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Goal setting is a significant component of any company’s success. The goals you set should be realistic and attainable. They should also align with your company’s business goals. The following paragraphs explore three processes and outcome goals for staffing a sales associate position at Chern’s, an upscale men’s and women’s department store. Process and Outcome Goals According to Phillips & Gully, (2015), Chern’s believes in hiring trustworthy individuals. People who are naturally good and share their core beliefs. They provide breeding and provide their employees with all the instruments they require to bring home the bacon. Because of the success Chern’s has had with the employee referral program, one process goal would be to hire through …show more content…
Technology has afforded many companies with the tools to identify certain attributes, accomplishments, and powers that can be detected by just a few words from someone’s resume. Questionnaires are answered by potential candidates and responses are uploaded and flagged for certain keywords. This process makes it is easier to narrow down the pool of applicants. This technology not only narrows down the pool of applicants but also narrows the pool down to those most qualified for the position. The result of this particular goal is that by practicing this technology, Chern’s would save time and money in acquiring young …show more content…
In an increasingly competitive market place, businesses having a diverse workforce can further a company's goals. Various ideas and perspectives allow the company to win a competitive edge by differentiating themselves from rivals. The third recommendation is to see employees as assets to the troupe. Employees represent the company by treating directly with customers. If an employee feels important to the society, they will work accordingly with customers. The fourth recommendation is to incorporate ethical principles for employees to comply. A codification of conduct would create a central guide and reference for day-to-day decision making. It will also elucidate the organization's mission, values and rules. Staffing Strategy Chern should incorporate a core work force. Their employees should consist of people who are a regular part of the company and see the importance they play in maintaining the business successful and helping it
Being successful at managing workforce diversity involves attracting and retaining the highest quality individuals in the talent pool. For managers it means learning how to manage human potential sensitively. It requires an ever-increasing awareness of how people from different backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Successful management of workforce diversity is a process that takes place in many stages and on many levels. It requires managers to first recruit a competent and qualified staff, then to accommodate individual needs within the context of the work team and the organization.
“People are often described as the weakest link in any security system” ("Human Resources Security (ISO 8) - Information Security Guide - Internet2 Wiki", n.d.). This quote sums up the importance of verifying a candidate’s risk level prior to hiring. An organization’s information assets are critical to the organization’s operation and security. In addition to validating a candidate’s legitimacy, the interviewers and hiring managers must be careful to not divulge too much information during the hiring process that may put the organization’s syst...
After reviewing the strengths and weaknesses of the resumes, we have decided who to interview based on our criteria of organization, leadership, management and interpersonal skills, customer service experience, and adaptability. Through resume screening, a process of sorting through the resumes and examining them to see who would be the most qualified candidates for the position (Crawford, 2016). In other words, we have decided go through the resumes we received and weigh each candidates’ strengths and weaknesses. From this analysis, have decided to interview Lane Konrad, Sharon Fuller, Lacey Drummond and Gerard Cannon, because they have met our criteria. We have decided not to interview Heather Bestor and Eva Bonita, as they do not meet our skills or experience criteria.
The Bridgespan Group. (2009). Making the Right Hire: Assessing a Candidate 's Fit with Your
The success of a company is often based in great part on company culture and a “people centered” approach that recognizes not only the importance of the customer, but equally the importance of its employees. In order to build a people-centered and ethically managed organization there exist core values and practices that are often associated with success. Success in this context not only refers to profit but employee and customer satisfaction as well. Without these two factors success is unlikely to occur. As such, success is determined by the company, its employees, and its customers. The company is the tool that allows employees to achieve things collectively by working together and garnering viewpoints from several diverse populations including generational types, ethnicity, educational background, location, skill sets, and so on. Working collectively and collaboratively is often the best route to business and/or personal success providing education and experiences that often one could not attain on their own. Successful managers can show employees the benefits of working together, embracing an ever-changing landscape, and provide them with the education, tools, support, and training they need to be successful and in turn make the company successful.
Moreover, the company has placed great significance on open and honest communications with the employees on many levels. Even more, leadership expected a plan that would utilize all human assets in a way that would support the organization’s attitude in servicing customers and employees. As such, they found it important to centralize the staffing initiative in order to maintain the unique corporate culture created in the beginning. Every one of these strategies would be focused on centralizing staffing, brining in the best possible employees, and retaining each on a high
A group need members who possess diversity of skills. A company should have workforce that ...
It’s important that when companies what to implement a change or solve problems they accurately set goals. According to the Goal Setting Theory, setting goals can greatly improve performance. There are four main reasons to why goals motivate.
Without a doubt, the greatest asset an organization can have is its human resource. Therefore, issues affecting the staff have increasingly become popular among business managers, scholars, policy makers and other stake holders. One of the issues that have particularly generated sufficient interest is managing workforce diversity. O’leary & Weathington (2006) defines diversity simply as way of differentiating one person from another. Diversity is about recognizing and appreciating the uniqueness of each person. People can be different in terms of race, sexual orientation, age, gender and physical abilities just to mention a few (Burke 2007). As a result, workforce diversity has become a major business concern. Managing it should not be merely motivated by the potential of increasing the profit margin, but also should be to ensure the working environment is conducive, safe and nurturing (O’leary & Weathington 2006). Any business that manages its workforce effectively is bound to enjoy a number of benefits.
...anization. As outlined in the “Devanna Model” the interrelatedness of all principal HR functions would lead to costly consequences for the organization as a result of unsuitable applicants being chosen in the selection process. While the selection processes available are versatile, including models of probation, random selection, quota systems, empirical considerations, and intrinsic attributes, there are several common characteristics which are often found when selecting external candidates. These include CV screening, preliminary interviews, application forms, psychometric testing, assessment centres, interviews, medical examinations, and reference checks. As each method has a different validity and reliability, it is important for HR officers to use a combination of different methods to objectively predict and select the most suitable workers for the job.
The researcher believes, in this fast-changing era, any kind of company or organization should be able to improve the quality of workplace diversity by having some important main factor to boost the new paradigm of a diverse workplace, such as:
The enterprise should seize the initiative in the current financial crisis from recruitment, management and development under the force of its firm for talents. Enterprises need talents who can suit to the business, and then the first question for the firms is how to attract and recruit talents. As to the recruitment of talented people, it is a process to choose the individual from available applicants who can perform successfully at certain position. To improve workforce diversity, managers need to widen their scope of recruitment. For example, the practice of depending on employee referrals as a source of job applicants tends to produce job hunters who will be similar to current employees.
Nowadays, diversity is an important factor inside the organizational structures as organization worldwide. As we all know, workforce diversity can be defined as a workforce that consist of a broad mix of peoples within a workforces that including from a different unit of racial, religion and ethic background with a different of ages, genders and sexual orientation, employees mental ability and a different domestic and national cultures. Regarding to Wentling and Palma, the diversity also can explain as the co-existence of employees from various socio-cultural backgrounds within the company (Wentling, R.M., and N. Palma-Rivas., 2000). the diversity elements can be categorized in three classes as social, value and informational diversity (Worman, 2005).
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
All companies must have a vision, without one, it is difficult to create goals. As a leader in any company, it is important that we know the mission, vision and goals of the company in order to model this for our teams. Good oragnizations convey a strong vision of where they will be in the future. (MODYUKE) Creating appropriate goals to drive the vision is vital for the success of any company. Goal setting is an improtant role in sharing the vision and goals with the team. Gaining their buy in and commitment will ultimately help create effective teams. As leaders, it is also important that we follow up with our teams and give coaching and training when needed. Leaders must also remember that, "leadership is influencing others to truley want to achieve a goal." (Mod 4) All of this together will create well informed teams working toward the same goals for the company.