Lack of in-person interviews makes communications reliant solely on verbal cues. According to glassdoor.com, a website that rates companies via anonymous input from employees and candidates the human resource department doesn’t always tell interviewees of the outcome. Eventually they just assume they didn’t get the job. Even if the candidates land the job they sometimes turn it down because it took such a long time to get an offer, and have been hired by competitors (glassdoor inc., 2011). The employment process at my company is not the most pleasant for candidates as well as hiring managers.
When it comes to hiring the new employees, companies tend to choose experienced professionals. On the other hand, many companies are not willing to waste their time and money on training of the young minds. From the first day of the performance, they find it irrational to waste their resources on the development of the new personnel as long as they can hire a professional able to start bringing the
Company mergers, acquisitions, reorganization, hostile takeovers, and just going out of business can happen regardless of tenure, or years of service. Individuals who lack a degree will find themselves at a disadvantage if ever unemployed or looking for a promotion. With a growing rate of unemployment, and need for skilled labor, employers are more selective in their choice of potential candidates and may overlook a qualified individual for one that possesses a degree. Although this practice may seem unjust or short sighted, it happens everyday. How an individual accepts this reality and positions themselves for future marketability is the focus of this argument.
So, you need to ask yourself if you’ll be easy to manage or if you’ll try as much as you can to circumvent or undermine your manager's authority. 5. Monetary concerns Can the company afford you? This is actually the commonest concern for most employers because it makes absolutely no sense for them to hire someone they can’t afford. Therefore, it’s highly acclaimed that you should check if the job is compatible with your salary history or if the benefits package meets your expectations.
Excessive turnover and absenteeism normally will result in the organization paying additional cost to recruit and train new employees which can and normally will impact the company bottom-line. The problem with many companies today is the inability to recognize that job satisfaction is directly related to their bottom-line and therefore, do not place job satisfaction as one of its urgent administrative priority. This issue is based on organizational failure to recognize the substantial advantages an organization could realize by making an effort to influencing employees’ outlook. When an organization has content employees, they are more inclined to be productive and committed to work and their employers. It is imperative that organizations establish a work environment that entice, inspire and retain the best people which in turn will be beneficial for organization.
Harrison Barnes, founder and CEO of The Employment Research Institute, explains,“‘Employer hopping’ is taken into account by employers assessing your qualifications. Having moved several times in a short timespan can, in fact, impact your ability to get a job because it leads employers to question your loyalty and long-term commitment to what you do,” (Barnes 1). Switching jobs quickly is not something that looks good to an employer. Say you work at a job that you hate for six weeks, you have put up with the job for as long as you can. You quit and go in search for for a new job.
All the employers would have to do is hire more help so they do not wear out their staff. Hiring more help would be simple, but an exceptional management team needs to interview potential employees looking for the staff that will stick around and not call off every other week. Continuing to hire staff with poor work ethic will just continue the never ending cycle of overworked employees. Over working the staff would just make the workers miserable and not want to continue working at that facility. Employees who are overworked will tend to resent the facility and decide to quit and find a “better” place to work, but their all the same in the policies for being mandated.
An employer appoints his employees after detailed investigation and speculation about the applicant’s qualifications, achievements, work experience, etc. Neither would a businessman would want his employees to be under qualified for the job nor incapable to live up to the job’s expectations. However, in today’s world, the level of competition has made it difficult for an employee to always get what he may deserve or want. Thus, there is always dissatisfaction among the non-appointed employees. When employees do not get jobs pertaining to their ... ... middle of paper ... ...anagement Tips.
Mark 's dilemma is that every day he sees some of his best employees who continue to work hard but on the other hand there are some employees who are unproductive and some who do not even show up for the work day. The company 's attendance shows that employees are not motivated to come to work to receive pay for the hours given for a particular day. Nevertheless, Mark is questioning if he should allot a pay increase to all employees, to no one or selecting the deserving employees. Either way, he knows that there will be a consequence in any outcome but he must choose an effective distribution plan before a new year begins.
Another viewpoint can be added to this in terms of organizational ethics. At workplace you may be ethical, but you may be called upon to do th... ... middle of paper ... ...assigned task by the given date and so more task was given to me to help them. But why only me, was because the team leader found out that the other three software engineers were not competent enough and being a critical project he cannot give them such tasks before any further training were given to them. Also due to shortage of time he cannot give them training right now. And why team lead always went on time because he always has to attend a conference call with the client regarding the deliverables.