Found in the case study entitled, Promotion from Within at Citrus Glen, is a staffing process concern. The Citrus Glen Company, based in Florida, is a juice producer that supplies orange and grapefruit to food processors, grocery stores, convenience stores and restaurants in the United States. With rapid growth over the last few years, the HR vice president, Mandarine “Mandy” Pamplemousse, has been worried about how to staff the ever-expanding array of positions for Citrus Glen. Her concern is how to hire and promote enough individuals who are qualified for the needed positions. When Mandy is trying to staff internally, she uses a contractor based in Charlotte, NC called, Staffing Systems International (SSI). When positions become available that are appropriate to staff internally, she sends a group of candidates for the position to SSI to participate in the assessment center. The candidates are in the assessment process for three days. Mandy receives the results with recommendations, a few days after …show more content…
The reexamination should start with a formal look at the SSI assessment center results and recommendations. The evaluation should review all of SSI’s results to determine the reliability (Heneman, Judge, & Kammeyer-Mueller, 2015, pp. 327-335) and validity of each (Heneman, Judge, & Kammeyer-Mueller, 2015, pp. 336-348). Mandy should take the information shared by her brother-in-law as the leading factors in the evaluation of the SSI results. Furthermore, interviews with the candidates that went through the program should be conducted to obtain details of the assessment process and their perspectives of the assessment. This will give an inside look into how the assessment is handled and the candidates takeaways from it. Mandy should consult with SSI on their process of evaluations in the assessment center, and request a written report of the complete process from start to
In 1864, Nemislo Guillot brought the first bat and baseball to Cuba. The island quickly adopted the sport and everyone became eager about creating a team. Nemislo Guillot with the help of his brothers, created the first baseball team called, Habana Base Ball Club in 1868. In 1878 the Cuban League was founded and consisted of three teams, Almendares, Habana and Matanzas. Today, baseball has become one of the most popular and played sport in Cuba. Due to the fact that baseball is already a well-known sport in Cuba, Rawlings should have no trouble entering this market.
formal application for an assessment. If social services know that they may need services, they
I will be using two assessment tools when conducting the final evaluation assignment, the SETT and the WATI. Before making any AT decisions it’s important that the IEP team collect initial data using a systematic and multidimensional approach (Marino, 2006).
Journal of Promotion Management, 2010, 16, 3,411-427.
However, due in part to these acquisitions, the Wallace Group faces several problems. The first issue relates to their hiring process and how they choose who to promote. Instead of hiring qualified employees with the proper expertise, they focus more on cutting costs, therefore hiring non-qualified employees. One example of this process is, instead of creating a management development program for training and recruitment of new management, they just promote within. However, they promote technicians to management positions without the proper training, because it's cheaper to do that.
Callaway Golf Company began to take form in 1983, after Ely Reeves Callaway Jr. sold Callaway Vineyard and Winery for a $9 million dollar profit. Shortly after the sell of the winery, Callaway ventured in to the golf equipment industry and bought 50 percent of Hickory Stick USA. Callaway knew from the very beginning that this company’s profits were limited as long as the product line wasn’t changing. “Callaway noticed that most golf equipment had changed very little since the 1920s and believed that , due to the difficulty of the game of golf, recreational golfers would be willing to invest in high-tech, premium-priced clubs if such clubs could improve their game by being more forgiving of a less-than-optimum swing.” (Thompson, c205) Callaway then purchased the company outright and changed the name to Callaway Hickory Stick USA and then hires Richard Helmstetter as the companies’ chief club designer. With the help of five aerospace engineers, Helmstetter developed line of clubs that was set apart form competing brands by its technological innovation. In 1988, the S2H2 was launched as well as another name change to Callaway Golf Company. In 1992, sales are more than double recent years and Callaway Golf Company goes public and begins trading on the NYSE. Throughout the 90’s, Callaway leads the golf equipment industry with ongoing new lines of clubs and eventually adds golfing apparel. Donald Dye, Callaway’s new CEO, took the much of the blame for the downturn in Callaway Golf Company. Dye was ultimately responsible for initiatives that took managements focus off golf clubs. The company’s financial and market performance suffered immensely in 1998 causing Ely Callaway to return to rebuild the company. The textbook states on page c208, “Ely Callaway’s first efforts upon his return to active management at Callaway Golf were to ‘direct resources---talent, energy, and money--- in an ever-increasing degree toward the creation, design, production, sale and service of new and better products.’” In Callaway’s turnaround strategy, he initiated a restructuring program and operational improvements. By the end of 1998, Callaway’s strategies allowed the company to regain it s technological leadership.
She has a primarily interpersonal foundational role in the company, where she must focus on building trust between the employee and herself to better the company so they will feel comfortable in reaching out to her when there is any sort of discrepancy in employee or company behavior. She pointed out that as a Human Resource employee, she must constantly adjust to fit each individual’s needs, such as adjusting to her audience. Oftentimes, an employee who does not speak English will approach her with a concern, or potentially the vice president of the company will approach her with a concern; thus, she must adjust to her audience and make connections with both juxtaposing parties. This difference points to the fact that this division may lack a strong organizational culture because they seem to have a high level of diversity, pointing further to the idea that they are succeeding in decreasing the lack of diversity seen in a multitude of companies today, but it can pose a problem since there are such a variety of cultures all attempting to operate under the same values. By attempting to adjust to these varying situations in order to give each person an equal opportunity in the end, relays the idea of the equity theory, which can help increase an employee’s motivation within a company since they perceive themselves as valued and treated fairly. Therefore, Brandy and other Human Resource consultants’ roles are vital to the company’s success because by encouraging equity within a company, overall motivation and productivity will also
Discuss how the employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage
This method also empowered the employees giving them an opportunity to increase their skill levels and an opportuni...
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
The top management executives that are selecting future candidates for promotions are visiting each branch and doing an investigation to see who may be suited for a promotion for the San Antonio office. Some of the ways they are looking for future candidates is interviewing other coworkers and seeing how their relationships and work ethics are. The four candidates
Don Bradish was recently hired to fix scheduling issues with the new company in which he works, The Fitzgerald Machine Company. There are a few relevant facts that were given in this case study. The first and foremost fact is Mr. Bradish was hired because the company is having issue with their scheduling. This is important because he comes in with a relevant degree and years of experience with a reputable company. He is going to be looked for to find a solution to the issue outlined in the case study. The second relevant fact in the case study is that the company that The Fitzgerald Machine Company is working with is having labor issues. This is considerable because the $300,000 order is a considerably large
...greater number of people in an economic, efficient, and effective manner. This paper has provided a background and understanding of employment recruiting, the styles, methods, and tools available to allow customization of interviewing methods applicable to the situation or needs of the organization or project. An overview of the creative large scaled employee recruitment project Borgata Hotel and Casino notably made history and a study of best practices in employee hiring, recruiting and interviewing process that enhances corporate strategy.
Mary Corey employed by Statewide Services Corporation as a customer support specialist recently completed her fourth year of employment. She had always received high performance evaluations. However, for her last evaluation she received a less than satisfactory rating.
re you one of those folks who want a lovely lawn but just don't have the time to care for it yourself? The answer for you could be a lawn care company. However, how do you know whom to choose? Below are five questions you should have answers to before hiring a lawn care company.