A vital factor in organizational structures is to have a strategy for training employees. Arrow Electronics, with their initial sprout program, targeted an audience with valid credentials, however, their failure was due to flaws in their planning. The training program can only function correctly if the recruiting process in place is efficient and reliable. The training program should provide clear goals for the employee and welcome feedback from them. Employees should be involved in decision making and recognized as a valuable resource for the company.
Recruitment is an important tool in the selection process for any company looking to hire the best. The old program targeted freshly graduated college kids and Arrow did this to upgrade the professionalism of their salesforce. However, the program encountered many problems due to lack of skills specific to each location and the insecurity of old employees, stemming from new recruits holding stronger credentials. Arrow should screen new recruits because it is more profitable when the stakes are higher and small differences in talent can lead to large differences in productivity such as in sales. Developing and implementing multiple screening is an effective strategy in order to sort applicants, from the low skilled applicants compared to the high skilled applicants. A common misconception when recruiting is judging an applicant’s behavior as true or a façade to acquire the position. With multiple phases of screening, it will signal applicants that have high confidence in their abilities to strive for the position and repel those who do not.
Screening should be done to stymy adverse selection, which arises due to asymmetric information between parties. To mitigate this problem, Arrow ...
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...lls into the trainees; however, these acquired skills will be applicable solely to Arrow because they are learnt them through real life situations.
Secondly, new employees won’t be seen as a threat to veteran employees, instead they will create competition and motivate the entire workforce to work harder to increase productivity. This is accredited to the equality of opportunities created by continuous evaluations performed on employees to distinguish between those prepared for larger responsibilities and those who are not. Furthermore, the majority of the training will be completed by previous employees, which will reinforce Arrows promise to creating opportunities and remaining loyal to veteran employees. In conclusion, the new training program assures employees a higher compensation, equal opportunities and practical knowledge to achieve Arrows goals.
The next step in the recruitment process involves attracting the potential employees, using various methods.
There are several steps in the selection process at Zappos. Initially applicants need to fill out an application online on the company’s website. Then, the first step in the process is a phone interview with potential employees. Applicants will be asked a series of questions by a recruiter on their skills and experience. After the phone interview about half of the applicants will be selected for a second interview. The second interview is in a room with a bunch of televisions, where potential employees will be asked various questions about Zappos core values. For instance, recruiters will ask questions to find out if candidates are enthusiastic and dedicated to learning. In the third step of the process Zappos will bring potential employees to the company’ organization. In this step an HR director will test to see if the potential employees is impolite or polite to the shuttle bus drive. If a potential employee is impolite to the driver, they will be rejected from being hired. The fourth step requires candidates to do a replica of a newspaper and to identify how many images it contains. This step test out how astute candidates are because by reading the headline, candidates will be able to find out the answer right away. In the fifth step, recruiters observe how candidates interact with other individual. For instance, the recruiter will accompany potential employees to lunch. If the potential employee is sociable with individuals, they will be a good cultural fit. This is the last step in Zappos recruitment process and approximately one-tenth of candidates will be offered a job position.
This method also empowered the employees giving them an opportunity to increase their skill levels and an opportuni...
RFS knew up front that one of the largest obstacles was the fact that hiring processes varied from property to property, yet were eager to learn how to employ the right people and how to motivate those individuals. In planning, RFS wanted to include the “face-to-face employee input” with regard to hiring, training, and motivation.
The University of Queensland Recruitment and Selection Manual. (n.d.). Retrieved from The University Of Queensland Australia: http://www.uq.edu.au/shared/resources/personnel/recruitment/RecruitmentandSelectionManual.pdf
Increased competition has set the bar so high as far as service and product quality is concerned; this has therefore made it mandatory for organizations and business to train their employees to keep up with the current technologies, methods of production and service production (Muller, 2009). Businesses performance today significantly depend on how well the product or service is; this can only be achieved when a business or organization has well trained, motivated and satisfied (Muller, 2009).
In order for a company to succeed they must have the executives, supervisors, secretaries, and finally the employees. But in the beginning there must be some training. We will discuss the basics of a prosperous (word choice?) way to teach each new employee about the company that they are applying for in addition to making sure that once they leave there are informed and that there are no unanswered questions. Finally they will understand that if they come aboard to this company what a value they can add and that there is an open-door policy so that they can feel comfortable in their workplace.
...during the training program towards the growth in productivity, profitability and levels of personal customer care in the company.
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
The purpose of selection is to match people to work. It is the most important element in any organization’s management of people simply because it is not possible to optimize the effectiveness of human resources, by whatever method, if there is a less than adequate match. One o...
Some global companies, will put great emphasis on the process of selecting and orienting new recruits for the different field for example executive leadership and front line sales. However, there are a lots of pitfalls that many organization include Lush would fall into when making recruitment and selection.
Once the process of recruiting has developed a pool of job seekers, the next step in the process of human resource management is to decide who is the best qualified for the position. Processing an applicant for a position needs a series of steps and divergent firms will have different processes for selection. Most organizations will judge the applicant through a series of devices, such as app...
A very important part of operating a successful organization is ensuring that the employees are effectively trained. Employees that aren’t properly trained, especially in a service organization, can have a negative effect on the customers’ experience. It pays off for employers to spend the time and money on training their employees. In the article titled Importance of Employee Training: 6 Reasons Why It Saves You Money, the author, Brian Benton, says “Employees who feel inadequate, underachieving, or unsupported are unhappy. They aren’t satisfied in their work, which will cause them to underperform, make mistakes, and not care about their work product. That costs the business in lost time and money.” (Benton, 2014). This paper will illustrate
An organization has the continuous challenge to maximize profit, value the customer, and realize growth for the company. The hard part of this process is finding and maintaining the right employees to reach this goal. Implementing some training program to improve some area of customer service is better then none at all. Training is the tool that can assist that goal and lead to overall quality improvement for the company, it's structure, and customer satisfaction. Training a workforce to the highest standards will improve product quality, decrease employee anxiety, increase performance, and ultimately give focus to the customer.
Train employees for new skills. Today, every company does not specialize for one area of business or producing one product. The company should produce multiple products or change to other products. For example; Instead, AT&D employees produce auto parts, they can built another things such as a computer hardware, electronic devices, solar, furniture, airplanes, cellphones and other high- tech tools. To do these jobs, they need to have a training. The AT&D should take some time off to provide a training to AT&D employees. AT & D also provided some funding to training the