The plant uses both internal and external recruiting. Lima plant has 80% of their foremen coming from internal promotions where they promote their employees. Another 4% of their foremen are recruited by transferring other employees from other plants. The advantages of recruiting internally are that it increases the motivation for current employees and both employees and employers know each other well. The company can then save up cost from giving orientations to the employees, but on the other hand, requires training expenses to provide education on new job tasks. Recruiting internally also limits the pool of candidates that the employers can choose from, which makes it hard for the employers to decide whom to choose from. Another problem of …show more content…
This test measures the verbal comprehension and the reasoning ability of the applicants. Verbal comprehensions test the understanding of the employees on written and spoken language while the reasoning ability test the ability of applicants to come up with solutions under certain situations. Since that this test measures a candidate’s capability in a certain area, therefore, it is valid if it is job related. Lima plant also carries out the personality tests that examine the applicant’s extroversion, emotional stability and conscientiousness. Extroversion determines how social, talkative, and friendly the applicant is. Emotional stability test on the other hand, display how secure, calm and confidence that person could be. Lastly, the conscientiousness measures the ability of the applicants to be goal oriented, planning ahead and organized. The next step after selecting potential applicants is to provide orientation and training to introduce them to the new working environment and also educating them in specific job behaviors. Lima plant only provided employees with informal orientation, and that might only include what is expected from them in the job, their roles and position, and the company culture. The employees weren’t provided any formal training on how their jobs should be, therefore, no training processes are conducted. The reason for the lack of training provided in the company is due …show more content…
This is explained through the overburdened job tasks given to the foremen under a low-leveled position but the pay is less than it is supposed to be. The internal equity of the company is seen unfair because the pay among all jobs in the company, foremen aren’t paid equally based on their job values. External equity on the other hand, the wages of foremen in Lima plant has a lead pay level policy when compared to other companies of the same job. This pay level cost more towards the company and employers need to either promote or give them more responsibilities. The lack of promotions available leads to the increase of burden towards the foremen, and somehow, overburdened them. Lima plant also recognizes individual equity that looks at the fairness of doing the same job based on seniority. Seniority is a good motivation for employees to remain in the company but it gives raises to employees even if they have low performance. The company does follow the Fair Labor Standards Act of 1938 specifically in the overtime category as they provide overtime pay for employees that worked passed the regular working
During hiring process, employers use a wide variety of tests to choose the best candidate for their company. These tests are used to eliminate candidates that are not fit for the company. The personality test, is one of many that is being used in many organizations as a means of making a hiring decision. It has been studied that personality traits predict success in job performance. Having the ability to judge the candidate before hiring can ultimately forecast how fit the employee is for the company. Personality tests uses conscientiousness, openness, extraversion, agreeableness, and emotionally stable as predictors of job performance. Companies want to know what type of personality traits you have before hiring, for the reason that bad hiring
Introduce an orientation/induction program for welcoming new employees to the workplace, addressing clear explanations of the organisation’s vision and mission statements, and ensuring employees gain a thorough understanding of the organisation’s history, policy and procedures. An orientation/induction plan that’s well-structured reduces the initial anxiety all new employees feel when they begin a new role, and assist new employees to adapt quickly and experience a smooth transition into the organisation (Robbins et al. 2012, p. 166).
There is a low commitment from top management regarding employment equity, which results sometimes only in lip service from said management about the need thereof but in reality nothing happens.
According to Rue and Byars (2010), “orientation is not a one-time obligation, but an ongoing process” (p. 207). Training of employees can also be defined by this statement. Having an effective orientation and training plan is essential to the success of new employees and the organization as a whole. Ineffective training and orientation creates dissatisfaction with new employees which reduces morale and increases turnover (Giangreco, Sebastiano, & Peccei, 2009). The first step to successful entry of the new employee is planning the orientation.
This method also empowered the employees giving them an opportunity to increase their skill levels and an opportuni...
There are many advantages of internal recruitment. It is more cost effective for the organisation, it gives existing employees opportunities to advance their careers therefore retaining staff, the employer will also know the staff member and can use their strengths and weaknesses effectively with minimal training. However, there is also disadvantages. For example, it limits the amount of applications that can be received for...
“Equity considerations play a major role not only in the evolution of distributive systems but all in the emergence of supporting ideologies and the processes through which distributive systems are challenged and replaced” (Cook,K.S., & Parcel, T.L. 1997, p.2). Therefore, when the employees are rewarded for their work they will most likely work harder to restore the balance of equity. Whereas if an employee is under rewarded the employee will most likely do the opposite and not work as hard. The ongoing issue at Engstrom Auto Mirror Plant was that the employees were being under- rewarded and not appreciated by upper management, which lead to low productivity that severely impacted the companies
Knowledge can be achieved either through the justification of a true belief or for the substantive externalist, through a “natural or law like connection between the truth of what is believed and the person’s belief” (P.135). Suppose a man named George was implanted with a chip at birth, which causes him to utter the time in a rare Russian dialect. His girlfriend Irina, who happens to speak the same Russian dialect, realizes that every time she taps his shoulder, he tells her the time and he is always right. She knows that he is right because she checks her watch. Because she thinks this is cute, she never tells him what it is that he is saying. One day, Irina’s watch breaks but instead of getting it fixed, she just taps George on the shoulder whenever she needs to ask for the time.
Proper training is essential to an effective recruitment process. Marianne Collins, HR Manager for exempt employees, is already aware of the issues that can arise from ineffective or insufficient training. Among the issues experienced is a lack of concern for the security of applicant materials, lack of knowledge regarding the positions available, untimely processes, deficiency of knowledge about the hiring processes, legal infractions, an absence of professionalism in interviewing, and a failure to communicate the timeline for recruitment and hiring.
Internal and external labor market is the method, reasoning, and source I would use to recruit and retain employees. Company’s present employees are included in the internal labor market whereas; outside candidates for employment are included in the external labor market. Job availability posted in a visible workplace board internally As an representative of human Resources I would be as descriptive as possible using accurate job analysis information about the open position. The information will tell about the company’s working employees and the information used to initiate a change possible in the position for qualified persons. New college graduate can often start a job in a corporation at a low level of pay, until they gain experience. After
le when assessing intelligence, interest in the job applied for, motivation and personality. The producers of such tests have stated that they are accurate and completely unbiased. They are supposed to be particularly good at assessment of personality. For example, they can show if a candidate would work well in a team or would be more effective working alone. The following of theses tests are of the following: · performance tests · knowledge tests · aptitude tests · intelligence tests · personality tests Assessment centers tests Job applications are subjected to a wide range of assessments over a whole day or two.
...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.
By understanding the organizational needs not individual, development of the training process begins. This requires identification of critical skills need for the organization to maintain competitiveness and remain successful. By placing the future needs of the organization in perspective, the next step in the development process consists of evaluating the current workforce and establishing how the existing skills knowledge and abilities fit into organizational goals. Through engagement, explanation and expectation everyone knows up front what standards are expected, individuals are involved in the decision making process that affects them and explanation provides a forum for understanding final decisions providing clarification of penalty for failure. (AIU Online, 2006)
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)
Some of the disadvantages hiring externally if good candidates are not chosen it can cause a bad outcome. Also internal candidates can be mad if they have ineffectively made the promotion. Another disadvantage is that it times time to train and training cost more money. Some of the dis advantages of hiring internally are that the company does not get any new experiences or ideas. Also this makes people in the workplace have rivalries which are not good for a company. This can also distract employees from doing their current tasks and