CURRENT POLICIES AND PRACTICES
In order to maintain a competitive edge and consistently reduce staffing issues, many companies have turned to alternative methods of staffing. As companies continue to ‘change with the times’, so do their staffing needs. Therefore, the traditional hiring of a full time employee is not the only option. Companies have turned to more effective ways of getting the job done. They are using outside sources to recruit employees.
United Healthcares hiring practices will be utilized in this report to identify the ways in which a company fills its open positions. First there is the process of finding external candidates for a position. The company uses a variety of sources to recruit these candidates:
· Newspaper advertisements
· Employment Agencies
· Search firms
· Staffing agencies
· Internet
· Employee referrals
· Networking
· America's Job Bank
On occasion Untied may have the need for a contracted or temporary employee. It is important that It is understood that, “ contract services personnel, independent contractors, or vendors, are employees of companies under contract to United Health Group, not employees of United Health Group. The needs of the business may require that we use contract services personnel fo...
In this essay, the author
- Explains that united health staffs use traditional college recruiting and employee referrals, but sophisticated outlets have proven to be just as successful.
- Opines that companies today continue to staff according to their ever-changing needs. if it doesn't make sense to hire fifty employees to perform a job that twenty-five can handle then why do it?
- Opines that staffing policies need to be reviewed and revamped on a consistent basis to ensure that they agree with the companies present needs.
- Explains hagerthy, m., the flexible organization and the portable executive, san diego business journal, august 25, 1997.
- Explains how companies have turned to alternative methods of staffing in order to maintain a competitive edge and consistently reduce employee issues.
- Explains that contract services personnel, independent contractors, or vendors, are employees of companies under contract to united health group.
- Explains that united healthcare's staffing policies are similar to those of many other organizations. they explain how downsizing and centralizing a particular function is cost effective and revenue-generating.
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- Recruitment And Staffing Essayexplanatory essayOrganization, Recruiting and Staffing The word organization is a substance consists of multiple people, such as a comity or an agency that has a collective goal and is attached to an outsider environment. Recruitment is the main effect of human resource management. Recruitment means the whole process of attracting, choosing and nominates the suitable candidates for jobs among the organization. It can also refer to handle concerned in selecting an individual’s for outstanding situation, such as unpaid roles or voluntary trainee roles.
In this essay, the author
- Explains that organization is a substance consisting of multiple people. recruitment is the main effect of human resource management.
- Explains that task analysis is the analysis of how a task is finished, including psychological activities and manual activities, element durations and assignment, task rate and task distribution. it appears from investigate in applied action decomposition.
- Explains that job analysis determines the detail of a job in terms of activity participate and job requirements or property requires fulfilling the activity. the disintegrator needs to know what the major task of the job were, how were they carried out, and the indispensable of human quality.
- Explains top-down and bottom-up strategies are the info of knowledge ordering and processing, which used in a breed of area which includes management and organization, software, humanistic and scientific theory.
- Explains that every restaurant is organized nicely so that the restaurant functions are performed. this includes human resource management, bar service, food and beverage purchasing, accounting and auditing, marketing and sales, promotion, public relations and advertising, and foodservice.
- Explains the key words in staffing the restaurant: recruitment, pre-employment testing, interviewing, selection, employment, placement, orientation, and training.
- Explains that technology has changed our life effectively, but also in most industries. back of the house technology includes financial reporting, product management systems for purchasing, human resources, food and beverage cost percentages, menu management, managing inventories, and controlling labor.
- Explains that front of the house technology is manipulate about human factors engineering and point of sale system (pos system).
- Explains that restaurant technology has advanced to the stress where a restaurant can recollect and keep guests consultation for menu items, wines, tables and also servers. other advances include wireless surveys, internet booking, suggested and splitting tip amounts, guest checks, user friendly websites and high internet access.
1145 wordsRead More - Staffing at a Hospitalexplanatory essayNo matter the breath or the depth of an organization, it will always have the inherent need for human resources. It is safe to say that without work force, no organization in the world would exist. Recognizing not only the need for people, but also more importantly, the need for skilled, efficient and loyal employees has been a key turning point in defining the role of the Human Resource professional. However, some of the most important and challenging functions of human resource professionals are directly related to the recruitment, selection, training, and appraisal of the organization's employees or potential employee. It is up to the human resource manager or management team to create a process and methodologies in recruiting, training, and appraising its staff in such a way that it is congruent with the values, vision, and culture of the organization.
In this essay, the author
- Opines that without work force, no organization would exist. recognizing the need for people and efficient and loyal employees has been a key turning point in defining the role of the human resource professional.
- Opines that medical laboratory professionals work in all areas of a clinical laboratory, providing invaluable information to assist physicians in preventing, diagnosing, and treating of disease.
- Explains that staffing a 200-bed hospital with experienced phlebotomists is challenging for human resource in the effort to make their organization into high-performance work system.
- Explains that phlebotomists must have a high school diploma, some health care experience, problem solving skills, work well under pressure, communicate well, set high standards, and are fascinated by science.
- Explains that the training for the phlebotomist will be a ten-week program with six hours of classroom time per day.
- Explains that medical laboratory professionals work in hospitals, clinics, doctors' offices, research, technical, sales, and reference labs in both private and public sectors.
784 wordsRead More - Temporary workersexplanatory essayThe use of contingent workers is on the rise. The U.S. Bureau of Labor Statistics defines contingent workers as anyone who "does not have an explicit or implicit contract for long-term employment" (Phillips & Gully, 2011 pg 51). This definition includes independent contractors, freelancers, consultants, and temporary workers who may or not work for an agency. In the past 50 years, temporary workers have been crucial to many businesses, and their role in business is growing. Companies must recognize potential problems and concerns brought about by employing temporary workers, and adjust their approach to staffing.
In this essay, the author
- Explains that the u.s. bureau of labor statistics defines contingent workers as anyone who does not have an explicit or implicit contract for long-term employment.
- Explains the use of contingent workers as a cost-cutting measure. temporary staffing firms emerged in the 1960s to supply clerical and secretarial jobs.
- Explains that the shaky economic situation of the past decade has increased the preference to utilize a contingent workforce. staffing agencies supply over 11 million temporary and contract employees every year.
- Explains that sarah wonnell is the director of human resources for ostrow, reisin, berk, & abrams, ltd.
- Explains that choosing to use a contingent workforce is strategic staffing decision. organizations need to determine which jobs are best suited for core workers and which are better for contingent staff.
- Explains that temps are often seen as assets, not investments, which can lead to an us-versus-them mentality between permanent and temporary employees. low quality of contingent workers reflect poorly on the company.
- Explains the difference between temp agency workers and traditional candidates: many temps are unemployed and ready to move quickly into a new position.
- Opines that companies must forecast where, when, and why contingent workers are needed before hiring them. orba offers a facility tour and staff introductions as part of its two days of training.
- Explains that employee referrals can be more consistent than temp agencies, and referral bonuses cost less than agency fees. temp agencies should be sure to ask behavioral and situational questions of all recruits.
- Explains how hr departments should consider whether to hire temp workers directly or through an agency, based on the affordable care act.
2534 wordsRead More - Riordan Manufacturing Staffing Strategies Paperargumentative essayIntroduction Founded in 1991, Riordan Manufacturing, Inc. is an industry leader in the field of plastic injection molding. With a current total workforce around three hundred employees and a turnover rate that increased from 3.7% in 2002 to 8.8% in 2004, it is obvious that Riordan's three recruiting team members are very busy. This paper will evaluate the staffing strategies currently used by Riordan's recruiters for efficiency and legal compliance. In addition, the paper will consider what staffing needs Riordan may have in the future to determine if their current strategies can be used or if they will need to evolve based on the growth of the company. Riordan Introduction
In this essay, the author
- Explains that riordan manufacturing, inc. is an industry leader in the field of plastic injection molding. the paper will evaluate the staffing strategies currently used by its recruiters for efficiency and legal compliance.
- Explains that riordan's management team realizes that their most important asset is their employees, and hr’s proactive approach to recruiting the best and brightest candidates will help to provide future leaders for the company.
- Analyzes every position within the company and establishes future needs based on retirement age of the incumbent and future growth impacts.
- Analyzes the diversity of the positions within each occupational group. although the company does not have an affirmative action plan, it would be prudent to establish the fact that diversity helps grow.
- Recommends developing a mentor program by selecting and training veterans of the company and pairing them with protégés that are company fast-trackers.
- Explains the use of the established job analysis on file to develop job postings for internal and external candidates.
- Explains the importance of establishing relationships with the employment contacts with colleges within the area to establish communications of company job needs.
- Recommends developing newspaper articles detailing future job openings, including company benefits and adding educational reimbursement for certain situations.
- Recommends conducting a background check immediately after accepting an applicant that there is an interest in.
- Explains how to narrow the candidate pool to three candidates and submit names to department heads for final selection.
- Explains that the process above provides the steps needed to recruit proactively which will better serve the company now and as they grow.
- Explains that riordan's strategy for recruitment is specific in determining the current and future staffing needs. the company follows employment laws and regulations and makes the workplace an equal employment workplace.
- Explains that riordan has a formal job-posting process to inform employees of openings and identify qualified and interested applicants who might not otherwise be known to the hiring manager.
- Explains that riordan has the intuitive market presence and forethought to project its business models and industry presence forward with a solid workforce.
1572 wordsRead More - HCRC Staffing Case Studyexplanatory essayDr. Brian Torchin is a chiropractor practitioner, recruiter and entrepreneur. He established the company HCRC Staffing, a business that matches professionals in the medical field with hospitals and clinics looking for competent individuals to fulfill the essential roles in their workforce.
In this essay, the author
- Introduces dr. brian torchin, a chiropractor practitioner, recruiter, and entrepreneur. he established hcrc staffing, which matches medical professionals with hospitals and clinics looking for competent individuals to fulfill the essential roles in their workforce.
- Explains that after studying at the university of delaware, brian enrolled in new york chiropractic college where he obtained a doctorate in chiropractor.
- Narrates how torchin acquired a license and board certified chiropractor after finishing school and opened his private practice in philadelphia, pennsylvania.
- Describes brian torchin's idea to create a staffing company to provide the proper help for medical offices and hospitals.
- Explains that the health care facilities receive the benefits of screened and qualified staff that are the perfect fit within their personnel structure. brian can send employees in a short time frame, usually within four days.
- Explains that brian torchin's business model is a win-win situation, with more than 200 clients nationwide. other countries outside the u.s. such as asia, canada and europe have taken advantage of his services.
298 wordsRead More - A Critical Analysis Of Mcdonald's Human Resource Management Strategyexplanatory essayFirstly, we will look at Human Resource planning which “is a process through which employers anticipate and meet their needs for staff” (Boddy, 2014). Typically, the starting point of such process centres on identifying and filling gaps in the organisation. While finding new recruits is one option of such strategy, reconfiguring existing resources could be another, furthering the bond between employer and valued employee by offering internal promotions or introducing new policies on flexible
In this essay, the author
- Analyzes the impact of hrm strategy at mcdonald's corporation on the perception that the company only offers short-term and seasonal jobs without potential for growth and personal development.
- Explains that the concept of human resource management started in the early 1980s to grow into an important consideration of corporate strategy. although no single definition of hrm exists, the emphasis of all theoretical models has been on:
- Explains the importance of ensuring people are committed to their job and organisation, leading to job satisfaction and increased performance.
- Opines that hrm strategy may be more about teasing out the implicit people factors inherent in the plans, rather than summarizing their explicit "people" content.
- Explains the common themes that lie behind the achievement of other plans and strategies, which have not been fully identified before.
- Explains the co-ordination of approaches to pay and grading across the organisation to create alignment and potential unequal pay claims.
- Describes the grading and remuneration system which is seen as fair and giving proper reward for contributions made.
- Explains that a consistent performance management framework is designed to meet the needs of all sectors of the organisation including its people.
- Explains that career development frameworks aim at equipping employees with "employability" so that they can cope with increasingly frequent changes in employer and employment patterns.
- Explains hrm and employment practice being developed in other organisations, such as new flexible work practices.
- Explains the importance of a comprehensive human resource management strategy in the achievement of an organisation's overall strategic objectives.
- Describes the fundamental underlying issues that must be addressed by any organisation or business if its people are to be motivated, committed and operate effectively.
- Explains that the hrm strategy will need to show that careful planning of people issues will make it substantially easier for the organisation to achieve its wider strategic and operational goals.
- Explains that mcdonald's is a good candidate for reviewing the influence of hrm strategies on wider organisational strategy because they employ over 91,000 people in the uk alone.
- Explains that mcdonald's believes that the success of the restaurants and the company is achieved through the people it employs.
1309 wordsRead More - Flexible Staffing Arrangementsanalytical essayFlexible Staffing Arrangements Options for flexible work schedules--once nonexistent--have become a reality, with benefits for workers and employees alike. Job sharing, compressed work weeks, reduced hours, work at home, and flextime have provided employees with the means to realize a better balance between work and family and an opportunity to engage simultaneously in more than one endeavor, e.g., school and work, two careers, and work and leisure. They can also lead to economic and emotional stress and to limited opportunities for professional growth. This Digest examines flexible work options, including the characteristics of workers who select them, the organizations that offer them, and the influence they have on worker satisfaction, performance, productivity, and career progression. Flexible Staffing Arrangements Over the years, employers have established employment arrangements with workers that include working in shifts, on "temporary" assignments, in a part-time capacity, and through independent contract work.
In this essay, the author
- Explains that flexible work schedules have become a reality, with benefits for workers and employees alike. job sharing, compressed work weeks, reduced hours, work at home, and flextime have provided employees with the means to realize better balance between work and family.
- Defines part-time workers as those who work less than a 40-hour week either by choice or because it is the only alternative available to them.
- Explains tolliver, c., "the payback from part time." hr focus 74, no. 12 (december 1997): 1, 3-4.
- Explains that employers have established employment arrangements with workers that include working in shifts, on "temporary" assignments, in a part-time capacity, and through independent contract work.
- Explains that part-timers are less likely to have advanced degrees than full-time workers. job sharing and flextime are the most popular work options in the united states.
- Explains that flexible work options are affected by a variety of factors, including union and government pressure and workplace demographic changes.
- Explains that companies are adopting new practices to facilitate employees' career development and growth, such as ernst & young and new england electric. the key to realizing staffing and scheduling options that provide traditional benefits is high skills.
- Analyzes how free-lance workers may get full-timers' benefits.
2106 wordsRead More - The Pros And Cons Of The Recruitment Processexplanatory essayRecruiting is very major as the labor market continues to grow and change. Recruiting is the concept that targets on exploring potential before it is needed. In the recruitment process businesses will get better progress if the recruitment advertisements details all requirements, skills, qualities, and desired skills that the candidate will need to join to company. Recruitment also brings new ideas, perspectives, and a variety of different diversities. When a business recruitment team have an effective ad and chooses an applicant well, everything else will fall into place. With the recruitment system in full effect this means that the new hires will complete all job tasks and assignments to the fullest. The Human Resource recruitment team will earn and gain much respect from the workforce, higher mass production, and much confidence with finding good applicants for those companies that jobs positions need filled. More
In this essay, the author
- Explains that recruiting is the concept that targets on exploring potential before it is needed. businesses will get better progress if the recruitment advertisements details all requirements, skills, qualities, and desired skills.
- Opines that the supreme nursing care ad is bright, shows personality, and detail all the necessary information for individuals to apply.
- Explains that the eeoc prohibits neutral employment policies and practices that have disproportionately negative effects on applicants or employees of a particular race, color, religion, sex, or national origin.
- Explains that the laws are enforced by the eeoc because it is illegal for businesses to ask those questions that are not in the future employee’s interest.
716 wordsRead More - Operational Plan For Australian Hardware Companyopinion essayUnlike many other companies’ creative recruitment strategy will be created for this company as well. The recruitment strategy further compromises of induction policies and also staff development training programmes (Roberts, 2016). The strategies for the companies are
In this essay, the author
- Opines that effective time management strategies will be adopted for implementing all of the above strategies in effective and efficient way.
- Explains that the company investment is based on the profit generated in last year's so the budget of the project will be defined after annual report is published which defines the annual revenue of this company.
- Explains that unlike many other companies, a creative recruitment strategy will be created for this company as well. the strategy compromises induction policies and staff development training programmes.
- Opines that it is important to acquire physical resources or services, meeting the ceo of the company and the staff members to get their services in this project. different it programmes and software’s of different companies to make the product better than them.
- Explains how basic policies will be adopted for protecting the intellectual property, such as educating the team on the basis of trademarks, copyrights and patents.
- Opines that it's important to know how software programmes can be developed in effective way which can make them different from the competitors.
- Opines that it is important to know what it engineers say about this project and consultation with the ceo for knowing what he is basically demanding for.
- Explains that kpi is the technique of measuring the performance that tells the progress towards the desirable outcome. it is included to get an objective way to check if the strategy is working or not.
- Explains that companies use contingency plans for preparing something bad which could affect the ability of organization. this will be written before implementing the operational plan.
- Explains that recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates and actively searching the profiles of each candidate.
- Predicts that australian hardware will be leading the hardware and home improvement market in australia within five years and gain large market share and revenue.
753 wordsRead More - The Disadvantages Of Internal Recruitinganalytical essayAccording to the Saratoga Institute, the average cost of internal recruitment is less than external recruitment by 1.7 times, $8,676 compare with $15,008 (Schawbel, 2012). The second advantage is the ability to asset the workers more accurately since the organization already has information about them. For instance, Shaw Group Inc., an engineering company, is working on a management system that stores a great deal of database, which can “track workers’ skill and experience” of its 27,000 employees (Silverman & Weber, 2012). Many big corporations view internal recruiting as a strategic management that completely utilizes the current manpower. Various great companies and industries, such as Cisco, use Talent Connection for employees to create profiles when applying for a new position. Internal recruiting is a way to gain talents by minimizing the cost but still having more reliable sources in evaluating job performance. Thus, organizations will achieve great outcomes, such as efficiency and productivity by employing
In this essay, the author
- Explains the process of internal recruitment, which starts with an in-depth policy, a job posting system, and interviews conducted by the human resource department.
- Explains that internal recruiting is introduced to allow employers to use the available personnel to work on a certain project.
- Explains that internal recruiting reduces recruiting costs and asset workers more accurately since the organization already has information about them. big corporations view internal recruitment as a strategic management that utilizes the current manpower.
- Argues that internal recruiting has several drawbacks, such as inability to find new potential outsiders if a company keeps filling open positions with current employees.
- Explains that internal recruitment has existed long in the bible. peter chooses the disciple inside the organization instead of recruiting new external individual.
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