candidates who have oversea
experience and competency are lack, and their family's (spouse and children) unwillingness to move
to a foreign country are also obstacles in recruiting PCNs. If cannot acquire enough inner candidates
for expatriates' positions, global companies can consider recruit outside the company. Whether
recruit PCNs, HCNs or TCNs, or recruit inside company or outside, how to effectively attracting
talents is the biggest question HRs should figure out.
Employment Selection
Selection is the process of evaluating and deciding among all qualified candidates for specific
positions.(David C., 2014). Due to different cultural and institutional context that exists in

resourcing talent CIPD level 3
INTRODUCTION
Resourcing talent refers to the processes for identifying, assessing, acquiring, developing, and
deploying employees who are critical to the company's success .
The issue with many companies today is that their organizations put tremendous effort into
attracting employees to their company. The process of attracting and retaining profitable employees,
as it is increasingly more competitive between firms and of strategic importance, has come to be
known as the war for talent.
Factors that affect an organization approach to resourcing talent:
While it is certainly important to acquire new talent for the organization, it is worthwhile
investigating what talent is already available within the organization and if these can be used ...
Show more content on Helpwriting.net ...
Benefits of three different recruitment methods:
Internal recruitment:
It is cheaper and quicker to recruit.
People are familiar with the business and how it operates
Provides opportunity for promotion within the business and creates motivation for the staff.
It is beneficial from a HR perspective as the person is already known and his personal data is
already recorded.
Job advertisements:
Advertisements are the most common form of external recruitment. They can be found in many
places (local and national newspapers, notice boards, recruitment fairs).
Recruitment agencies: provides employers with details of suitable candidates for a vacancy. They
work for a fee and often specialise in particular employment areas.
Benefits of three different selection methods:
Practical test: these test ability and are usually done for:
Manual jobs – trade skills
Secretarial jobs – word processing skills
Those working in call centres or in telesales – telephone sills
Interview: the advantage of face to face interviews is that the researcher can adapt the questions as
necessary, clarify doubt and ensure that the responses are properly understood, by repeating or
rephrasing the questions. The researcher can also pick up non–verbal clues from the respondent
through the body language.

Assessment centres: These are generally used by large organisations, particularly when making
senior

3RTO CIPD Essay
Resourcing Talent (3RTO)
Activity 1 – Word Count: 1272
Identify and assess at least 4 factors that affect an organization's approach to attracting talent.
Market Demand/Supply for Talent:
Depending on the nature of the business, organizations will require various sets of talents (skill,
knowledge and capabilities) that contribute towards the their growth and success. Markets in general
have high supply of some talents and low of others. Based on the talent requirement of the
organization and the market in which it operates, it will have to alter its approach towards attracting
the required talent. This may involve adjusting factors like remuneration, long & short–term
benefits, career prospects, trainings, etc.
Organizations ... Show more content on Helpwriting.net ...
In addition to being cost effective it can also provide incentive for the existing employees to perform
better in their current roles to get promoted quickly. This can have a positive impact on the overall
performance of the organization
Newspaper Ads:
This is a quick and easy way to notify the market about the available jobs in the company and attract
a large number of candidates. Newspaper ads are also less costly compared to using headhunters for
finding the right candidate.
Recruitment Fairs:
Recruitment fairs can be very cost and time efficient, particularly in to fulfill bulk recruitment needs
of the organization. This also gives companies the opportunity to connect with other potential talent
that might not be immediately required by the company, but, helps in building a great talent pipeline
for future talent needs.
Having compiled a list of candidates who are interested in the job, the task now is to select one of
them. Below are some types of selection procedures and their advantages:
Application forms
These provide key information about the candidate in structured and consistent manner that is
needed for a specific position. It speeds up the initial screening process. They can also form the

basic starting point of the personnel record and are generally very easy to use and record.
Interviews:
It provides the manager to ask relevant question that are

Employee Resourcing and Development
employee resourcing and development [How psychometric testing and assessment centres help to
make the selection process more effective in providing evidence of whether an applicant has the
necessary skills and competencies needed to perform well] introduction In today's business
environment, human resource is considered to be an organizations greatest resource; technology and
capital are also needed but cannot be utilized with some form of human resource (Mathis and
Jackson, 2010). All organizations want to have competitive advance and be successful, selecting and
retaining the talented staff is the best way to achieve this. Best practices in the recruitment and
selection process can to the achievement of organizational goals (Pilbeam ... Show more content on
Helpwriting.net ...
'Introduced in the 1950s by Bray and his associates at AT&T as an alternative to highly
structured tests and unstructured interviews, assessment centres (Bray and Grant, 1966) have
enjoyed increasing acceptance among over 2,000 public and private sector organizations (Gangler et
al., 1987)'. Assessment centres allows for the observation of applicants in work related situations,
thereby allowing the employer to ascertain if the applicant has the required knowledge, skills and
abilities to perform the job. Psychometric testing is done at assessment centres. Assessment centres
use in human resource management extends to recruitment, selection, promotion and training and
development. Psychological testing is the process of using different techniques to ascertain an
applicant's knowledge, capabilities, behaviour and personality, these test should never be performed
in a vacuum (Armstrong, 2009). Psychometric testing is mainly used by larger organizations with
established human resource departments. Psychometric testing involves all forms of psychological
assessments, such as – attitude tests, intelligence tests, cognitive ability tests, personality tests. The
main outcomes of these tests are to measure personalities and abilities (Martin, Whiting and
Jackson, 2010). the effectiveness of assessment centres and psychometric testing: can they add value
to hr The assessment centre (AC) can be perceived as the

Analysis of Recruitment in an Organisation
RECRUITMENT
Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at
an organization or firm.
Recruitment is of the most crucial roles of the human resource professionals. The level of
performance of and organisation depends on the effectiveness of its recruitment function.
Organisations have developed and follow recruitment strategies to hire the best talent for their
organisation and to utilize their resources optimally. A successful recruitment strategy should be
well planned and practical to attract more and good talent to apply in the organisation.
The objective of the recruitment process is to obtain the number and quality of employees that can
be selected in order to help the ... Show more content on Helpwriting.net ...
As a token of appreciation, some employers offer an attractive cash incentive to those employees
who help the employer to find a suitable candidate through his reference.
Word–of–mouth referrals – This is obtained through friends, relatives and other known people. This
also helps to a large extent.
4. Screening and filtering
– This is one of the critical and time–consuming processes. The complete data base has to be
screened and the profiles which fit the relevant job description need to be filtered.
– Factors for filtering are age, background, experience, subject–knowledge, communication skills,
achievements in the past etc
– Possibilities are there that most matching profiles might be ignored by oversight, unfit profiles
might be filtered for lack of adequate knowledge. Hence, adequate care needs to be taken in this
process.
5. Interaction with candidates
– This is a step whereby the recruiter comes to know more about the candidate through direct
conversation through phone conversations, mail exchanges, and face–to–face discussions.
– This basically helps the recruiter to know about their strength & weakness, capability &
inability.
6. Arranging Interview
– After ensuring that the filtered profiles match the relevant job requirements and also the fact that
the concerned candidates are interested in attending the interview, the recruiter arranges for the first
round of technical

Selection And Development Of Talent Management
Selection and Development in Talent Management C4.12 Bellevue University Selection and
Development in Talent Management The shortage of skilled employees combined with tightening
budgets has left many organizations reassessing their talent management investments. Limited
resources and changes in the type of labor needed have left manufacturing firms with the difficult
choice of whether to invest in the development of internal talent or looking outside the firm. The
purpose of this paper is to present a theoretical analysis of the selection or develop of skilled trades
in a large manufacturing organization. War for Skilled Labor Wheeler (1998) suggests that
manufacturing organizations are moving to more advanced and sophisticated processes that require
a workforce with advanced skill sets. The successful recruitment and development of skilled labor is
imperative as technological advances and complex machinery becomes a necessity for
manufacturing companies to remain competitive (Thornhill, 2006). Michaels, Handfield–Jones, and
Axelrod (2001) propose that declining birth rates and earlier retirements could create a skills
shortage in critical areas. They refer to this trend as the impending "War for Talent." The aging
workforce continues to be a growing concern for organizations (Bloom, Canning, & Sevilla, 2003).
Thomas Calo (2008) has sent a call to action for HR professionals. He first warns of the effect the
retirement of baby boomers will have on

Recruitment Methods For Hiring The Best Qualified...
Recruitment refers to finding and hiring the best qualified candidate for a job opening, in a timely
and cost effective manner. It involves placing an ad to offering suitable candidates sufficient
information relating to the job.
There are two sources of Recruitments, they are as follows:
1. Internal Recruitment: this is when the business looks to fill the vacancy from within its existing
workforce.
2. External Recruitment: is when the business looks to fill the vacancy from any suitable applicant
outside the business.
Four recruitment methods are as follows:
1. In the press or media: examples include Newspapers, Radio and Television. Newspapers are one
of the most important methods of recruitment since it is mostly made up of ads and most persons
read it. Papers are published daily so new ad openings are placed every day. In addition, there a lot
of persons who listen to the radio while doing things. And commercials last about 30 seconds.
Television combines sound and moving images. It is one of the most expensive forms of advertising,
but on reaches a very wide audience. TV stations are used mostly to broadcast commercials
2. Online Websites: this method of recruitment is quite cheap, by providing companies a low cost
way to serve personalized ads across web and mobile interfaces. Online advertising relies heavily on
contextual and behavioral targeting to serve personalized ads to consumers. There are sites that
allow persons to create websites free of charge. A

Recruitment Plan
Recruitment Plan Recruitment Plan Recruitment and Selection Recruitment Plan defined: "A set of
activities and practices which organizations carry out to search for and hire potential employees to
fill their vacant job positions". Time Span The Need for Recruitment Planning The Purpose of
Developing an Organizational Recruitment Strategy Finding the right talent for the right job
positions at the right time. To ensure an efficient utilization of other organizational resources
(Financial, Physical, Informational, etc.) To ensure high productivity and superior performance in
the industry Achieving a Competitive Advantage in the industry through Human Resources Promote
Creativity and Innovation at the Workplace The Purpose of Developing an Organizational
Recruitment Strategy (Cont"¦) Keeping an eye on the Job Market and Competitors' strategies To
build a strong organizational culture Reorganize or recompose the existing workforce with more
skillful and talented individuals Improve Customer Experience Finding and removing the flaws in
existing recruitment and selection strategy Steps in developing a Recruitment Plan 1. Identify the
current human resource needs (New hiring, replacement, promotion, etc.) 2. Design job descriptions
(Required skills, experience, qualification, etc.) 3. Job Organization (Place of Posting, Tenure,
Compensation, etc.) 4. Job Announcement/Advertisement 5. Selection Board/Committee Steps in

Problems Faced By Hr Department For Selecting Employees...
Problems faced by HR department for selecting employees through social media in India
– MRES Research Proposal
– By Harsh Ravani
– Student NO– 2329071
Table of contents:
1– Topic identity
1.1– Research aim
1.2– Research objectives
2– Literature review (Background)
2.1 Creation of social media and its demand in the world
2.2 Companies that are using social media as tool for recruitment and selection of employees.
2.3 Which websites are used by these companies?
2.4 Important Phases of Recruitment and selection through social media.
2.5 Advantages of recruitment through social media
2.6 Challenges faced HR department to recruit and select through social media
2.7 Challenges faced by HR department in India
2.8 Summary
3– Research ... Show more content on Helpwriting.net ...
– To identify the strategy to overcome this challenges.
– To identify failures and success rate in recruiting and selection of employees.
– To identify which social websites they use to advertise their vacancy.
Background (Literature Review)
2.1
Creation of social media and its demand in the world.
"We enter a new world." ( O`Rielly, 2007). There is no harm to posit that since last few years' social
media has influenced globalisation. All changes taking place in the world involves Globalisation.
More and more changes in organisation, more competition, more marketing strategies, more trends,
more employees & employers. There has been vital need to acquire use of social media to recruit
and select employees in the company. An origin of IT revolution has influenced this new system of

recruitment and selection to a wider extent. In this competitive world firms are facing big challenges
but the solution is very less. These challenges have been identified as being talent shortages,
globalization, competition and technological improvement. (Johnson, 2000; Kronos, 2003; Simphal,
2004).
An origin of IT revolution has already replaced the traditional way of recruitment. In past days
before the invention of social websites the organization

Cipd Organization’s Approach to Both Attracting Talent and...
Activity 1
Introduction
In this report I will discuss factors that affect an organization's approach to both attracting talent and
recruitment and selection. My report will also include some recruitment methods and its advantages.
Benefits to the Organization of attracting and retaining a diverse workforce.
Currently, an increasing number of organizations are attempting to enhance inclusiveness of
underrepresented individuals through proactive efforts to manage their diversity. Recruiting is a
critical staffing activity for organizations, but its impact on the job seeker is poorly understood.
Much remains to be learned about individual differences in reactions to recruitment efforts.
Improve business performance
Research findings ... Show more content on Helpwriting.net ...
Political–social– legal environment
Government regulations that monitor and ensure diversity, equality and fairness have direct impact
on recruitment practices. Also, trade unions play important role in recruitment. This restricts
management freedom to select those individuals who it believes would be the best performers.
The benefits of 3 different recruitment methods
On–line job advertisement
A large number of audiences can be attracted through online job board. Finding the appropriate
candidates from a wide range of locations is much easier. Jobs are accessible 24 hours of the day, 7
days a week meaning candidates don't have wait till 9am Monday morning ring up and apply, this
also ensures higher response rate.
Recruitment agency
Recruitment agency can save time of the organizations by involving in the first step of recruitment
process. Agency will have access to the best and talented candidates available in the market. Once
organization develops a good relationship with recruitment agency future recruitment will run very
smoothly
Internal recruitment
Promoting internal candidates to take any new position will have positive impact on staff's morale.
Staffs feel that their hard work has been recognized and they are capable of taking new
responsibility.
The benefits of 3 different selection methods
Application Forms
This is most commonly used method to capture applicant's details of education, work history, other
interests. Application form

Factors Of Recruitment To Retain Competitive Advantage
Effective Recruitment to
Retain Competitive Advantage
*Dr.K.Rajam &**Ms.V.Sumathi
Abstract
InHumanResourceManagement, Recruitment plays a vital role for achieving their organisational
goals. It is a process to find or hire the employees and also includes the best and most qualified
employees with the introduction of the organisation. This process includes the analysis of
requirement activities such as specific job, Application received from the attracting persons,
Screening the applications as per our job specialisation and finally select the right person for the
right job. This paper describes about the Recruitment, Process, Factors affecting and Best Practices
in recruiting while selecting the employees.
Key words: Recruitment, Recruitment ... Show more content on Helpwriting.net ...
So while applying the recruitment processes the following best practices will be followed for getting
the best employees to the enterprises. Select skilled employees and give effective training to them.
Cordial relationship between the Hiring managers and Recruitment consultant. Innovate New
website for career opportunities offered by the organization Using updated technical tools and
services. The HR manager having good relationship among the employees Counter salvation of
stress management Maintain the automatic streamline of recruitment process Conclusion From the
above study, I conclude my recruitment process tells about the Right person for the Right Job. For
that, the organization must follow the above good working conditions along with the best pay band
to the employees will helps to achieve the organization goal. Best practices tools and technologies
will play a whitewall role for the firm achievements.
Recommendations
1. The Management must maintain the records related to the recruitment process every stage
2. The firm gets the feedback from the employees at regular

How Effective Recruiting Can Contribute An Organization...
Praharsh Vasavada
Goldey–Beacom College
Recruiting Talent
There are a number of factors that take place in order for the success of an organization. It is not
only the quality of the resources or the technology in the organization that counts, but the employees
and their valuable skills are also a huge contributing factor for its success. This essay will discuss,
how effective recruiting can contribute to an organizations success.
Recruiting is the first step in accomplishing a certain task. Due to the increase in global
competitiveness and increased flexibility in labor market, the importance of labor force planning in
every business is increasing. One of the most important parts on an organization's of Human
resource ... Show more content on Helpwriting.net ...
Recruitment establishes a linking between the job pursuers and employers. By which, it ensures the
employment of correct applicants at the correct place at the accurate time. Following the right
recruitment procedures and practices simplifies the selection of the appropriate applicants for the
organization.
One can suggest that recruitment plays a significant role in strategic human resource management as
it is during this process that the ability and qualities of potential employees are evaluated.
Recruitment refers to any practice or activity carried out by the organization with the prime purpose
of recognizing and drawing would–be employees. They can be sourced from internal or external
sources, direct applicants and recommendations, advertisements, public or private organizations,
electronic recruiting, or universities. Recruitment is the process that identifies as well as hires the
best–qualified applicants from inside or outside of an organization for job openings, in a most
appropriate and cost effective method.
According to Edwin B. Flippo, "Recruitment is the process of searching for the potential candidates
for employment and stimulating them to apply for job vacancies in the organization". Recruitment
comprises the activity that connects the job pursuers with hiring providers.
Recruitment is also a procedure of finding and drawing talented candidates for employment. The
procedure starts with looking for of new employees and ends

“How Can Companies in the Oil & Gas Industry in Azerbaijan...
In order to be more specific and focused, this study will focus on how companies in oil & gas
industry recruit and select their workforce. The question this study will attempt to answer is "how
can companies in the oil & gas industry in Azerbaijan improve their process of recruiting and
selecting their potential employees."
The OIL&GAS industry seems to be stuck in the past concerning their recruitment and selection
processes and therefore this research would be helpful to the industry. The author has held the need
to carry out a research that would lead to a change in the way they use recruitment. Secondly,
although there is considerable research already done about recruitment and selection, very little has
been done about the use in ... Show more content on Helpwriting.net ...
According to Wright et al (2011) recruitment and selection are part of the human resource practices
common within organizations in an effort to develop human capital, which is necessary for better
production. Numerous scholars have discussed the issue in different contexts. Pramila (2010)
discussed the issue of recruitment and selection in an Indian– based company. The article presents
effective recruitment practices, which are valuable for organizations. Among the identified practices
include internal recruitment, interviews, personality tests, employer references, succession planning,
and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an
improvement in their recruitment and selection. With information provided in this article, the
researcher is able to advance a thorough understanding of the different issues on improving
recruitment and selection processes within organizations.
In general, the different arguments from different scholars are critical in enhancing further
understanding of the issue of recruitment and selection. From the different arguments advanced in
this article a number of gaps are identified that foster the need for further research in this field of
study. The information derived from the respective scholarly works are also valuable in the sense
that they help the research answer some of the research questions for this study and identify

Human Resource: General Electrics and Samsung
1. The comparison between Samsung and GE in terms of staffing process The Recruitment and
Selection Process is one of the basic HR Processes. Recruitment and Selection are very sensitive as
many managers have a need to hire a new employee and these processes are always under a strict
monitoring from their side. The Recruitment and Selection Process must be simple and robust
enough to operate excellently in the moment of the insufficient number of candidates on the job
market. Also, the process must be also able to process a large number of candidates within given
time. The clearly defined Recruitment and Selection Process is a key to the success of any Human
Resources Department. To assess companies and to make a comparison regarding ... Show more
content on Helpwriting.net ...
Samsung mainly focuses on emphasizing the culture of unity based on collectivism, and when it
comes to GE, the strong sense of initiative and passion play an important role in building
organization culture disregarding the fact that which level of position employees are in based on
individualism. From the different value of staffing in terms of HRM practice from two companies, it
will be hard to select which one is more productive and attractive, but it is sure that the companies
have their unique ego to make employees fit into the organization's value and culture. 2. The
comparison between Samsung and GE in terms of compensation. The second different practice
between two companies is the value of compensation to which plays an important role in motivating
employees and achieving companies' goal. The most effective reward and compensation systems
align with objectives, outcome–based evaluations of employee performance. Each employee's
performance measurement should reflect the organization's business strategy and financial goals.
Compensation should also reflect the employee's performance level and his/her contributions to the
organization's success. Sometimes compensations from the wrong practices occurred by nepotism
and stereotypes, prevent organizations from achieving strategic goals. Hence, organizations need to
align their compensation and reward systems with performance and fair–based criteria to increase
productivity and to achieve

Attracting Talent and Recruitment, CIPD
Introduction
This paper sets out the proposed method for attracting talent and recruitment of a new HR Officer.
In order to ensure that there is a structured induction programme and handover period, it is
recommended that the recruitment process be set in motion in the near future.
Four Factors that will affect our talent planning
Budget
Forecasting
The amount of work that will be coming in i:e seasonal work for retailers
A company constantly should be forecasting to help prepare for changes in the marketplace.
Forecasting sales revenues, materials costs, personnel costs and overhead costs can help a company
plan for upcoming projects. Without accurate forecasting, it can be difficult to tell if the plan has any
chance of success, ... Show more content on Helpwriting.net ...
Other ways to attract applications include building links with local colleges/universities, working
with the jobcentre and holding open days.
Methods of Selection
Interview
Work sampling
Psychometric tests
Diversity
There is many benefits by employing diverse workforce, for instance:
– Strong brainstorming, creativity. People coming from many cultures can give many ideas and their
own experience from different backgrounds and cultures. The main advantage is that different
cultures uses different techniques in engineering, IT or in management.
– It gives a better reputation for the company. Organizations with high level of diverse workforce
are valued by foreign people e.g. Tesco, there is many people working from different cultures, who
can help the customers by communicating in their languages.
Recruitment agencies are effective recruitment tool.

Using recruitment agencies it reduces the time spend on looking for new candidates, they make sure
that candidates has right to work legally in the UK, they are doing also CRB checks. The
recruitment screening standard is also high.
– Internal recruitment. It is the cheapest and the fastest way of recruiting new candidate.
It gives the employer a clear vision of what experience, skills and attitude the recruit has got and
also potential candidate is strongly familiarized with the company already.
– Posting the job on the website. It

Recruitment And Selection At PPMS And Bain & Company Case...
Recruitment and selection at PPMS and Bain & Company are dramatically different as PPMS is a
much smaller company, while Bain & Company employs 6,000 consultants in 51 offices globally.
"We look for people that are excited about what we do. They are enthusiastic about tackling tough
problems for some of the most influential companies in the world. They get energy from working
with like–minded peers," explains Keith Bevans, a Bain & Company partner and head of the firm's
global consultant recruiting (Smith, 2014). Bain & Company understands the importance of
choosing the right candidate for the job which is why they utilizes "case interviews" in their hiring
process. Case interviews are tailored towards each interviewee and consist of a sample challenging
case scenario, where the potential applicant is tested on their thought process, problem solving
skills, communication skills and their coachability skills (Smith, 2014). Unlike PPMS, part of their
recruitment and selection process is choosing a unique blend of different cultures and perspectives
as they represent a diverse private sector of client base. Choosing to make diversity and inclusion a
priority in Bain & Companies' recruitment process is an advantage to individuals as he or she will
feel more comfortable and happy to work in such an environment. "Diversity spawns creativity and
innovation – two pragmatics yet critical components to our remarkable business success around the
globe. Diversity is reflected in our core values, our focus on extraordinary teams and in our
culture...," states Partner and Chief Talent Officer, Russ Hagey (Diversity and affinity, 2017).
Because PPMS is a much smaller company consisting of just one HR manager, PPMS's recruitment
plan begins with the help of employees via internal referrals as it is more cost efficient and faster. If
internal recruitment isn't successful in identifying key talent, then PPMS moves to external
recruitment and staffing agencies. PPMS also promotes heavily within the company to foster a
greater sense of loyalty, engagement, and satisfaction. Unlike Bain & Company, PPMS struggles to
foster an environment where diversity is priority. This shortcoming of a diverse culture can limit
unique

Essay On Human Resource Management
HUMAN RESOURCE MANAGEMENT:
RECRUITMENT AND SELECTION PROCESSES
BADLI SHAH MUHAMAD SALLEH 6091010491
AZWAN ISMAIL 6101025931
JUDE E. EDEIGBU 6093015151
MOHSEN ALI SALEH 6101025881
UNISEL GRADUATE SCHOOL OF MANAGEMENT (UGSM)
SEKOLAH SISWAZAH PENGURUSAN UNISEL
Table of Contents
1 PART 1: INTRODUCTION OF THE ORGANIZATION 4
2 PART 2 (a): ORGANIZATIONAL STRUCTURE 5 2.1 INITIAL ORGANIZATIONAL
STRUCTURE 5 2.2 CURRENT ORGANIZATIONAL STRUCTURE 6
3 PART 2 (b): HUMAN RESOURCE MANAGEMENT POLICIES [RECRUITMENT &
SELECTION] 8 3.1 RECRUITMENT PROCESSES 8 3.1.1 Human Resource Planning Process. 8
3.1.2 Identifying the Vacancy. 9 3.1.3 Need Assessment and Approval. 9 3.1.4 Job Analysis. 9 3.1.5
... Show more content on Helpwriting.net ...
Even though from the day one of XYZ Company established, the Human Resource personnel have
already played integral part in shaping the company towards becoming a reputable organization as it
is now, the team were small at first and reported only to Administration Department as depicted in
the diagram below.
At that juncture, the Administration Department had only 4 resources including the Administration
Manager. The roles and responsibilities of human resource personnel related are relatively small in
terms of scope of work. Besides, the company strength was less than 50 resources with less than 500
students enrolled.
However, as the company started to grow bigger and student population significantly increased,
XYZ Company realized that changes towards broad organizational structure were needed in order to
strengthen the entire organization.
CURRENT ORGANIZATIONAL STRUCTURE
Along the journey and due to the necessities to bring changes in the existing Organizational

Structure, therefore, XYZ Company made a decision to separate the Human Resource functions and
reporting structure from the Administration Department. Hence, Human Resource has become a
Departmental by its own as illustrated in the diagram shown below.
Currently, the Human Resource Department has approximately 40 resources from multiple levels
and heading by a General Manager of Human Resource Department. The entire human

Microsoft's Human Resource Management Strategy
Microsoft CORPORATION
HUMAN RESOURCE MANAGEMENT STRATEGY
EXECUTIVE SUMMARY
The Company Profile: Microsoft Corporation
Importance of Strategic Human Resource Management
Talent Management Strategies
Compensation and benefit packages for employees
Policies and practices for Labor relations management
Comparison with the Competitors
Conclusion
OBJECTIVES OF THE HRM STRATEGY
To design effective talent management strategies; including recruitment and selection, motivation
and retention, performance management, etc.
To design competitive salary and compensation packages and decide their major components.
Develop policies and procedures for building and managing strong labor relations.
Identifying the issues and challenges in strategic Human Resource Management.
Comparing and contrasting the HRM strategies and practices of Microsoft Corporation with those of
three other organizations in the same industry.
INTRODUCTION: MICROSOFT CORPORATION
History (Founded: 1975)
Key People (Bill Gates: Chairman)
Products and Services (Operating systems, servers, smart phones, games, and web services)
Location and Scale of Operations (worldwide)
Employees (94,000)
Competition (Google, IBM, Dell, HP, Yahoo, Apple, Oracle, etc.)
OUTLINE: HUMAN RESOURCE MANAGEMENT STRATEGY
Talent Management
Recruitment and Selection
Training and Development
Motivation and Retention
Leadership and Supervision
Compensation and Benefit packages
Labor Relations
Labor Unions
Peaceful

Cipd 3 Rto
Resourcing Talent RTO 3.
Activity 1
Produce a report of approximately 750 words, in which you identify and assess 4 factors that affect
an organisation's approach to both attracting talent and recruitment and selection. Identify and
explain 3 organisational benefits of attracting and retaining a diverse workforce. Describe 3 methods
of recruitment and 3 methods of selection.
1.1 Explain the organisational benefits of a diverse workforce.
Publisher Malcolm Forbes once said that 'diversity is the art of thinking independently together.'
Diversity is vital in today's workplace. Having a diverse workforce opens up a wealth of
possibilities and helps to encourage creativity and innovation.
Benefits include: * Positive company ... Show more content on Helpwriting.net ...
Some of the factors affecting recruitment are: * Supply and demand (external);
The availability of manpower or suitably qualified staff is an important factor in the recruitment
process and overall approach to talent planning. If the company has a demand for more
professionals / specialised staff and there is limited supply in the market, then the company may
have to depend upon internal sources by providing them special training and development programs.
This will in turn impact on retention for the company. The company may want to have a more
detailed retention policy if they have to invest heavily in staff. * Cost (Internal);
Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the
method of recruitment which will have the lowest cost impact to the organization for each candidate.
* Competitors (external);
The recruitment policies of the competitors also effect the recruitment of your own organizations. To
remain competitive, sometimes an organization may have to change their recruitment policy
according to the policies being followed by other competitors. The recruitment policy of an
organization details objectives of recruitment and provides a framework for recruitment. It may
mean new organizational systems or procedures need to be developed. * Size of the firm (Internal);
The size of the firm is a very important factor in recruitment process. If the organization is planning
to

Integrated Case Study: Kamar Integrated
Kamar Integrated is popularly known for their high textured clothing material. The company was
established five (5) years ago in Essex, a small county in London, England with just an average
population of over 200,000 people surrounded with a warm climate and mild vegetation good for the
cultivation of cotton. The company started as a private liability company on December 10th, 2011
with its headquarters on 12 miles drive, Carrington road. The founder and chairman, Amara Jasmine
believed in the creation of art through the manufacturing of beautiful and colorful textile. With just
over 100 staff presently working for Kamar Integrated the company has created its presence in the
textile market as own of the lead manufacturing companies in the ... Show more content on
Helpwriting.net ...
The relationship between satisfaction with Human resources practices, organizational career and job
commitment and turnover intention must be analyzed by an organization. As the chief executive
officer of the company, the search for highly skilled and qualified employees is scarce therefore
there is need to be able to sustain existing employees and getting an affective commitment from that
work force. In achieving this objective the company addressed four (4) Human resource policy areas
which are employee influence, human resource flow, reward system and work

CIBC Recruitment And Selection Process
Recruitment has gained a considerable amount of attention among the senior executive leadership
within CIBC especially in the last five years. There are a variety of factors at play however the main
ones that were reviewed through the process were stiff compensation for skilled talent, rising
compensation and the large number of upcoming retirees within the organization. CIBC had to
measure the present cost model of their recruitment and selection process within the Edmonton and
Calgary market. They decided to merge the two cities and have one main Talent Acquisition
Business Lead in order to maximize future worth to the organization. By restructuring the
recruitment process CIBC required the buy in of all the Banking Center Leaders (BCL's)

Resourcing Talent Assignment
Activity A (1000 words) 4 factors that affect an organization's approach to attracting talent | * The
type of talent they look to attract: I mean which competencies will be more suitable to the job they
want. * The sector which the organization is operating in. As some sectors are much easier to find
the talents than others. As sometimes so sectors got many employees working in than others for
instance, in Egypt, It is much easier to find talents in Tourism and hospitality sector than to find in
Nuclear energy sector! * Corporate culture and how they accept the new employees: As this a major
factor that would affect their approach; I mean to do it publicly so the employees know that the
company is hiring a new CEO or that should ... Show more content on Helpwriting.net ...
We need employ a senior staff member to manage the growing number increasing set of
responsibilities and functions at the First Nations Office. 2) Change in Business Objectives: Need
for diversity in terms of nationality is necessary to align with the trend of Emiratisation across
business sectors in the UAE. In this case, a Emirati national would be preferred as likely candidate
to fill this position. 3) Employee Exit: the person previously in charge running the overall office
services at the First Nations Office has been re–located to another branch in a different country. A
new team member is required to run the existing operation and ensure efficiency and control over
them and in case of additional functions. Job Description Position: Office Manager PURPOSE The
office Manager is responsible for organizing and coordinating office operations and procedures in
order to ensure organizational effectiveness and

Employee Recruitment and Selection
David Custer, Tim Grady, Perfecto Luna, Tiffany Servatius, Cinde Vongprachanh
HRM/531 Human Capital Management
November 14, 2012
Thomas (Skip) Wilkins
Employee recruitment and selection has become increasingly challenging in today's organizational
environments. Intense competition among employers demand that organizations continually develop
innovative recruitment tactics to identify, appeal to, and employ the best qualified people in their
respective industries. Furthermore, organizational success will weaken without the necessary talent
to accomplish goals and objectives; ... Show more content on Helpwriting.net ...
Orientation, Training, and Placement
The BOP orientation program is a 12–month probationary period and includes familiarity of
physical location, 200 hours of formal training requiring completion within one–year of
employment along with supervising and communication practices. Upon completion of the
orientation training, individuals are assigned to specific jobs (Federal Bureau of Prisons, Eligibility
& Pre–Employment Statements, n.d.).
Performance Management
The most effective step in ensuring success for both the organization, and the employee, is the
performance management system. Managers evaluate employees based on the employee's
performance level. Continual feedback and communication between the employee and manager will
establish an ongoing performance management system (Cascio, 2010). Correctional officer trainees
receive monthly evaluations that include 22 performance factors on a six–tier rating scale of
unacceptable, marginal, fully meet requirements, exceeds, excellent, and unknown (Federal Bureau
of Prisons, n.d.). To provide further clarity, Team C has developed a concept map of the correctional
officer recruitment and selection process (See Figure 1, Tables & Figures).

Conclusion
The rationale with the identified recruitment and selection process hinges on the absolute necessity
of clearly defining the intention to

letter of intent
Chapter I
THE PROBLEM AND ITS BACKGROUND
Introduction
People are integral part of any organization today. No organization can run without its human
resources. In today's highly complex and competitive situation, choice of right person at the right
place has far reaching implications for an organization's functioning. Employee well selected and
well placed would not only contribute to the efficient running of the organization but offer
significant potential for future replacement. This hiring is an important function. The process of
hiring begins with human resource planning (HRP) which helps to determine the number and type
of people on organization needs. Job analysis and job design enables to specify the task and duties
of jobs and ... Show more content on Helpwriting.net ...
It frequently forms an important part of the work of human resource managers – or designated
specialists within work organizations. However, and importantly, recruitment and selection
decisions are often for good reason taken by non–specialists, by the line managers. There is,
therefore, an important sense in which it is the responsibility of all managers, and where human
resource departments exist, it may be that HR managers play more of a supporting advisory role to
those people who will supervise or in other ways work with the new employee.
Human Resource Management is a vast term. It comprises of training, recruitment, discipline,
employment legislation, reward systems, development, selection, etc. Human resource management
believes in flexibility in completing a given task as suggested by Wilson (2005). The dynamic
process of inflow and outflow of people within any organization is to be matched with the
requirements of the organization in function and this is generally regarded as recruitment and
staffing. Recruitment and Selection is a crucial part of human resource management. The process of
selecting right candidate for a particular position is known as recruitment and selection. In 1999,
Rosenfeld et al. supported the fact that it is up to human resource according to the financial
conditions of the organization whether to pay more to an experienced new employee or to pay less
for

Essay on Resourcing talent
RESOURCING TALENT
CIPD ASSESSMENT
REPORT ON TALENT PLANNING
CONTENS
1. AIMS AND OBJECTIVES OF THIS REPORT 3
2. ATRACTING TALENT 3
2.1. 4 FACTORS THAT AFFECT AN ORGANISATION'S APPROACH TO ATRACTING
TALENT
2.2. CIPD POINT OF VIEW
3. A DIVERSE WORKFORCE 4
3.1. 3 ORGANISATION BENEFITS OF ATRACTING AND RETAINING A DIVERSE
WORKFORCE
3.2. CIPD POINT OF VIEW
4. RECRUITMENT AND SELECTION 5
4.1. 3 FACTORS THAT AFFECT AN ORGANISATION'S APPROACH TO RECRUITMENT
AND SELECTION
4.2. 3 DIFFERENT RECRUITMENT METHODS
4.3. 3 SELECTION METHODS
5. INDUCTION 8
5.1. PURPOSE OF INDUCTION
5.2. HOW DOES INDUCTION BENEFIT INDIVIDUALS AND ORGANISATIONS
5.3. ... Show more content on Helpwriting.net ...
There are many advantages of a diverse workforce:
WIDENS THE RECRUITMENT POOL – ACAS points out that the working generation is getting
older therefore people from different cultural & ethnic backgrounds are entering the workforce.
REDUCES LABOUR TURNOVER – looking at the UK labour market in the last 10 years, foreign
workers are more motivated to work for lower salaries than people living permanently in the UK.
They tend to stay in a job for long mainly due to their financial commitment to families living
abroad.
GIVES GOOD CORPORATE REPUTATION and this helps to attract talent. Organizations with
high level of diverse workforce are valued by many people e.g. large supermarkets by having a
diverse workforce on the shop floor help international customers to communicate with staff in their

own languages.
Other benefits of a diverse workforce include: it's a key to fostering new ways of thinking, opens up
a wealth of possibilities and helps to encourage creativity and foster innovation, gives bias–free
people policies and working practices, helps to develop new products and practices, opens up new
markets and provides due diligence against discrimination

Recruitment Procedure in Hr
"A Study On Recruitment Procedure Followed In Fresenius Medical Care (India) Pvt Ltd." Chapter
– I Introduction 1.1. Human Resource Management: Human Resource Management is the
management of an organizations work force or Human Resource. It is responsible for attraction,
selection, training and assement, rewarding of employee while, also overseeing organizational
leadership and culture ensuring with employee and labour laws. The function was initially
dominated by transactional work such as payroll and benefits administration but due to
globalization, company consolidation, technological advancement and further research. Now Human
Resource ... Show more content on Helpwriting.net ...
The prospective candidates are called for the interview and ask to fill the recruitment request form
which contains their basic details like Name, Father's Name, Date of Birth, Address, Academic
Qualification, Professional Qualification, Experience etc... Anticipation and Planning: One of the
major tasks of human resource includes anticipation and planning for future needs. They should plan
for future unexpectancies also. In case of any un–expectancies like employees disablement,
retirement, illness etc... those places need to be filled by existing or new employees and in case of
surplus they should be equally distributed to the need areas and in case of shortage they should be
made balanced either by recruiting or replacement. Sources: The Company follows both internal and
external sources. Under internal source they prefer employee referral method where the existing
employee refers their friends or relatives to the job and will be provided with some benefits. And in
external source they go for private employment search firms (consultancies) and sometimes walk in
interviews too. Interview Flow: Recruitment follows HR planning and goes hand in hand with
selection process by which organizations evaluate the suitability of candidates. Once the source is
been decided,

• Explain Two Employment Procedures
1. Explain two employment procedures (whether discussed in SCO Ch. 7–8 or not) that you have
been a part of (either as an applicant or in making hiring decisions). What pros and cons do you see
for both of the procedures you describe?
I'm going to discuss technology and the role it plays amongst recruiting and selection procedures.
Technology has changed the process of HR recruitment and selection of applicants significantly and
will continue to do so. Chapter 7 and 8 does not cover technology; however, I would argue that
technology is a game changer when it comes to recruitment and selection. The reason I'm discussing
technology is because I'm assisting with recruitment and the biggest challenge is our ability to
expand our recruitment pool, since our technology resources are currently limited. Large
organizations ... Show more content on Helpwriting.net ...
Overall, it seems as though ATS enhances value to the recruiting and selection process.
When it comes to the procedures of selection, I would argue technology is limited. Technology can
implement assessments, and test: knowledge, skills and abilities, however, the primary deciding
factor should be an interview, which is commonly done face–to–face. There are exceptions were
technology does play a role, such as it can be used to conduct an interview remote, e.g., hirevue,
skype, et cetera. Nevertheless, it is human judgement organizing and making an expert decision on
whether to hire.
The recruitment procedures and selections procedures are integrated and rely on numerous steps.
Today's HR is rapidly changing and technology is impacting our recruitment and selection abilities.
What are some of your experiences regarding technology being used for recruitment and selection?
If you use an ATS, do you think it impacts recruitment and selection? I would greatly appreciate any

Human Resource Management
Table of content 1.0 Introduction The term human resource management (HRM) refers to the design
and application of formal systems in an organization to ensure the effective and efficient use of
human talent to accomplish organizational goals (Robert, L. M. & John, H. J., 2002). This system
includes activities undertaken to attract, develop, and maintain an effective workforce. Managers
have to play an active role in recruiting and selecting the right employees, developing effective
training programs, or creating appropriate performance appraisal systems. Today, more than ever,
strategic decisions are related to human resource consideration. In many companies, especially those
that rely more on employee information, creativity, ... Show more content on Helpwriting.net ...
3.1 Finding the right people Finding the right people to fit the current situation rather than beyond
their current level of job duties. Underlying the organization's effort to attract employees is a
matching model. With the matching model, the organization and the individual attempt to match the
needs, interests, and value that they offer each other (James, G. M. & Herbert, A. S., 1958). For
example, a large manufacturer can only need those possess know–how ability, and can observe their
regulations, they don't need a high education person, as for an engineer who would thrive working
for the software developer might feel stymied and unhappy working for a large manufacturer. Both
the company and the employee are interested in finding a good match. 4.0 The benefits of training
employees A well–trained, multiskilled workforce is essential to economic survival. Moreover many
employees now look to the company they work for to provide them with growth and learning
opportunities to improve their employability (Garger, E. M., 1999). Research shows that
investments in human resources are a potential source of competitive advantage and have a positive
relationship with share market performance and profits (Huselid, M., Jackson, S. E. & Schuler, R.
S., 1997). Then, let's explore the benefits of effective

Cedar Park Furniture Company
Talent management is the integrated and systematic process of attracting, engaging and retaining
key employees and potential organizational leaders. The main objective of the talent management is
employee performance evaluation.
Cedar Park Furniture Company should pay sufficient attention to their talent management strategy
and practice for following reasons.
Human resource is the one of the most important productivity factor in the organization. Therefore
organization need to utilize the other productivity factors of land, capital and entrepreneur.
Therefore utilizing the human resource or labor is a vital factor for the organization. Because,
satisfying the organizational internal and external customers are more difficult, if they become ...
Show more content on Helpwriting.net ...
Job design focus about the job requirements of employees. Therefore they need to have skill,
knowledge and ability to perform the job. And talent management strategy and practice help for the
selection process to emphasis on performance result evaluation
Job analysis
Job analysis mention about how fare employee suit with the job. Therefore talent management
strategy and practice most important to job analysis. When analysis of the job organization can
identify three types of performance level as follows;
i. Expect Level ii. Potential Level iii. Current Level
After identify these level, organization can identify whether the employee are in expected level or
performing at the potential level. Therefore talent management strategy and practice help to identify
the gap between the performance levels. As a result of identify the gap, management can provide
training and development to employees to achieve expect level. And it help for management to
evaluate, analysis, develop and manage the current performance levels and, to mentor the employees
to reach the carrier lander. As a conclusion, above mentioned

Human Resource Management and Selection Process
A PROJECT REPORT ON Recruitment and Selection BY PARABJEET SINGH Vth Semester
ACKNOWLEDGEMENT The joy of ingenuity!!! This is doubtlessly what this project is about.
Before getting to brass tacks of things. I would like ... Show more content on Helpwriting.net ...
This expanded their IT business and subsequently invented the first Indian 8086 chip. Since 1992,
Wipro began to grow its roots off shore in United States and by2000 Wipro Ltd ADRs were listed on
the New York Stock Exchange. With over 25 years in the Information Technology business, Wipro
Technologies is the largest outsourced R & D Services provider and one of the pioneers in the
remote delivery of IT services. Being a global provider of consulting, IT Services, outsourced
R&D, infrastructure outsourcing and business process services, we deliver technology–driven
business solutions that meet the strategic objectives of our Global 2000 customers. Wipro today
employs 96,000 people in over 50 countries. A career at Wipro means to learn and grow
continuously, opportunities to work on the latest technologies alongside the finest minds in the
industry, competitive salaries, stock options and excellent benefits. Wipro IT Business, a division of
Wipro Limited (NYSE:WIT), is amongst the largest global IT services, BPO and Product
Engineering companies. In addition to the IT business, Wipro also has leadership

Into The Hornet 's Nest ( Case No. 3 Question No
Into the hornet's nest (Case no. 3 Question no. 3)
You are Don. You have decided that, some of your sales agents aren't a good match with their jobs.
You decide to recruit new sales agents. Clearly outline your recruitment strategy and provide a
rationale. Include the selection tools you would use, and why you selected those tools.
Issue:
As a Site Director Of Kingman Corporation's Paradise Springs site, Don had seen that they haven't
been successful selling Television programming upgrades. It is clear from the case that Don would
want employees with high excitement levels and enthusiasm to match the job standards as a
salesperson and candidates who are more adept at selling the required programs. Keeping in mind
current ... Show more content on Helpwriting.net ...
As per Jeff's studies, some of the performance problems were due to the sales agent's behavior the
current employees complained about lack of appreciation, no job satisfaction, that the managers
don't keep realistic goals, found that past boss did better job. Taking all of the above into
consideration, Don has to implement recruitment and selection strategy, which is smart and long
term for hiring new sales agents along with the manager Ryan and the Human Resource department
of the corporation. Don should build the strategy with care and attention to detail.
Recruitment: It is the process of identifying and attempting to attract candidate who are capable of
filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)
Laying the groundwork for recruitment:
Some key questions to consider before formulating the strategy:
1) How to hire and retain top performers?
2) Do we need to make changes in the job description, which was used earlier for the job?
3) What skills are required to do the job successfully?
4) How will the training process be and effectively help each one of my new people to achieve
greater success?
5) How to turn talent into performance?
Recruitment strategy

Customer service studies show that when something goes right, customers give credit to the
individual employee dealing with the problem; when something goes wrong, customers usually
blame the organization itself. This fact makes it crucial for any

Report on Talent Planning in Organisations
Human Resources Management Resourcing Talent Activity 1 " Report on Talent Planning in
Organisations " Factors that affect an organizations approach to attracting talent Companies are
offering attractive packages for educated and talented people who have interest it the role with in the
company for example: * Pension – private pensions schames with in the company , retirement
programs * Flexi time of work – where employee can chose when he is able to work once the work
load is done by dead line time, giving opportunity for work life balance * Learning opportunities–
the company gives ability to learn and develop skills PDP plan and also offering courses, or finance
degree programs for employees in order to ... Show more content on Helpwriting.net ...
* Presentation– In assessing presentations, it is important to have decided on the criteria against
which each candidate will be marked. How the person communicates with the panel and gets their
points across, as well as how they interact with the members of the panel. Purpose of induction and
how they benefit individuals and organisations It is process of bringing, introducing, familiarising a
new recruit into the oraginsation. This program familiarises the new employee about the culture,
accepted practices and performance standards of the organization. Induction training is very
essential for any company because it helps an individual or new recruit to grow within a company
and motivates him. New employee is more confidence. During induction new recruit gets to know
about the organisation's employment philosophy, physical work environment, employee's rights,
employee's responsibilities, organisation, culture and values and also with key business processes.
Induction program should include all the aspects of the organisation and present for the awareness of
the new employee. Like emergency procedures, facilities, safety issues, right's of the employee,
what to be paid, no harassment, equal opportunity, grievance procedures, employee responsibilities,
times, conduct standards, job function, dress requirements, organisational structure, what it does,
how they fit in, who is their Manager, the functions of different

Teaching And Working Philosophies Shared Among Staff

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