Jack Welch (January 29, 2007), famous former CEO of GE, advises fighting against using your gut when making hiring decisions. It is the responsibility of company to hire correctly. A bad hire not only impacts the company, it jeopardizes the new hire’s finances, security, family life and health. It is a big step to take on a new job and can sometimes be traumatic. It is a process that must be taken seriously by the hiring company. ABC, Inc. is a company on the verge of tremendous growth that relies on the success of key projects. They are in a bind, because they have more projects than they have project managers. They have a pool of resourceful staff that could be groomed to be Project Managers and eager to be trained. ABC, Inc. is interested in developing a Project Management training program and will hire instructors for it. They will create a quality standard for the instructor position. Hiring standards align recruiting with ABC, Inc.’s business strategy. Leaders will be held accountable to the standard. Interviewers will be trained in the investigative skills necessary to determine whether a candidate meets the standard. ABC, Inc. understands that developing and enforcing a hiring standard is critical to success.
Miller (n/d) summarizes hiring well in two steps. First, one must understand the requirements of the job, including the human skills and traits necessary to be a successful trainer at ABC, Inc. The hiring manager defines the job opening, description, and ideal candidate attributes (Hiring Well, 2009). What qualities are found in good instructors? What qualities are found in good project managers? Formal education would be helpful, but not necessary as project management is a practice. One may learn...
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...rtunity to be reassigned or groomed into the position. Developing hiring standards and enforcing it is critical to a company’s success. ABC, Inc. understands that when corporate strategy underpins their hiring standards for the Project Management training program, the benefits are better project managers and more successful projects in the long run.
References
Hiring well. (2009). Fairfield County Business Journal, 48(21), S28. Retrieved from https://search-ebscohost-com.csuglobal.idm.oclc.org/login.aspx?direct=true&db=bwh&AN=41141681&site=ehost-live
Miller, W. (n/d). Developing hiring standards for better hires. Ezine @rticles.com Retrieved from
Welch, J., & Welch, S. (2007). Hiring Wrong--and Right. Businessweek, (4019), 102. Retrieved from https://search-ebscohost-com.csuglobal.idm.oclc.org/login.aspx?direct=true&db=buh&AN=23762567&site=ehost-live
A fundamental aspect of the implementation of the Six Sigma theory is the project manager. The existence of a project manager significantly increases the financial returns and project success of Six Sigma projects (Marzagão & Carvalho, 2016, p.1516). Thus, the project manager helps implement and enforce cost cutting measures, in addition ensuring the projects meet the organization’s goals. Marzagão and Carvalho also note that in addition to a strong understanding of Six Sigma, a project manager also needs important leadership qualities, specifically teambuilding and interpersonal skills (2016, p, 1516). Consequentially, Six Sigma influences the hiring process of an organization since the human resource department should seek out employees that possess these
In “They’re Watching You at Work”, Don Peck argues for the use of big data and people analytics in the hiring process. He provides solid examples, evidence and reasoning to justify his claims that these new hiring practices improve the hiring process. He points out the inefficiencies of the traditional hiring methods – biases, high rates of attrition etc. – and shows in each case how new hiring practices can improve upon the old ones. His argument for using big data and people analytics in the hiring process is convincing and well supported; however, he does not discuss with the same depth the counter arguments against his claims, such as the intrinsic benefits of the traditional hiring process and unintended side-effects on society. His failure
"First, Break All the Rules: What the World's Greatest Managers Do Differently” was written by Marcus Buckingham and Court Coffman. It’s based on in-depth interviews by the Gallup organization of over 80,000 managers in over 400 companies to help managers as well as talented employees who have the potential and plan on eventually becoming great managers. The book is mainly branched into "four keys" that are vital to proclaim the potential and perplexity of human resource development in organizations of all sizes. These keys consider the capacity of a manager to select the optimum personnel based on talents, results, strengths, and fit. It’s an excellent book that turns the conventional wisdom about managing people upside down and provides great insight on how to assess the performance of an organization in general.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
Resources, D. H. (2013, November 19). Recruitment and Selection Policy. Retrieved from The University Of Sydney: http://sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2011/120&RendNum=0
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.
Values come in handy when trying to solve problems. There are at least two ways to solve problems; one is to just take a stab without consideration of background forces. The other is to analyze before acting. Analysis starts with descriptions of past and current states and ends with prescriptions of how to make positive changes. Value is obtained by moving from descriptions through predictions to prescriptions (Fitz-enz & II, 2014). A recruiter with the values to help his judgment of solving problems to the best of the firm is an asset. Competence being the ability of an individual to do a job properly is a very important aspect of being an excellent recruiter, as he needs to know the who to hire and who not to and why. Competencies can provide a structured model that can be used to integrate management practices throughout the organization and align their recruiting, performance management, training and development and rewards practices to reinforce key behaviors that the organization values. To emphasise excellent and effective recruitment practices are to monitor and reward their effective recruitment behaviour and end results. Rewards can be tied with performance
The hiring process required to build a high performing team should consider race, gender and experience mix. Diversity, if all milestones or test...
Recruitment questions for large operational startups include, what are the jobs, how is the employment market today, what is our competition locally providing, how can we get the best talent and finally how to do we retain them. The challenge for the Borgata was multi-faceted, a tight labor market in the surrounding area, a small local population of 40,517 of which only 63% where capable of working and the need for 5000 workers to staff the hotel in short time. (US Census Bureau. 2012). To compound the challenge the quality expectation was high, the “best of best” was required. Once applicants were enticed to apply and applications were received, the question became how do quickly identify the candidates to a manageable qualified number? How do we ensure the interview time is appropriate and effective for unto a hundred different job descriptions? To begin this monumental task of recruiting applicants, screening quickly for the appropriate criteria research must be conducted. Development of strategic hiring plans, tasks assigned to appropriate individuals and accurately executed with a c...
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
Selection is an integral part of every organizations functioning, as it is the process by which suitable individuals are chosen, from a pool of applicants, of whom HR officers predict will most successfully perform within their job, as set out in the job description and person specification [Torrington, et al., 2002: 188]. While the duration and method of the selection process is versatile and may vary depending on the type of job and type of organization, there tends to be a common 5 stage process by which individuals are chosen. Using current HR models and economic theory on job description and person specification, this essay will examine the main characteristics of the selection process and how these are applied in organizations, such as “Lloyds TSB,” “ScottishPower,” and “Enterprise Rent-A-Car.”
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
It is becoming difficult for the company to hire more and more people and retain the best and the brightest of them.
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
Management training is also a vital step in the development of the manager. In contrast to management education, management training can be focused solely on the goals and visions the organization wishes to enforce in their managers. It is stated in the textbook that, “Organizations frequently design their own courses and seminars as one way to develop their managers. Such courses have the advantage of being tailored to the specific issues, skills, and individual attributes to the organization and its managers.” (Werner & DeSimone, Pg. 460).