Recruitment depends on the recruiter’s ability to understand the organization’s requirement. If the recruiter is someone from outside, it is normal to not to recognize the business’s necessities. This is a human nature to consider self first. With this attitude some recruiters are more focused to close the deal, doesn’t matter if they have obtained the right ones or not. Rather than finding the best one for the open position, they try to get the job done with the ones who were acquired through the traditional, non-engaging, and fast to complete recruitment process. But this can be a cause of the organization’s poor productivity. Because, with efficient people comes efficient results/ outcomes. If the employer is considering the efficiency as a second priority then the business is increasing cost, as inefficiency itself is a costly thing. So the mindset of a recruiter should be hiring the best not the mediocre. To find the best, more efforts are needed. It won’t work if the hirer keeps thinking about finishing the task as soon as possible. At the same time, the employer also needs to...
The United States Navy Recruiting Command (NRC) consists of 26 Navy Recruiting Districts (NRDs) spread out throughout the Continental United States. One of the largest Recruiting Districts is NRD San Diego, which consists of 55 recruiting stations spread out throughout San Diego, Riverside, Orange County, Las Vegas, Nevada, and Yuma Arizona. The obvious mission is to recruit men and women to join the United States Navy. According to NRC webpage (2015), their mission is to “recruit the best men and women for America's Navy to accomplish today's missions and meet tomorrow's challenges” (pr. 1), Obviously, NRD San Diego shares the same mission, but there are different set of unique challenges, which trickle up from each recruiting station. Having completed a three year recruiting tour assigned to one of the local San Diego area
White Feather Corporation (WFC) is a consumer products company that employs approximately 3,400 that has developed a college recruitment strategy. WFC human resources (HR) department determined that there was a need for 40 new college graduate hires. Marianne Collins a ten year employee of WFC was promoted to the human resources department and tasked with beginning the new college graduate recruitment effort. The first year that recruiting efforts were completed on campuses, resulted in dismal results that only met 37.5% of the college hiring goal or fifteen of forty needed employees.
Introduction When an assignment or task is given, prioritizing and time-management skills will be able to follow through to ensure the completion in a time frame that is satisfactory to the requestor. In this case study, one will read about the problems that have arisen with poor time management skills and the results. One will also read the alternatives, possible solutions, and the recommendations to avoid errors in the workplace. Background Carl Robins employed by ABC, Inc, as a Campus Recruiter states that after six months, he was able to recruit 15 new hires. However, there were several errors that were made from the beginning of his recruitment, which is the reason why he sought a resolution to the situation.
When reading the book The Goal written by Eliyahu Goldratt, there were many lessons that I learned in order to have a clear and concise understanding of a positive level of productivity in a company. To have a positive level of productivity there are may components that are taken into consideration. Understanding what it actually means to be productive and how to increase the level of productivity by knowing the actual goal of the company that is trying to be reached and the components that go into the process of being productive. There are many factors that contribute to the level of productivity and being able to identify these factors is the key ingredient to having a successful level of productivity.
Hire the right people first time around for profiles and reduce the risk of bad hires.
Productivity is key in any organizational business performance. Higher productivity generally creates a higher chance for a business to perform. Lower employee productivity affects the business performance.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
Employees perform productive behaviors by engaging in behavior that contributes positively to organizational goals and objectives (Britt & Jex, 2008, para 2). Organizations intend for employees to adapt to behaviors that will positively increase the functioning of the agency. This is done through proper training and efficient skills to complete significant roles. Positive long-term effects result from productive employee behaviors. Employees who contribute to the organization help ease financial burdens and strengthen job performances. The goal for most organizations is to have numerous employees perform duties that require little or no excess supervision. New employees train to self-sustain in an organization through strong leadership and staff recognition. The act of being productive relates with performance and a person’s effectiveness on-the-job. Workers achieving a great deal in a short amount of time are known as efficient workers. ...
...s, many future problems can be reduced and hence help in improving the organization profits. Therefore, we can see that filtering the employees’ recruiting process is essential. Because good employees can bring up a good organization, at the same time good organization generate good profit and able to produce good GDP to our country as well and hence we can hedge against budget deficit that which will eventually lead to debt crisis.
Besides poor communication, the recent studies (Hedges, 2014) also mentioned that lack of resources for poor performance is one of causes. When employees work in the companies, they want to get the rewards and recognition for their contributions. If it does not occur, employees doing mediocre task are getting alike approach as powerful performers, it is common to just switch off and do your task on the autopilot. Organizations that do not handle performance problems bring down the average for
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
The value chain in the world of Human Resources starts with the financial team working with the business to form a budgeted headcount. This budgeted headcount is disseminated to the Talent Acquisition team which can begin to work with the marketing team or analytics team, if necessary, to create a marketing campaign to find the best and brightest talent on the market. The moment the position is posted, is really when the art of recruiting starts to take place. The entire process from when the applicant either applies to the job posting or is sought out to when they have their first thirty days is the time frame that is observed for the candidate’s customer experience. This customer experience for our now internal customer is what is going to create the ‘new’ Comcast to attain our new value chain of a better customer experience for our external customers. By hiring the best and the brightest into our organization will only make every aspect of the business better. By hiring the best engineers we will be able to continue making new technologies that will continue the success we have had as a company to be the trend-setters and leading innovators in our space. By hiring the best in the world of marketing, finance, and operations will provide us the same outcome as
If an organization wasn’t producing to its potential and needed improvement, then hiring externally would allow an organization to maximize any outside talent, skills or even fill positions of weakness necessary (Rue, Ibrahim, & Byars, 2016, p. 122). The talent pool of potential candidates is far greater than can be found internally and can reduce costs that can come from having to develop internally (Rue, Ibrahim, & Byars, 2016, p. 122). With the hiring of external sources new talent, skills, ideas, visions, perspectives can benefit an organization greatly (Rue, Ibrahim, & Byars, 2016, p. 122). Hiring externally can be more effective in regard to not only cost, but also time wise, especially if there are no individuals qualified at the time to promote or replace (Rue, Ibrahim, & Byars, 2016, p. 122). Also, decreased production and inconsistency can play a role in an organizations decision to recruit externally (Rue, Ibrahim, & Byars, 2016, p.
If Companies fail in hiring talent workforce for the company, it may lead to horrible consequences because other companies may exceed them in the strategic human resource management. For human resource managers, the major is to retain and develop employees strategically. Nowadays, many researchers have realized that it is more useful to focus on staff retention factors rather than working on the reason why they leave.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)